When grandiose meets vulnerable: narcissism and well-being in the organizational context

Wirtz, Nina; Rigotti, Thomas

doi:10.1080/1359432x.2020.1731474

Cited by 22 publications

(17 citation statements)

References 81 publications

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“…In the context of occupational health, given the related nature of covert narcissism and the experience of workplace incivility, covert (vulnerable) narcissism may be better suited as a predictor of experiencing workplace incivility compared to overt (grandiose) narcissism (cf. Wirtz & Rigotti, 2020). Thus, based on the prior research linking covert narcissism with experienced workplace incivility, we propose: Hypothesis 1: Covert Narcissism will be positively related to the experience of workplace incivility.…”

Section: The Relationship Between Covert Narcissism and Workplace Inc...mentioning

confidence: 96%

The effect of covert narcissism on workplace incivility: The mediating role of self-esteem and norms for respect

Moon

Morais

2022

Curr Psychol

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There has been an abundance of research on narcissism in the workplace. However, most research has focused on the overt (grandiosity) form of narcissism, as well as the effect of narcissism on uncivil behaviors of employees; research focusing directly on the effect of covert (vulnerability) narcissism on the employees’ experience of workplace incivility is lacking. The present research examined whether the personality trait (covert narcissism) of employees affects their experience of incivility considering two potential explanatory variables: self-esteem and perceived norms for respect. A total of 150 participants completed an online questionnaire, which consisted of four well-known measures: the Hypersensitive Narcissism Scale, the Rosenberg Self-esteem scale, the Perceived Norms for Respect, and the Workplace Incivility Scale. The results showed that employees with higher levels of covert narcissism are likely to have greater experiences of workplace incivility through the mediating role of perceived norms for respect. Although the relationship was not explained through the mediating role of self-esteem, it was instead observed that self-esteem and perceived norms for respect jointly affect employees’ experience of incivility at work. These findings broaden our understanding of workplace incivility by simultaneously considering the influences of personality traits, self-esteem, and workplace norms.

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Section: The Relationship Between Covert Narcissism and Workplace Inc...mentioning

confidence: 96%

The effect of covert narcissism on workplace incivility: The mediating role of self-esteem and norms for respect

Moon

Morais

2022

Curr Psychol

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“…Therefore, certain mediations between polychronicity and job performance in this were considered in this study; in other words, after individual fit with a work situation, this relationship would affect the individual's mental state to further influence job performance. Previous studies indicated that organizational members' well-being might be the mediator of this relationship; besides, most literature proved and agreed that well-being is an important antecedent to job performance [8,[13][14][15]. Di Blasio et al [16] explained that achievement of the employee-work role relationship satisfied employees' psychological meaningfulness and further affected well-being, while also indicating that self-determination motivation satisfies distinct psychological needs through perceived environment fit, in accordance with self-determination theory [17].…”

Section: Introductionmentioning

confidence: 99%

Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

Gao

Wang

et al. 2020

IJERPH

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Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance.

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“…Not surprisingly, considering the two sides of narcissists, research to date suggests that a narcissistic leader can have positive as well as negative effects on team performance (for a review, see Braun, 2017 ). To provide a short synthesis that does not claim completeness: Leader narcissism relates to a broad range of negative follower outcomes such as dissatisfaction with the leader, counterproductive workplace behavior, or disengagement from work ( Judge et al, 2006 ; Amernic and Craig, 2010 ; Godkin and Allcorn, 2011 ; Graham and Cooper, 2013 ; Rijsenbilt and Commandeur, 2013 ; Grijalva and Newman, 2015 ; Braun et al, 2018 ; Wirtz and Rigotti, 2020 )–all of which should be detrimental for performance. In fact, Ham et al (2018) found a negative relationship between CEO narcissism and firm profitability.…”

Section: The Narcissism-leadership-performance Puzzlementioning

confidence: 99%

Narcissistic Leaders–Promise or Peril? The Patterns of Narcissistic Leaders’ Behaviors and Their Relation to Team Performance

2021

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Leader narcissism has attracted substantial attention in leadership research and organizational practice. Yet, the exact relationship between leader narcissism and performance remains unclear. In this paper, we set out to illuminate the narcissism-leadership-performance puzzle. We build on research that points to a curvilinear relationship between leader narcissism and performance and open the black box behind this curvilinear relationship. Thereby, we take into consideration the context, in which narcissistic leaders act, and explore their leadership behaviors in a compelling context: entrepreneurial teams. In a quantitative study, we found that a moderate level of leader narcissism was associated with the best team performance as assessed by the quality of a business plan. In a qualitative follow-up interview study, we explored the patterns of leadership behaviors shown by narcissists to better understand how different behaviors combine into effective versus destructive leadership, shaping team performance eventually. Finally, in an experimental online study using the scenario technique, we investigated the relevance of these leadership patterns associated with different levels of narcissism across contexts. The results of our multi-method and multi-source studies suggest that the most promising avenue to understand the narcissism-leadership-performance puzzle is that it depends on the levels of narcissism and more specifically that it depends on the patterns of behaviors narcissistic leaders show—the context seems to play a less important role.

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When grandiose meets vulnerable: narcissism and well-being in the organizational context

Cited by 22 publications

References 81 publications

The effect of covert narcissism on workplace incivility: The mediating role of self-esteem and norms for respect

The effect of covert narcissism on workplace incivility: The mediating role of self-esteem and norms for respect

Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

Narcissistic Leaders–Promise or Peril? The Patterns of Narcissistic Leaders’ Behaviors and Their Relation to Team Performance

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