Leader Narcissism and Employee Organizational Citizenship Behavior Directed Toward the Leader: Roles of Perceived Insider Status and Need for Self-Esteem

Abstract

Based on self-concept theory, the present study proposed and empirically tested the impact of leader narcissism on employee organizational citizenship behavior directed toward the leader (OCB-L), highlighting the mediating role of perceived insider status and the moderating role of need for self-esteem in this relationship. Based on an analysis of 161 two-stage matched leader-employee dyads, the hypotheses were tested and the results showed that the leader narcissism had a negative direct effect on employee OCB-L, as well as a negative indirect effect on employee OCB-L via perceived insider status. Furthermore, the need for self-esteem was found to moderate the negative effect of leader narcissism on perceived insider status as well as the mediating effect of perceived insider status between leader narcissism and employee OCB-L. The theoretical and practical implications of our research were discussed. Limitations and directions for future research were also offered.

Impact of Managerial Trustworthy Behavior on Employee Engagement: Mediating Role of Perceived Insider Status

“…Another study found a negative association between leader narcissism and OCB. The link was mediated by perceived insider status ( Wang et al, 2021 ). These studies confirm the nomological net of perceived insider status in managerial and leadership behaviors.…”

Are “outsiders” in? Exploring the impact of outsourced workers’ perceived insider status and job value status on job performance

“…Perceived insider status (PIS) depicts employees’ self-categorizations of the psychological relationship between themselves and their organizations ( Stamper and Masterson, 2002 ; Chen and Aryee, 2007 ; Dai and Chen, 2015 ). A high level of PIS can generate various benefits ( Boswell et al, 2012 ) such as a stronger sense of belonging ( Schaubroeck et al, 2017 ), higher organizational commitment ( Wang et al, 2021 ), higher satisfaction and retention ( Armstrong-Stassen and Schlosser, 2011 ; Knapp et al, 2014 ; Chen et al, 2017 ), higher well-being in the workplace ( Findler et al, 2007 ), less follower territorial behavior ( Liu et al, 2021 ), and more organizational citizenship behaviors ( Caron et al, 2019 ). Noteworthy is that we chose PIS rather than organizational identification because scholars have found PIS is particularly salient in the Chinese context ( Hui et al, 2015 ) due to the highly collective and power distance-orientated culture.…”

The impact of head teacher incivility on teacher engagement and safety behavior in secondary schools: the mediating role of perceived insider status

“…During their tenure, head teachers can be trained on conflict management, emotional manipulation and effective leadership behaviors, to restrain their stress resulting from different types of responsibilities, avoid words or gestures that may be misinterpreted and send clear messages to their staff. Supervisor education through seminars, training programs and workshops is considered vital (Wang et al, 2021). Furthermore, school managers can reduce the negative association between incivility and negative employees' attitudes (e.g.…”