The current study integrates self-enhancement and social exchange theories to construct hypotheses in which team-level narcissism is expected to negatively influence team-level task performance ratings and team-level organizational citizenship behaviors directed at team members (OCB-Is). Additionally, individual-level narcissism is expected to negatively influence peer performance ratings. Based on longitudinal data collected from 89 study participants constituting 29 project teams, results indicate (a) team-level narcissism influences task performance, (b) team-level narcissism influences changes in OCB-Is over time, and (c) individual-level narcissism influences peer performance ratings. Our findings suggest the necessity for practitioners to consider individual differences in the strategic formation of work groups.
Felty, R., Whitaker, B.G., Bergman, S.M. and Bergman, J.Z. (2015), "The longitudinal influence of narcissism in the team context", International Journal of Organization Theory & Behavior, Vol. 18 No. 2, pp. 147-176. https://doi.org/10.1108/IJOTB-18-02-2015-B001
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