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This study investigates the impact of CEO narcissism on eco-innovation. Moreover, we explore the moderating influence of CEO ancestor origins and CEO tenure on this relationship.

Based on a comprehensive dataset comprising 198 non-financial U.S. firms spanning the years 2010–2021, we apply OLS regression.

Our research findings are as follows: (1) CEO narcissism negatively affects eco-innovation. (2) CEO ancestor origins play a moderating role, with this effect being attenuated for CEOs with ancestral origins from highly sustainable backgrounds. (3) CEO tenure strengthens the relationship between CEO narcissism and eco-innovation. This study sheds light on the significance of CEO personality traits in influencing eco-innovation decision-making. The results offer valuable insights for stakeholders, boards of directors and investors.

To the best of our knowledge, none of the studies on sustainable tools have examined the moderating effect of CEO demographics characteristics on the CEO personality traits –eco-innovation nexus, and this offers a great opportunity to make new contributions to the extant literature.

This paper studies how employee effort depends upon the manager’s level of narcissism and the framing of the manager’s incentive scheme. In an online experiment with 356 employee participants, the authors manipulate the description of the manager narcissism (high or low) and the framing of the manager’s compensation scheme (bonus or penalty) and examine the joint effect of these two factors on employee effort to help the manager reach their objectives. Results show that employees exert less (more) effort when manager narcissism is high (low). This effect is mediated by employees’ feelings of envy toward the manager. In line with recent research on the cascading effect of management compensation, the authors also find that a manager’s penalty contract has a negative effect on employee effort when manager narcissism is high. The results have important implications for compensation design in business practice.

The purpose of this paper is to integrate academic research on hubristic organizational leaders by proposing a comprehensive conceptual framework and research directions on the hubristic literature.

The paper systematically reviewed 25 years of literature on hubristic organizational leaders based on the PRISMA methodology.

The literature on hubristic leaders is analyzed, and a conceptual framework is presented that highlights the antecedent, consequence, mediators and moderators. Literature has primarily focused on the negative impact of hubris leadership concerning firm performance and destructive behaviors. Few scholars have explored the positive side of hubris leadership, relating it to innovation and product success.

This paper presents the first systematic review of hubristic organizational leaders, to the best of the authors’ knowledge. The review provides an improved grasp of the current status of research, trends and potential future research directions.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Submission summary. This research paper aimed to investigate how work attitudes and behaviors differ across generations currently employed in Thailand's manufacturing and service sectors. The core results include that generational divides impact key structural relationships, while industry types showed no variations, and Generation X displayed higher work centrality, engagement, and effort than Generation Z. In response, managers are encouraged to tailor supportive strategies toward developing Generation Y’s leadership skills given their future leadership roles and stronger narcissism ties, as well as coaching Generation Z to optimize their engagement-effort connection as the newest labor market entrants.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Inspired by the internationalisation paths to prosperity of small and medium-sized enterprises (SMEs), where narcissistic leaders are diligent about organisations but also pursue their dark goals, this study aims to concurrently examine two avenues for the internationalisation of narcissistic leaders in SMEs concerning the function of team organisational citizenship behaviours (OCB): corporate social irresponsibility (CSI) and digital business model innovation (BMI).

This study utilised a quantitative design emphasising mature theory research, and data was analysed using multiple regression analysis and Hayes' process model. The data for this study was collected via surveys from 270 SMEs in Vietnam.

The study showed that narcissistic Chief Executive Officers (CEOs) can penetrate the global market profoundly by utilising both the righteous path, which is based on the power of the times via BMI, and the unethical path, CSI. However, team devotion via OCB can mitigate the unethical conduct of narcissistic CEOs.

The study endeavoured to find a path to internationalisation for SMEs in emerging markets with high economic openness and increasingly close connections with international markets, via two strategies for SMEs to conquer the international market more successfully, and with utilising the foundations of CEO narcissism and team citizenship behaviour.

This study contributed to the theory of SME internationalisation by employing the resource-based view and upper-echelon theory, with the updated Uppsala model as its foundation.

Literature on psychology highlights four traits that shape an amoral and antisocial personality: Machiavellianism, narcissism, psychopathy and sadism. Together, these personality traits form the Dark Tetrad. In this study, the standard intertemporal utility maximization model is reassessed from the point of view of a representative economic agent endowed with the Dark Tetrad personality traits.

The approach followed in this paper consists of identifying how each of the Dark Tetrad traits might be logically associated with the dynamic utility problem, as well as exploring, in the context of the model, the implications, for consumption and utility, of admitting the presence of such traits in individuals’ personalities.

It is found that, typically, dark personalities penalize consumption growth, even when such traits are interpreted directly and positively contributing to the utility of the agent. It is also found that in economies with two or more interacting agents, the dark traits might have a mutually destructive nature.

Economics is going through a smooth revolution in the direction of becoming an eminently behavioral science. Most of the traditional economic models, based on the idea of the hyper-rational agent, are being replaced or complemented by a different view of the homo-economicus, in which, among other things, personality matters. This paper offers a novel contribution in this direction.

This study aimed to examine the correlation between authentic leadership and career competence, exploring the mediating roles of tacit knowledge sharing and employee service innovative behavior.

Data were collected using convenience sampling and a time-lagged design from the Pakistani banking sector. The time-lagged design was employed to gather data at two different points in time. SPSS statistical software was used for descriptive analysis, and hypotheses were tested using Mplus.

The results demonstrate that authentic leadership has a significant positive impact on tacit knowledge sharing. This knowledge sharing, in turn, positively impacts employee service innovative behavior, which subsequently enhances career competence. Furthermore, tacit knowledge sharing mediates the relationship between authentic leadership and employee service innovative behavior.

This study has social implications for organizations aiming to align their inclusive goals with societal needs. The findings can help foster a culture of knowledge sharing, thereby contributing to societal innovation.

This study provides valuable insights into how authentic leadership contributes to career competence, thus enriching the existing literature on this topic.

Literature has paid limited attention to narcissism’s influence on tourism. The pre-trip planning stage involves temporal psychological distance, where decision-making regarding the trip stretches over a period of time and occurs anytime during that period. Using narcissism theory and with temporal distance (6 months and 1 week before the trip) as the moderator, this study examines how tourists’ self-sacrificing self-enhancement and grandiose fantasy – grandiose narcissism facets – and travel motivations affect attraction visit intentions.

Partial least squares (PLS) analysis was applied on survey information obtained from 374 individuals (200 and 174 were six-months and one-week scenarios, respectively).

Grandiose narcissism facets affect motivations and visit intentions to various attractions at different temporal distances. The consequences of grandiose fantasy and self-sacrificing self-enhancement on motivation become evident as temporal distance decreases. At large temporal distances, grandiose fantasy positively influences social recognition motivation. At short temporal distances, it positively influences social recognition and ego and negatively influences scenery and relaxation motivations. Self-sacrificing self-enhancement positively influences socialization, exploration, scenery, relaxation and escape motivations at large temporal distances. At short temporal distances, self-sacrificing self-enhancement positively influences historical attraction visit intentions.

Grandiose narcissism facets’ influence on tourism is rarely examined. This study extends the temporal distance concept to the narcissism theory. It integrates the effects of grandiose narcissism and temporal distance on tourists’ motivations and different attraction type visit intentions and shows that motivation is temporally distance-specific.

This study aims to explore the influence of external factors and the characteristics of young Indian consumers on their behavioral intention toward fashion clothing rental (FCR), using the theory of reasoned action (TRA) as a theoretical framework.

This study used quantitative research methods, collecting data from 396 Indian participants, and tested the proposed hypotheses using PLS-structural equation modeling.

The results indicated that young Indian consumers' favorable attitudes toward FCR are mainly driven by perceived usefulness, novelty-seeking, fashion orientation, narcissism and environmental consciousness. These drivers, together with subjective norms, further lead to their intention to rent fashion clothing. This study also found that perceived risk has a negative impact on consumers' attitudes toward FCR, but minimalism does not significantly affect consumer attitudes.

By integrating additional constructs into traditional TRA, this study contributes to existing literature and provides insight for fashion retailers on the role of consumer characteristics in the adoption of FCR in emerging markets.

This paper aims to examine a new approach to understanding the interrelationships between destination brand gender, stereotypes, destination brand identification and brand advocacy, as well as the mediating role of destination warmth (vs. competence) in the connections between destination brand femininity (vs. masculinity) and destination brand identification.

A qualitative study and literature review were conducted to revisit and refine the items on the scale. Preliminary item reduction was qualitatively grounded in focus groups, a panel of experts, and a pilot study. A follow-up quantitative evaluation of two studies (N1 = 705 and N2 = 472) was conducted to test seven hypotheses using exploratory factor analysis and confirmatory factor analysis with structural equation modeling.

The findings provide robust evidence for the interrelationships among destination brand gender, stereotypes, destination identification and destination advocacy. The outcomes also reveal that warmth is more important than competence for destination identification. Finally, the results indicated that only destination warmth serves as a partial mediator in the association between destination brand masculinity and femininity, on the one hand, and destination identification, on the other hand.

This article adds to the destination branding literature by using social role theory and the stereotype content model to explore novel connections among destination brand gender, stereotypes, destination brand identification and brand advocacy.