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首页> 外文期刊>British Journal of Management >The Price Chameleons Pay: Self-monitoring, Boundary Spanning and Role Conflict in the Workplace
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The Price Chameleons Pay: Self-monitoring, Boundary Spanning and Role Conflict in the Workplace

机译：变色龙所付出的代价：自我监控，边界跨越和工作场所中的角色冲突

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The vast majority of research on self-monitoring in the workplace focuses on the benefits that accrue to chameleon-like high self-monitors (relative to true-to-themselves low self-monitors). In this study, we depart from the mainstream by focusing on a potential liability of being a high self-monitor: high levels of experienced role conflict. We hypothesize that high self-monitors tend to choose work situations that, although consistent with the expression of their characteristic personality, inherently involve greater role conflict (i.e. competing role expectations from different role senders). Data collected from a 116-member high-tech firm showed support for this mediation hypothesis: relative to low self-monitors, high self-monitors tended to experience greater role conflict in work organizations because high self-monitors were more likely to occupy boundary spanning positions. To help draw a more realistic and balanced portrait of self-monitoring in the workplace, we call for more theoretically grounded research on the price chameleons pay.
机译：关于工作场所自我监控的绝大多数研究都集中在像变色龙一样的高自我监控器（相对于真正的自我低自我监控器）产生的收益上。在本研究中，我们偏离主流，侧重于成为高自我监控者的潜在责任：高水平的经验角色冲突。我们假设高级自我监控者倾向于选择工作环境，尽管这种情况与其个性特征的表达相一致，但内在地会涉及更大的角色冲突（即来自不同角色发送者的竞争角色期望）。从拥有116名成员的高科技公司收集的数据表明了这种调解假设：相对于低自我监控者，高自我监控者倾向于在工作组织中遇到更大的角色冲突，因为高自我监控者更有可能占据边界范围职位。为了帮助在工作场所自我监控中更真实，更平衡地描绘肖像，我们呼吁对变色龙的价格进行更多理论上的研究。

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