Validation of the Narcissistic Admiration and Rivalry Questionnaire Short Scale (NARQ-S) in convenience and representative samples.

Leckelt, Marius; Wetzel, Eunike; Gerlach, Tanja M.; Ackerman, Robert A.; Miller, Joshua D.; Chopik, William J.; Penke, Lars; Geukes, Katharina; Küfner, Albrecht C. P.; Hutteman, Roos; Richter, David; Renner, Karl–Heinz; Allroggen, Marc; Brecheen, Courtney; Campbell, W. Keith; Grossmann, Igor; Back, Mitja D.

doi:10.1037/pas0000433

Cited by 108 publications

(112 citation statements)

References 63 publications

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“…Simmons et al, 2012;see Geukes, Breil, et al, 2017 and osf.io/2pmcr for additional details regarding further procedures applied and other measures collected in CONNECT). Analyses from this dataset have been published elsewhere (Geukes, Nestler, Hutteman, Dufner et al, 2017;Human, Carlson, Geukes, Nestler, & Back, in press;Humberg, Dufner, Schönbrodt, Geukes, Hutteman, Küfner et al, 2018;Leckelt et al, 2018;, but none of the presented results reported here overlap with any of the results in the published work.…”

Section: Studymentioning

confidence: 43%

Zooming into Real-Life Extraversion – How Personality and Situation Shape Sociability in Social Interactions

Breil¹,

Geukes²,

Wilson³

et al. 2016

Preprint

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What predicts sociable behavior? While main effects of personality and situation characteristics on sociability are well established, there is little evidence for the existence of person-situation interaction effects within real-life social interactions. Moreover, previous research has focused on self-reported behavior ratings, and less is known about the partner's social perspective, i.e. how partners perceive and influence an actor's behavior. In the current research, we investigated predictors of sociable behavior in real-life social interactions across social perspectives, including person and situation main effects as well as person-situation interaction effects. In two experience-sampling studies (Study 1: N = 394, US, time-based; Study 2: N = 124, Germany, event-based), we assessed personality traits with self-and informant-reports, self-reported sociable behavior during real-life social interactions, and corresponding information on the situation (categorical situation classifications and dimensional ratings of situation characteristics). In Study 2, we additionally assessed interaction partner-reported actor behavior. Multilevel analyses provided evidence for main effects of personality and situation features, as well as small but consistent evidence for person-situation interaction effects. First, extraverts acted more sociable in general. Second, individuals behaved more sociable in low-effort/positive/low-duty situations (vs. high-effort/negative/high-duty situations). Third, the latter was particularly true for extraverts. Further specific interaction effects were found for the partner's social perspective. These results are discussed regarding their accordance with different behavioral models (e.g., Trait Activation Theory) and their transferability to other behavioral domains.

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Section: Studymentioning

confidence: 43%

Zooming into Real-Life Extraversion – How Personality and Situation Shape Sociability in Social Interactions

Breil¹,

Geukes²,

Wilson³

et al. 2016

Preprint

Self Cite

View full text Add to dashboard Cite

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“…Narcissism was assessed with the 6‐item short form of the Narcissistic Admiration and Rivalry Questionnaire (NARQ‐S; Leckelt et al ., ). Items were answered on a 1 (not agree at all) to 6 (agree completely) scale.…”

Section: Methodsmentioning

confidence: 97%

The rich are different: Unravelling the perceived and self‐reported personality profiles of high‐net‐worth individuals

Leckelt

Richter

Schröder

et al. 2018

British J of Psychology

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Beyond money and possessions, how are the rich different from the general population? Drawing on a unique sample of high-net-worth individuals from Germany (≥1 million Euro in financial assets; N = 130), nationally representative data (N = 22,981), and an additional online panel (N = 690), we provide the first direct investigation of the stereotypically perceived and self-reported personality profiles of high-net-worth individuals. Investigating the broad personality traits of the Big Five and the more specific traits of narcissism and locus of control, we find that stereotypes about wealthy people's personality are accurate albeit somewhat exaggerated and that wealthy people can be characterized as stable, flexible, and agentic individuals who are focused more on themselves than on others.

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“…In addition, the two facets of narcissism differently predicted malicious and 8 benign envy (Lange et al, 2016) and revenge and avoidance (Fatfouta, Gerlach, Schröder-Abé, & Merkl, 2015). Recently, the two-factor structure of the NARC has been supported in a large representative sample with more than 4,000 participants and a large convenience sample with almost 12,000 participants (Leckelt et al, 2017).…”

Section: Narcissistic Admiration and Narcissistic Rivalrymentioning

confidence: 98%

Is employee narcissism always toxic? – The role of narcissistic admiration, rivalry and leaders’ implicit followership theories for employee voice

Helfrich

Dietl

2019

European Journal of Work and Organizational Psychology

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Organizational researchers are increasingly interested in investigating the influence of narcissism on the workplace. Drawing on self-determination theory and recent research that distinguishes two dimensions of narcissism and their different underlying motivational dynamics, we hypothesised that employee empowerment, and in turn voice, are differentially influenced by the two narcissism facets admiration and rivalry. In particular, we expected that employees' narcissistic admiration is positively related to voice via empowerment, whereas rivalry is negatively related to voice via empowerment. Moreover, we investigated leaders' implicit followership theories (IFTs) as moderator of the relationships between narcissistic rivalry and narcissistic admiration with empowerment. We argue that a leader's positive IFTs buffer the negative effect of narcissistic rivalry and foster the positive effect of narcissistic admiration on empowerment, and in turn voice (i.e., first-stage moderated mediations). We found support for most of our predictions in a multi-wave field study using data from 268 leader-employee dyads. Theoretical and practical implications are explored.

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Validation of the Narcissistic Admiration and Rivalry Questionnaire Short Scale (NARQ-S) in convenience and representative samples.

Cited by 108 publications

References 63 publications

Zooming into Real-Life Extraversion – How Personality and Situation Shape Sociability in Social Interactions

Zooming into Real-Life Extraversion – How Personality and Situation Shape Sociability in Social Interactions

The rich are different: Unravelling the perceived and self‐reported personality profiles of high‐net‐worth individuals

Is employee narcissism always toxic? – The role of narcissistic admiration, rivalry and leaders’ implicit followership theories for employee voice

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