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Prejudice

Self-monitoring has been found to have an impact on whether people hide or show their prejudice beliefs. For example, a study was conducted by Nayda Terkildsen which showed that in the setting of an election, high self-monitors were more likely to “censor” their judgements of a candidate of a different race and mask whether or not they had any negative views. It also showed that self-monitoring plays a key roll where there is a discrepancy between exit polls and actual results. High self-monitors were also likely to voice support for a candidate of a different race, even if they did not actually support them.

Spending

In terms of social settings, high self-monitors are more likely to spend more in the company of friends while low self-monitors are less likely to be influenced. A study by Didem Kurt that was published in the Journal or Marketing Research found that the presence of a friend when shopping encourages impression management and motivates high self-monitors to spend more than they usually would. The data showed that the amount spent by others had little effect on the increase of spending so much so as the mere presence of peers. A by-product of impression management the concept of “self-promotion through increased spending”, where shoppers feel that increasing their spending also increases their status among peers. Examples would include donating larger amounts to charity, spending more on a gift, or ordering expensive food. This also showed that stores would benefit from having sales or specials that encourage groups of people to shop together, such as a promotion where if you shop with a friend, the both you would receive discounts on your purchases.

Self-prophecy

A study by Eric R. Spangenberg that was published in the Journal of Consumer Research explored the relationship between self-monitoring and both self-prophecy and cognitive dissonance. A self-prophecy is the effect when an individual makes a prediction about themselves and/or a situation that has an impact on the actual results. In terms of self-prophecy, low self-monitors are more influenced by dispositional factors and their values, while high self-monitors are more influenced by situational factors and opportunities to increase their status. This leads to low self-monitors to be motivated to create goals that are beneficial to their well-being, while high self-monitors are motivated to create goals that are beneficial to improving the standing with peers. An example would be a low self-monitor going on a diet to increase to their health and high self-monitor going on a diet for their body image. In terms of dissonance, low self-monitors are susceptible to persuasion when faced with evidence that conflicts with their beliefs, adjusting to fit their values, while high self-monitors are susceptible to persuasion when faced with evidence that conflicts with their peers’ beliefs and adjust to fit the norm. An example of this would be a low self-monitor who stops using a product that tests on animals because of their beliefs and a high-self who stops supporting a product they like because their peers oppose it.

Emotional Labor

Emotional labor and self-monitoring have a close relationship. In a study published in “The Academy of Management Journal”, it was found that there was a correlation between high and low self-monitors and and displays of emotion, which were referred to in the study as “deep acting” and “surface acting”. High self-monitors were found to be mostly be surface actors, people who pretend to have an emotional reaction to a situation when in reality they are unaffected by it. Low self-monitors were found to deep actors, people who actually project an emotional response to a situation. High self-monitors were found to be more likely to experience burnout, dissatisfaction with their job, exhaustion, and work-related stress due to the exertion of trying to “maintain” the façade they are putting up., while low self-monitors usually have a higher job performance, enthusiasm, and higher levels of work effort due to their emotions being more genuine.

Job Interviews

In a similar study spearheaded by Mary Hogue and published in the “Journal of Business Ethics”, it was found that high self-monitors are more likely to embellish lies during a job interview than low self-monitors. Both high and low self-monitors are prone to lie during job interviews in an effort improve their chances of getting hired, however low self-monitors were found to only slightly bend the truth while high self-monitors were more likely to be deceptive during the process. Low self-monitors partake in actions such as pretending to have the same opinions as an employer or laughing at jokes the employer makes even though they do not find them humorous. High self-monitors take more extreme measures such as fabricating experiences, hiding their true personality or values, or even lying about previous accomplishments.