Search results

Recent years have seen a meteoric rise in the study of narcissism in entrepreneurship, although little consolidation has occurred in this area. The purpose of this paper is the development of an integrative framework to harmonise the academic discussion and serve as a structured foundation for future research.

The authors conducted an artificial intelligence-aided, structured literature review focused on content analysis of concepts and contexts to map out current findings and research gaps in startup narcissism research.

According to the findings of this study, narcissistic tendencies have the potential to positively influence startup success early on in an entrepreneur's journey, but after a certain point in the process, the influence of narcissism on success becomes predominantly negative.

The research field is currently not very harmonised regarding research measures, research subjects and key research terms. Further research must use a standardised approach to add value to the research body.

Narcissism is a two-sided sword for founders. In the early stages of a company, many of the founder’s tasks can benefit from narcissistic tendencies. In the later stages of a company, that might shift to overwhelmingly negative effects of narcissism.

Methodically, this study is the first one to establish an artificial intelligence component to add value to the results of a review paper to the best of the authors’ knowledge. The results of this study provide a clear framework of entrepreneurial intention, entrepreneurial activity and entrepreneurial performance to give researchers the opportunity of a more differentiated way of organising work.

Although there have been considerable amounts of research documenting the effects of narcissism on workplace outcomes, studies of the impact of narcissism on job performance have produced inconclusive results. This study aims to provide insight into this issue by using a new model of narcissism, the Narcissistic Admiration and Rivalry Concept model to explore the processes by which narcissism can impact job performance.

Two studies (Study 1 with 1,176 employees and 217 managers cross-sectional data; Study 2 with 209 employees and 39 managers time-lagged data) were conducted and multilevel technique was used to test the research model.

Narcissistic rivalry is associated with higher levels of family–work conflict (FWC) and that these effects are magnified when narcissists also have competing demands in the form of expectations to conform to traditional values. Furthermore, this study documents that higher levels of FWC are associated with greater emotional exhaustion and lower job performance. However, narcissistic admiration only has direct effect on job performance.

This paper not only suggests that narcissism is a previously untested dispositional antecedent for FWC, but it also uses a facet-based approach to examine when and how narcissism impacts job performance.

This study examines the effects of narcissism and bonus-based incentive plans on managerial decision-making performance. Using an experiment, the authors first examine decision choices under two levels of an incentive threshold (high and low). Narcissism is measured using the Narcissistic Personality Inventory (NPI). Typically, the NPI is used as a single monolithic construct in analyses; however, in this study, the authors subdivide it in two ways to gain more nuanced information about its impact on decision making. First, the authors split the NPI into three levels – high, medium, and low (Hascalovitz & Obhi, 2015), and then decompose it into its adaptive and maladaptive components (Campbell, Hoffman, Campbell, & Marchisio, 2011) to examine how these subdivisions affect performance. Results show that the different levels of incentive thresholds affect performance among narcissistic individuals. Results indicate that individuals higher in narcissism and higher in levels of adaptive and maladaptive narcissism outperform their low-trait counterparts in a lower-threshold environment, but not in a high threshold environment.

This paper aims to provide a systematic review of literature pertaining to how executive behavioral characteristics relate to financial reporting decisions.

The authors review 44 papers published between 2001 and 2021 in top journals that are nested in leading business, economic and accounting journals.

Through the systematic review, the authors provide a framework for the emergence of narcissism and how it relates to decision making and hence, firm performance. Additionally, this paper identifies different measures of measuring narcissism with their pros and cons and suggest that different measures lead to different outcomes in prior literature.

The study contributes to a growing stream of research on executives' attributes influence on decision making. The authors recommend that future research may focus more on the chief financial officer (CFO) role as the majority of literature in CEO based. Additionally, the authors suggest that different settings may moderate the outcomes, and the authors propose that future research may be conducted to show how the regulatory environment affects or moderates narcissism effect.

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.

Based on a personality-behavior-outcome framework, this study analyzes how entrepreneurs' dual narcissism (i.e. narcissistic admiration and rivalry) affects new venture growth (NVG) through learning from entrepreneurial failure (LFEF) and discusses the moderating effect of personal initiative on the relationship between dual narcissism and LFEF.

A total of 294 entrepreneurs from different cities and industries in China were selected as the research sample. The mediation effect was examined using the PROCESS macro, and the moderation effect was tested via hierarchical regression analysis.

This study found that narcissistic admiration positively affected NVG, while narcissistic rivalry had the opposite effect. LFEF mediated the relationships between narcissistic admiration/rivalry and NVG. In addition, the effects of narcissistic admiration and rivalry on LFEF were moderated by personal initiative.

The findings suggest that entrepreneurs with narcissistic rivalry should deliberately regulate their cognition of failure and strengthen their learning from failure. Moreover, entrepreneurship education mentors should emphasize cultivating and guiding entrepreneurs' personal initiative in the context of frustration education. In addition, venture capitalists can consider incorporating the personality traits (i.e. dual narcissism and personal initiative) of entrepreneurs into the investment decision-making index system.

This study advances the relationship between narcissism and performance through the perspective of dual narcissism and provides a learning theory perspective for analyzing the narcissism–performance relationship. Moreover, by exploring the moderating role of personal initiative, this study enriches the understanding of the conditional factor that affects the ability to learn from failure.

Narcissism is characterized by grandiosity, and it is included in the Dark Triad with Machiavellianism and psychopathy. Narcissism relates to many detrimental outcomes, but a growing stream of research has investigated beneficial outcomes of the Dark Triad. The authors continue this stream of research by assessing the relation of narcissism with social courage behaviors, which are prosocial actions with personal social risks. The authors propose that this relation is mediated by self-deceptive enhancement and subjective invulnerability and also test these relations while including the other Dark Triad dimensions.

The authors perform two survey studies to investigate our research questions. The first utilizes a cross-sectional approach, whereas the second utilizes a time-separated approach.

The results of this study show that narcissism has an indirect effect on social courage via both mediators, and it also produced a significant direct effect. Machiavellianism and psychopathy did not produce any reliable effects on social courage – whether direct or indirect.

The authors support that a “dark” trait relates to a “bright” outcome, but also that a bright outcome relates to a dark trait. These findings link the narcissism and social courage to novel theoretical frameworks, such as those associated with ethical decision making and self-regulation, which opens many directions for future research on both constructs.

The current article addresses two recent calls for novel research: the study of courage as well as positive outcomes of negative traits. It also adds much-needed nuance to current research on narcissism and courage.

Workplace deviance remains a concern for many organizations, and narcissism has been identified as a primary contributor. The purpose of this paper is to investigate whether political skill and ambition interact with narcissism to attenuate or exacerbate workplace deviance.

The authors surveyed a sample of 335 participants in leadership positions and empirically tested interactions among political skill, narcissism and ambition in predicting workplace deviance.

The authors performed moderated hierarchical regression analyses on the data to test the hypothesis and research question. Contrary to expectations, political skill attenuated the relationship between narcissism and workplace deviance. However, ambition was found to attenuate deviance, with the highest levels of deviance evident when narcissism was high, political skill was low, and ambition was also low.

Although research has examined the relationship between narcissism and workplace deviance, to the authors’ knowledge, the study is the first to examine the roles of political skill and ambition in attenuating the manifestation of narcissism into workplace deviance.

This study aims to examine the relationship between emotional intelligence (EI) and narcissism, including its possible moderators.

A meta-analytic investigation of 32 studies was conducted to check hypotheses. Both uncorrected sample-size-weighted and corrected sample-size-weighted mean correlation coefficients were calculated. Meta-regression was used to assess moderation from EI and narcissism measures.

The results indicated that the relationship between EI and narcissism varied, depending on how EI and narcissism were constructed and measured. Specifically, EI was positively related to grandiose narcissism (GN) and negatively related to vulnerable narcissism (VN). EI was also positively correlated with “composite measures” of narcissism when the measures focused on GN, and negatively correlated when the measures focused on VN. Furthermore, some EI and narcissism measures moderated the correlation between EI and narcissism.

The current study enriches theory by synthesizing the literature to examine whether, and under which conditions, EI fosters or inhibits narcissism. By using the self-regulatory process of narcissism, carefully considering the multifaceted nature of narcissism and updating more data in the meta-analysis, this study contributes to explaining the inconsistency in the relationship between EI and narcissism.

This study aims to assess the relationship between political connections, auditor characteristics (audit quality and industry specialization) and auditors’ intrinsic characteristics (narcissism) in listed firms on the Tehran Stock Exchange. In other words, this paper attempts to answer the question “whether political connections, audit quality and industry specialization contribute to the growth of narcissism and overconfidence of auditors of listed firms on the Tehran Stock Exchange or not.”

A multivariate regression model is used for hypothesis testing. The study’s hypotheses were also examined using a sample of 768-year firm listed on the Tehran Stock Exchange during 2013–2018 and by using the multiple regression pattern.

The obtained results indicate a negative and significant association between political relations, narcissism and overconfidence. The auditor’s overconfidence will go down by increasing political relations. Moreover, the results show a positive and significant relationship between audit quality, industry specialization and narcissism. On the other hand, to the best of authors’ knowledge, this study measured, for the first time, the severity of political connections by using the exploratory factor analysis of eight variables (long-term liabilities, firm size, financial leverage, export, human resources, major governmental shareholders, board members affiliated to the government and institutional ownership).

The authors figured out that few studies carried out, so far, in the emergent markets on political connections and their impacts on narcissism and overconfidence of auditors, so this paper aims to assess the effect of such a phenomenon in the emergent markets and contributes to the development of knowledge and science in this field.