Description

The Measuring Ingratiatory Behaviors in Organizational Settings (MIBOS-24) is a standardized psychometric instrument designed to assess ingratiatory behaviors and strategic self-presentation within the workplace. The questionnaire evaluates the extent to which employees deliberately engage in behaviors intended to gain approval, increase interpersonal acceptance, and strengthen relationships with supervisors, colleagues, or other organizational members. These behaviors represent an important aspect of organizational behavior because they influence social interactions, leadership perceptions, teamwork, and career development.

The MIBOS-24 focuses on a broad range of workplace impression-management strategies, including flattery, conformity to supervisors’ expectations, excessive agreement, strategic helpfulness, compliance, and other behaviors intended to create favorable impressions. Rather than evaluating job performance itself, the instrument measures interpersonal strategies that employees may consciously employ to improve their professional image, strengthen workplace relationships, and facilitate career advancement.

Understanding ingratiatory behaviors is particularly important because these strategies may produce both positive and negative organizational outcomes. Moderate levels of impression management may enhance communication, cooperation, and interpersonal relationships, whereas excessive or manipulative behaviors may reduce trust, authenticity, and organizational fairness. Consequently, the MIBOS-24 has become a valuable instrument for examining interpersonal dynamics and organizational culture.

The Measuring Ingratiatory Behaviors in Organizational Settings (MIBOS-24) is widely applied in organizational psychology, industrial psychology, human resource management, leadership research, business administration, organizational behavior, management science, and occupational health research, where it serves as a comprehensive measure of workplace ingratiation and impression-management behaviors.

Data Analysis and Use

Data obtained from the MIBOS-24 are analyzed using standardized psychometric procedures designed to evaluate the frequency and intensity of ingratiatory behaviors displayed within organizational environments. Participants respond to questionnaire items using a Likert-type response scale, indicating the degree to which they engage in or observe various impression-management behaviors in the workplace.

Statistical analysis typically begins with descriptive statistics, including means, standard deviations, frequency distributions, skewness, and kurtosis. Psychometric evaluation commonly includes analyses of internal consistency using Cronbach’s alpha, test–retest reliability, construct validity, criterion validity, convergent validity, discriminant validity, and exploratory or confirmatory factor analyses (EFA/CFA) to verify the underlying structure of the instrument.

The questionnaire is frequently incorporated into correlation analyses, multiple regression models, structural equation modeling (SEM), mediation and moderation analyses, and comparative studies involving different organizational sectors, occupational groups, leadership levels, and workplace cultures. Researchers commonly investigate relationships between ingratiatory behaviors and variables such as job performance, leadership effectiveness, organizational commitment, organizational citizenship behavior, employee engagement, job satisfaction, organizational justice, career success, workplace trust, and team performance.

The findings provide valuable information for organizational psychologists, human resource professionals, managers, leadership consultants, executive coaches, and researchers seeking to understand how impression-management strategies influence interpersonal relationships, organizational effectiveness, and professional development.

Objective

The primary objective of the Measuring Ingratiatory Behaviors in Organizational Settings (MIBOS-24) is to provide a reliable and comprehensive assessment of the strategies employees use to gain acceptance, approval, and favorable evaluations within organizational environments. The instrument enables researchers and organizations to investigate how ingratiatory behaviors influence interpersonal relationships, leadership perceptions, collaboration, performance, and career progression, while supporting the development of healthier organizational cultures and more effective management practices.

Scoring

The MIBOS-24 is completed using a Likert-type response scale, with participants indicating the extent to which they exhibit or observe various ingratiatory behaviors in their workplace. Individual item scores are summed or averaged according to the standardized scoring procedure to produce an overall index of workplace ingratiation and, where applicable, scores for specific behavioral dimensions.

Higher scores indicate more frequent use of impression-management and ingratiatory strategies, including behaviors aimed at increasing social approval, strengthening interpersonal relationships, and enhancing professional image. Lower scores indicate less reliance on such behaviors and greater preference for direct or authentic interpersonal interactions. Interpretation of questionnaire scores should always be based on standardized administration procedures and supported by comprehensive psychometric evaluation.

References

Gordon, J. R., & Gergen, K. J. (1981). Social Influence in Organizations: The Role of Ingratiation. Administrative Science Quarterly, 26(2), 271–293.

Jones, E. E., & Pittman, T. S. (1982). Toward a Theory of Strategic Self-Presentation. In J. Suls (Ed.), The Self: Social Perspectives (pp. 231–261). Springer.

Bolino, M. C., Kacmar, K. M., Turnley, W. H., & Gilstrap, J. B. (2008). A Multi-Level Review of Impression Management Motives and Behaviors. Journal of Management, 34(6), 1080–1109.