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The purpose of this paper is to report a three-study effort that aimed to explicate the brand entification construct, a post-anthropomorphic attribution that results from user-brand interaction on Twitter. Entified brands are not merely humanlike, they are viewed as human celebrities with an elevated social status.

A testable conceptual framework, hypotheses and measurement scales for explicating the brand entification construct are derived from focus groups. The framework is tested using two separate surveys; the first surveyed college going, Millennial users of Twitter, the second surveyed a nationwide sample of Twitter using Millennials.

The fear of being ignored (FOBI) emerges as the key antecedent of brand entification. Elevation in healthy narcissism emerges as its key consequence. Twitter users experiencing elevated narcissism are found to defend entified brands when they receive negative tweets from other users.

All constructs and measurement scales reported in the data are new, the evidence of linkages between the antecedents and consequences of brand entification are similarly unprecedented; both reflect the theoretical contributions of the study. Further testing of scales, and replication of results using multiple samples of Twitter users are essential before formalized theory and widely generalizable findings emerge.

Shaping Twitter-users’ sense of healthy narcissism emerges as the key challenge for managers aiming to build brands via Twitter communication. Stimulating users’ FOBI emerges as a key entry-way in this process.

The paper reports the first empirical investigation of the brand entification construct in the context of Twitter-using Millennials.

We link counterproductive work behavior (CWB) (particularly workplace bullying) and organizational citizenship behavior to individual narcissism and organizational culture. We link counterproductive work culture in turn to organizations' leader(s), enumerating multiple roles an executive may play: actor, target, ignorer, enabler, rewarder, or, ultimately, champion of change. Both positive (citizenship) and negative (counterproductive) behaviors are associated with narcissism, a complex, multifaceted set of personality characteristics, primarily based on the individual's cognitive interpretation of self and the world. Theoretical interpretations of reactive CWB (stressor-emotion-control theory) and instrumental CWB (theory of planned behavior) support the development of coaching and counseling interventions. Cognitive behavioral theory (CBT)-based prescriptive executive coaching is proposed as a promising mechanism for redirecting narcissistic organizational players from counterproductive to citizenship schemas and behaviors.

This article aims to present an alternative approach to diagnosing behavioral barriers to organizational learning.

The paper juxtaposes interruptions in organizational learning with characteristics of narcissism and arrogant organization disorder. Psychoanalytically informed theory and DSM‐IV criteria are applied to interruptions in organizational learning and an alternative approach to diagnosing behavioral barriers to organizational learning is suggested.

This paper illustrates how managers might account for human failings when considering organizational learning in less than ideal settings.

This paper demonstrates how informed psychoanalytical theory can be applied to the learning organization and provides a framework from which to diagnose and deal with arrogant organization disorder.

The paper aims to investigate the relation of narcissism to leadership in business contexts and presents its impact on specific organizational variables, which are crucial for the pursuit of excellence. Narcissism constitutes a personality trait which is considered responsible for both positive and negative behavioral outcomes that impact decisions and actions.

The approach, by which this paper is structured, is theoretical and has been based on a literature review regarding narcissism (and more specifically, narcissistic leadership) in business contexts.

Narcissism can have positive (mainly in the short term) and/or deleterious effects both for the individual and the organization. The self-proclaimed excellence of narcissists results from a combination of their beliefs about their extreme intelligence, abilities and leadership and their high motives for reassuring their supremacy. However, the behavior of narcissistic leaders impacts various organizational parameters which are preconditions for organizational excellence.

The study at hand can be used as an input for further research on the effects of narcissism on quality performance variables.

The behavior of narcissists (and its positive and/or negative consequences) should be evaluated in relation to any specific organizational context and circumstances.

The study examines narcissistic leadership and attempts to examine its implications for factors that are crucial for the achievement of organizational excellence.

This study aims to examine the association between Iranian auditors' narcissism and the auditors' professional skepticism.

The authors' sample is comprised of 355 professional auditors working in the private and public sectors in Iranian firms in 2022. The authors use cross-sectional multivariate regression as the main methodology, along with the structural equation modeling (SEM) technique.

The authors find that a higher level of narcissism leads to a greater level of professional skepticism among auditors, which ultimately can enhance the quality of the audit process. The results provided via the robustness tests also supported this finding.

The authors' findings further the understanding of the role of narcissistic personality traits in improving professional skepticism among auditors of an Islamic and emerging country. In addition, audit firms and audit partners can also consider the findings of this study and enhance the effectiveness of audit processes by assigning appropriate employees with certain personalities to specific tasks.

This study aims to investigate how narcissistic consumers perceive and respond to variations in price and store image in retail settings.

The data for this study were collected from a sample of 248 respondents who participated in an experiment with a 2 × 2 × 2 between-subjects design.

The findings show that while narcissists and non-narcissists do not differ in their perceptions of product quality, they show completely different behavioral intentions. For instance, narcissistic consumers ascribe more importance to store image than to product price, whereas price is more critical in non-narcissists’ decision-making.

Using a young sample and only one product category (i.e. clothing) may affect the generalization of the findings. The inherent drawback of experiments (i.e. gaining internal validity at the cost of external validity) is another limitation of this work.

The construct of narcissism plays a critical role in the way people evaluate products’ symbolic value and ultimately decide to purchase goods from a store which has a certain type of image, including the expected price of the merchandise. Therefore, the findings of this study have significant managerial implications for critical areas of retail business such as segmentation using narcissism, store image management and merchandise pricing.

Despite a long history in social and clinical psychology, few empirical studies have examined narcissism and its impact on consumer behavior. The present study is an attempt to address this gap in retail settings and provides insights into the joint effects of product price and store image on narcissists’ purchase behavior.

Can personality traits of chief executive officers (CEOs) be detected at a distance? Following newspaper speculation that the banking crisis of 2008 was partly caused by CEO hubris, this paper seeks to analyse the CEO letters to shareholders of a single bank over ten years for evidence of CEO personality traits, including narcissism (a contributor to hubris), hubris, overconfidence and CEO‐attribution. Following predictions that hubris increases the longer individuals occupy positions of power, the research aims to examine whether hubristic characteristics intensify over time.

This paper takes concepts of hubris from the clinical psychology literature and applies them to discourses in CEO letters to shareholders in annual reports. The research comprises a longitudinal study of the discretionary narrative disclosures in the CEO letters to shareholders in eight annual reports, benchmarked against disclosures in the CEO letters to shareholders of the previous and subsequent CEOs of the same organisation.

The results point to evidence of narcissism and hubris in the personality of the bank CEO. Over half the sentences analysed were found to contain narcissistic‐speak. In 45 per cent of narcissistic‐speak sentences, there were three of more symptoms of hubris – what Owen and Davison describe as extreme hubristic behaviour. In relation to CEO overconfidence, only seven sentences (2 per cent) contained bad news. More than half of the good news was attributed to the CEO and all the bad news was attributed externally. The research thus finds evidence of hubris in the CEO letters to shareholders, which became more pronounced the longer the CEO served.

The analysis of CEO discourse is highly subjective, and difficult to replicate.

The primary contribution of this research is the adaptation of the 14 clinical symptoms of hubris from clinical psychology to the analysis of narratives in CEO letters to shareholders in annual reports to reveal signs of CEO hubris.

This discussion paper aims to further explore narcissistic vulnerability as a psychological concept in relation to stalking, adding to the literature base by resurrecting this focus and exploring practical implications of this association through proposing a schema therapy (ST) approach.

Stalking results from an interaction of circumstances and a vulnerable personality. Understanding the psychology of those who stalk, before and during stalking episodes, is pivotal in helping the person stalking to desist and thus protect victims. Knowing how to most effectively intervene at the earliest opportunity with those stalking is an area receiving renewed attention. Not least due to the improved identification of stalking, but also the continued absence of empirical evidence on effective intervention approaches. This paper sets out to explore the utility of ST with stalking cases.

Recent research undertaken by Wheatley et al. (2020) with men who had stalked and were detained in prison within the UK highlighted narcissistic vulnerability as a key feature in their personalities. The original study provided support for the linked conceptualisations of narcissistic vulnerability, preoccupied attachment styles and the phenomenon of stalking. This paper extended discussions to explore the utility of ST to address narcissistic vulnerability in stalking cases.

This is an original discussion paper combining research with stalking cases, practitioner specialism, psychological theory and existing empirical literature to argue for the value of ST for addressing stalking.

The purpose of this study is to understand the values consumers pursue and roles consumers partake in selfie practice.

A qualitative research method was adopted. In-depth interviews were conducted with selfie enthusiasts. Data were analyzed with grounded theory approach.

Diverse activities and reflections pertaining to selfies were analyzed, which uncovered three consumer roles departmentalized and the nine values that selfie practice generates for consumers. The three roles are subject, photographer and user of selfies, and the roles are orchestrated together or selectively performed if necessary. In consequence of the interplay of performances and expectations of the roles, consumers pursue and gain four collaboratively created values and five individually created values.

Findings of the study expand the understanding of values of selfie practice and consumer roles in Web 2.0.