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specific context. Examining the inter-correlations between self-monitoring the role

perceptions also reveals that self-monitoring has an overall positive impact on all aspects

of work role perceptions (reaching statistical significance with respect to compliant role

perceptions). If the statistical correlations are taken literally, the significance of the

positive association between the cognitive aspect of self-monitoring (sensitivity to the

expressive behavior of others) and compliant role may indicate that high self-monitors

are particularly prone to perceiving rules and regulations as part of their role. It may be

the case that cognitive self-monitoring is exclusively concerned with other individuals

rather than the overall context. In addition, the empirical results did not lend support to

the role of behavioral self-monitoring (ability to modify self-presentation) in enacted

expected roles. Although the lack of results must be interpreted with caution in view of

the possible data flaws as described in this discussion, it suggests that more attention

should be devoted to better understanding what aspects of personality (such as self-

monitoring) have more predictive validity. In sum, it seems warranted to gain a better

understanding of how and why self-monitoring at work as is sometimes viewed as a

component of employee effectiveness, and if indeed it is equally important in every work

environment (Mehra et al., 2001).

Perceived fit had a moderating effect on the relationship between market culture

and helping role perceptions such that in the presence of low norms for external

competitiveness, individuals with higher fit perceived helping others as more in-role than

those with low fit, with this effect evening out at the high end of market culture. The

interaction shape, thus, suggests that overall, individuals with high fit were influenced by

the market context in perceiving help as part of their role.


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