Power, Status and Expectations: How Narcissism Manifests Among Women CEOs

Ingersoll, Alicia R.; Glass, Christy; Cook, Alison; Olsen, Kari Joseph

doi:10.1007/s10551-017-3730-0

Cited by 74 publications

(61 citation statements)

References 98 publications

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“…Individual dimension suggests that women face significant limitations on their individual ability to display typical leadership qualities. To counter this burden, some women have de-emphasized her gender status when interacting with male colleagues, training to be assertive, driven and/or competitive in spirit, without failing to emote more stereotypically feminine qualities such as warmth and passivity [37,59].…”

Section: Discussionmentioning

confidence: 99%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

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Background: Around the world, there is a significant difference in the proportion of women with access to leadership in healthcare with respect to men. This article studies gender imbalance and wage gap in managerial, executive, and directive job positions at the Mexican National Institutes of Health. Methods: Cohort data were described using a visual circular representation and modeled using a generalized linear model. Analysis of variance was used to assess model significance, and posterior Fisher's least significant differences were analyzed when appropriate. Results: This study demonstrated that there is a gender imbalance distribution among the hierarchical position at the Mexican National Health Institutes and also exposed that the wage gap exists mainly in the (highest or lowest) ranks in hierarchical order. Conclusions: Since the majority of the healthcare workforce is female, Mexican women are still underrepresented in executive and directive management positions at national healthcare organizations.

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Section: Discussionmentioning

confidence: 99%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

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“…It is reported that female board members are more risk-averse and act more conservatively than their male counterparts, resulting in the (attempted) avoidance of earnings management (Adams and Ferreira 2009;Ho et al 2015). Furthermore, Ingersoll et al (2017) find that female CEOs are less likely to exhibit a narcissistic trait than their male counterparts.…”

Section: Control Variablesmentioning

confidence: 95%

The Deliberate Engagement of Narcissistic CEOs in Earnings Management

Buchholz¹,

Lopatta

Maas

2019

J Bus Ethics

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Corroborating upper echelons theory, this study picks up the notion that narcissistic chief executive officers (CEOs) take advantage of accounting choices to enhance their firms'-and inherently their own-personal track records. Using a set of 15 indicators, reflecting the narcissistic trait of 1126 CEOs for the period 1992 to 2012, we find evidence of highly narcissistic CEOs engaging in accrual-based earnings management (ABEM). In contrast to prior research, the results show evidence not only for income-increasing but also for income-decreasing ABEM. This indicates that highly narcissistic CEOs not only strive to influence stakeholders' perception of current performance. We conclude that they also assess their potential to influence perception of current and future earnings. The results imply that highly narcissistic CEOs' accounting choices are driven by self-serving behavior rather than by the intention to provide additional information to the market. When earnings management techniques are used to derive personal advantage from the presentation of a firm's earnings, the literature refers to this as a case of low earnings quality reflecting unethical behavior. Accordingly, this study contributes to the field of business ethics by showing that CEO narcissism is related to low earnings quality in that it is associated to discretionarily decreasing accruals.

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“…Chatterjee and Hambrick (2007, 2011) pioneered the use of the CEO narcissism index as a composite measure of several narcissism indicators observed in firm reports and publicly available documents. The CEO narcissism index has since become the most frequently used method (23 of 42 articles; Bianchi, 2014; Buchholz, Jaeschke, Lopatta, & Maas, 2018; Buyl et al, 2017; Chatterjee, 2009; Chatterjee & Hambrick, 2007, 2011; Engelen, Neumann, & Schmidt, 2016; Gerstner, König, Enders, & Hambrick, 2013; Ingersoll, Glass, Cook, & Olsen, 2017; Judd, Olsen, & Stekelberg, 2017; Kashmiri, Nicol, & Arora, 2017; Liu, 2009; Marquez-Illescas, Zebedee, & Zhou, 2018; Oesterle, Elosge, & Elosge, 2016; Olsen et al, 2014; Olsen & Stekelberg, 2016; Patel & Cooper, 2014; Rijsenbilt, 2011; Rijsenbilt & Commandeur, 2013; Schrand & Zechman, 2012; Tang, Mack, & Chen, 2018; Zhu & Chen, 2014, 2015). Chatterjee and Hambrick’s (2007) original index included five components: (1) the relative cash pay of the CEO to the next-highest paid executive, (2) the relative noncash pay of the CEO to the next-highest paid executive, (3) the size of the CEO’s picture in the annual report, (4) the number of CEO mentions in company press releases, and (5) the number of first-person singular pronouns used by the CEO during interviews.…”

Section: Measuring Ceo Narcissismmentioning

confidence: 99%

“…For example, two of the index’s components are based on CEO compensation, and firm size alone may explain as much as 40% of a CEO’s pay (Tosi, Werner, Katz, & Gomez-Mejia, 2000). Due to data availability, some research employs only three survey items (Ingersoll et al, 2017; Schrand & Zechman, 2012), while others merely employ the compensation items (Bianchi, 2014), thereby placing even more weight on compensation measures.…”

Section: Measuring Ceo Narcissismmentioning

confidence: 99%

Making CEO Narcissism Research Great: A Review and Meta-Analysis of CEO Narcissism

Cragun

Olsen

Wright

2019

Journal of Management

Self Cite

176

228

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Chief executive officer (CEO) narcissism is an important area of research due to the strategic implications of how this multifaceted personality trait affects CEO behavior. This article presents a combined meta-analytic and narrative review of CEO narcissism and makes future research recommendations. Our review and meta-analytic findings lead to the creation of a framework for CEO narcissism research focused on narcissistic CEO supply, demand, behavior, and consequences. Additionally, our review identifies five methods of measuring CEO narcissism, each with strengths and weaknesses. We find that while extant findings exhibit common themes, such findings remain mixed and potentially dependent upon methods. We recommend that future research expand beyond the strategic consequences of CEO narcissism to consider additional foci of the research framework and its moderators. Additionally, we suggest that research can benefit from moving beyond the predominant theoretical lenses of upper echelons theory and leadership theory to the lenses of the extended agency model of narcissism, the admiration-versus-rivalry perspective of narcissism, and tournament theory.

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Power, Status and Expectations: How Narcissism Manifests Among Women CEOs

Cited by 74 publications

References 98 publications

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Gender imbalance in executive management positions at the Mexican National Institutes of Health

The Deliberate Engagement of Narcissistic CEOs in Earnings Management

Making CEO Narcissism Research Great: A Review and Meta-Analysis of CEO Narcissism

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