This study examined relationships among remote work, demographic dissimilarity, social network centrality, and the use and effectiveness of impression management behaviors. In our findings, a higher proportion of time spent working remotely from supervisors increased the frequency of supervisor- and job-focused impression management, but reduced social network centrality decreased job-focused impression management. Social network centrality moderated the relationships between jobfocused impression management and both remote work and sex dissimilarity. Sex dissimilarity intensified a negative association between job-focused impression management and performance appraisal. Both sex dissimilarity and network centrality enhanced the positive association between supervisor-focused impression management and performance appraisal.