ABSTRACT
The unique focus of this investigation is through engineering the study from the position of the co-worker receiving the impression management given off by fraudster managers. Romney, Albrecht and Cherrington found two types of fraudsters: those who had a criminal history and others who had no history of deviance. It is reported that negatively based favouritism is typically used by authoritarian managers. Despite the negative impact for the organisation, ingroup membership is rewarded by transactional managers by establishing a sense of trust with followers through the application of conditional rewards under the guise of patronage. The literature over the last ten years suggests support for the notion of managerial consistency as being a positive condition in the workplace. Given the sparse consistency literature, it can be summarised that employees increase moral and affective commitment as well as trust from the consistency of their managers.
