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Ingratiation Scale
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About Ingratiation Scale
Scale Name
Ingratiation Scale
Author Details
Mark Bolino and William Turnley
Translation Availability
Not Sure
Background/Description
The Ingratiation Scale was developed by Mark Bolino and William Turnley in 1999. It is a self-report questionnaire that measures the tendency to engage in ingratiation behaviors. Ingratiation is defined as “any attempt by a person to influence another person to like him or her in order to achieve a desired outcome.” It can involve a variety of behaviors, such as flattery, favors, and self-promotion.
The Ingratiation Scale was developed based on a review of the literature on ingratiation. The authors identified a number of different ingratiation behaviors that have been studied by researchers. They then developed a set of items that represent these different behaviors.
The Ingratiation Scale is typically a 4-5 item scale. Each item is a statement that the respondent rates on a Likert scale, such as “I often praise others for their accomplishments” or “I am good at making people feel comfortable.”
The Ingratiation Scale has been shown to be a reliable and valid measure of ingratiating tendencies. It has been used in a variety of research studies to investigate the effects of ingratiation on interpersonal relationships, organizational behavior, and negotiation.
The Ingratiation Scale has been a valuable tool for researchers in understanding the nature and consequences of ingratiation. It has also been used by practitioners to help people develop their interpersonal skills and to understand how ingratiation can be used effectively in the workplace.
Administration, Scoring and Interpretation
The Ingratiation Scale is a self-report questionnaire that can be administered to individuals or groups. The scale is typically administered in a paper-and-pencil format, but it can also be administered online.
To administer the Ingratiation Scale, the administrator should provide participants with a copy of the scale and instructions for completing it. The instructions should explain that the scale is designed to measure how likely someone is to engage in ingratiating behaviors. Participants should be asked to rate each item on the scale on a Likert scale, such as 1 (Strongly disagree) to 5 (Strongly agree).
Once participants have completed the scale, the administrator should collect the scales and score them. The total score on the scale is calculated by summing the scores for all items. Higher scores indicate a greater tendency to engage in ingratiating behaviors.
Here are some additional tips for administering the Ingratiation Scale:
- Ensure that participants are in a comfortable and private setting.
- Explain to participants that their responses will be anonymous and confidential.
- Provide participants with enough time to complete the scale.
- Answer any questions that participants may have about the scale.
Reliability and Validity
The Ingratiation Scale is a reliable and valid measure of ingratiation tendencies. It has been used in a variety of research studies to investigate the effects of ingratiation on interpersonal relationships, organizational behavior, and negotiation.
Reliability refers to the consistency of a measure. A reliable measure will produce consistent results over time and across different situations. The Ingratiation Scale has been shown to be reliable in a number of studies. For example, Bolino and Turnley (1999) found that the Ingratiation Scale had a Cronbach’s alpha of .83, which is considered to be excellent reliability.
Validity refers to the accuracy of a measure. A valid measure will measure what it is intended to measure. The Ingratiation Scale has been shown to be valid in a number of ways. For example, Bolino and Turnley (1999) found that the Ingratiation Scale was correlated with other measures of ingratiation, such as the Impression Management Scale. They also found that the Ingratiation Scale was correlated with measures of organizational citizenship behavior and negotiation outcomes, which are two variables that have been shown to be associated with ingratiation.
Available Versions
04-Items
Reference
Bolino, M. C., & Turnley, W. H. (1999). Measuring impression management in organizations: A scale development based on the Jones and Pittman taxonomy. Organizational Research Methods, 2(2), 187-206.
Important Link
Scale File:
Frequently Asked Questions
Q: What is the Ingratiation Scale?
A: The Ingratiation Scale is a self-report questionnaire that measures the tendency to engage in ingratiating behaviors. Ingratiation is defined as “any attempt by a person to influence another person to like him or her in order to achieve a desired outcome.”
Q: How is the Ingratiation Scale administered?
A: The Ingratiation Scale is typically administered in a paper-and-pencil format, but it can also be administered online. Participants are asked to rate each item on the scale on a Likert scale, such as 1 (Strongly disagree) to 5 (Strongly agree).
Q: How is the Ingratiation Scale scored?
A: The total score on the scale is calculated by summing the scores for all items. Higher scores indicate a greater tendency to engage in ingratiating behaviors.
Q: Is the Ingratiation Scale reliable and valid?
A: Yes, the Ingratiation Scale is a reliable and valid measure of ingratiation tendencies. It has been used in a variety of research studies to investigate the effects of ingratiation on interpersonal relationships, organizational behavior, and negotiation.
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