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1 – 10 of 103Hongxin Wang, Chundong Zheng, Wenqing Wu and Fanhui Sui
Based on a personality-behavior-outcome framework, this study analyzes how entrepreneurs' dual narcissism (i.e. narcissistic admiration and rivalry) affects new venture growth…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Practical implications
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.
Originality/value
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.
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P.D. Harms, Yuntao Bai, Guohong (Helen) Han and Sheng Cheng
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
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The purpose of this paper is to investigate the impact of two types of narcissism (rivalry and admiration) on consumer–brand forgiveness (CBF) following a brand transgression…
Abstract
Purpose
The purpose of this paper is to investigate the impact of two types of narcissism (rivalry and admiration) on consumer–brand forgiveness (CBF) following a brand transgression. This research also examines how narcissism interacts with transgression type to shape forgiveness intentions.
Design/methodology/approach
Data were collected through an online survey of 634 UK consumers, focussing on two different types of transgressions (public vs private). The formulated hypotheses were tested through moderated mediation analysis.
Findings
The results highlight that only narcissistic rivalry (and not admiration) moderates the relationship between transgression type and blame attributions. Although the type of transgression seems to affect CBF, forgiveness levels do not vary across the two transgression types. Finally, as expected, blame attributions shape forgiveness intentions.
Practical implications
The results of this research highlight that blame attributions are affected by the type of narcissism. Thus, identifying the type of narcissism will allow brands to allocate their resources more effectively in order to design recovery strategies that would promote CBF and restore brand trust.
Originality/value
The paper responds to calls for a better understanding of forgiveness through the use of personality traits and focusses on two dimensions of narcissism. This paper also uses a novel transgression typology, which is objective in nature. The results illustrate that narcissism has a differential role in shaping blame attributions and CBF.
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Abstract
Purpose
This study examines how leaders’ narcissistic rivalry (LNR) affects the in-role performance (IRP) and proactive customer service performance (PCSP) of employees in the hospitality industry. Specifically, this study investigates the mediating role of psychological distress and the moderating role of locus of control (LOC) in the aforementioned relationships.
Design/methodology/approach
This study administered a multi-wave, multi-source questionnaire survey with 323 employees working in 11 full-service hotels in China. Statistical analyses were performed using the PROCESS macro in SPSS 26 software and structural equation modeling using Mplus 8.3 software.
Findings
The authors' results suggest that LNR can negatively affect hospitality employees’ IRP and PCSP and that these relationships are mediated by psychological distress. Additionally, the impact of LNR on psychological distress can be lessened by internal LOC.
Originality/value
This study contributes to the literature on leader narcissism by investigating how LNR affects IRP and PCSP among hospitality employees. Drawing on conservation of resources theory, this study also identifies a novel mediating mechanism (psychological distress) connecting LNR to hospitality employees’ service outcomes. Furthermore, this study reveals the moderating role of LOC in the relationship between LNR and psychological distress.
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Jiancheng Long, Haiman Liu and Zunhuan Shen
Drawing on threatened egoism theory, tournament theory and the extended agency model of narcissism, this paper aims to compare the effects of two different forms of grandiose…
Abstract
Purpose
Drawing on threatened egoism theory, tournament theory and the extended agency model of narcissism, this paper aims to compare the effects of two different forms of grandiose narcissism of employees, namely, narcissistic rivalry (NR) and narcissistic admiration (NA), on knowledge hiding (HIDE), and investigate the potential mediating mechanism and boundary conditions.
Design/methodology/approach
Based on a three-wave survey of 296 participants recruited from six high-tech enterprises in China, the paper tests the proposed model by performing partial least squares structural equation modeling and a bias-corrected bootstrapping procedure.
Findings
The results indicate that NR facilitates knowledge hiding, while NA inhibits employees’ knowledge-hiding behavior. Emotional exhaustion plays a significant mediating role between NR and HIDE, and interpersonal trust negatively mediates the relationship between NA and HIDE. Moreover, interactional justice perception not only weakens the positive correlation between NR and emotional exhaustion but also weakens the indirect influence of NR on HIDE via emotional exhaustion. On the contrary, interactional justice perception strengthens the impact of NA on interpersonal trust, thus enhancing the mediating effect of NA on HIDE.
Originality/value
The present study expands the literature on knowledge management by addressing the underlying paradoxes of grandiose narcissistic employees’ HIDE behavior based on different connotations of narcissism and revealing the intervening mechanism with interactive justice perception as the moderator.
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Faridahwati Mohd. Shamsudin, Salima Hamouche, Duha Abdulmajid Cheikh Ali, Shaker Bani-Melhem and Ahmad Jamal Bani-Melhem
Based on the self-evaluation maintenance model and social comparison theory, the purpose of this study is to test a novel model to explore the influence of competitive…
Abstract
Purpose
Based on the self-evaluation maintenance model and social comparison theory, the purpose of this study is to test a novel model to explore the influence of competitive psychological climate on knowledge withholding of employees with the mediating role of envy. This study also investigated when the effect of climate on envy is more pronounced by assessing the role of a narcissistic personality.
Design/methodology/approach
The authors collected time-lagged data from 376 employees working in UAE national banks to test the model.
Findings
The findings of this study showed that a competitive psychological climate indirectly affects knowledge withholding behaviour because such a climate enhances the emotional response of employee envy. In a competitive climate, upward social comparisons are likely to be heightened, resulting in employee envy and knowledge withholding because knowledge is used as leverage to gain self-control and self-worth in the organisation. This effect of such a climate on employee envy was found to be stronger when employees have a narcissistic personality.
Originality/value
The findings offer practical insights to managers and practitioners on the importance of managing the competitive climate cautiously to address the likelihood of knowledge withholding behaviour among employees at work.
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Matthew J. Hayes and Philip M. J. Reckers
Prior research in psychology reports an age-based bias against narcissists. We examine whether managers' reactions to narcissistic subordinates exhibit a similar bias. Using an…
Abstract
Prior research in psychology reports an age-based bias against narcissists. We examine whether managers' reactions to narcissistic subordinates exhibit a similar bias. Using an experimental method, where we manipulate subordinate narcissism, we find evidence of an age-based bias. Older managers react to a narcissistic subordinate by making conservative revisions to the subordinate's aggressive accounting estimates. They do so even at the cost of failing to meet a personally beneficial earnings target. A test of moderated mediation shows the actions of older managers (in their late 40s and older) were driven by their negative perceptions of the narcissistic subordinate. Our work demonstrates that not all individuals perceive narcissists the same way, and has implications for manger/subordinate relationships, and group dynamics involving mixed personalities and ages.
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Dirk De Clercq, Tasneem Fatima and Sadia Jahanzeb
The purpose of this study is to investigate the relationship between employees’ experience of interpersonal conflict and their engagement in knowledge hiding, according to a…
Abstract
Purpose
The purpose of this study is to investigate the relationship between employees’ experience of interpersonal conflict and their engagement in knowledge hiding, according to a mediating effect of their relatedness need frustration and a moderating effect of their narcissistic rivalry.
Design/methodology/approach
The tests of the hypotheses rely on three-wave, time-lagged data collected among employees in Pakistan.
Findings
A critical reason that emotion-based fights stimulate people to conceal valuable knowledge from their coworkers is that these employees believe their needs for belongingness or relatedness are not being met. This mediating role of relatedness need frustration is particularly salient among employees who are self-centered and see others as rivals, with no right to fight with or give them a hard time.
Practical implications
The findings indicate how organizations might mitigate the risk that negative relationship dynamics among their employees escalate into dysfunctional knowledge hiding behavior. They should work to hire and retain employees who are benevolent and encourage them to see colleagues as allies instead of rivals.
Originality/value
This research unpacks the link between interpersonal conflict and knowledge hiding by explicating the unexplored roles of two critical factors (relatedness need frustration and narcissistic rivalry) in this relationship.
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Wenqing Wu, Yuzheng Su, Chia-Huei Wu, Sang-Bing Tsai and Yu-Hsi Yuan
As social networking sites (SNSs) gain popularity, they are being widely used by entrepreneurs to obtain social capital to carry out business ventures. However not all SNS usage…
Abstract
Purpose
As social networking sites (SNSs) gain popularity, they are being widely used by entrepreneurs to obtain social capital to carry out business ventures. However not all SNS usage behaviors promote entrepreneurship. Only when individuals actively participate in SNSs relationship maintenance behaviors they can obtain resources that are conducive to promoting social entrepreneurship. The aim of this study is to explore the role of WeChat relationship maintenance behavior (WRMB) on social entrepreneurial intention (SEI) with dual narcissism as an essential antecedent that affects SNS use.
Design/methodology/approach
Based on dual narcissism theory and the theoretical framework that networking is a critical skill and activity for the success of social entrepreneurship, this study proposes a serial mediation model that explores the formation of SEI. This study collected data from a sample of 275 MBA students in China and applied multiple regression and confirmatory factor analysis techniques to test the research model.
Findings
The results reveal narcissistic admiration (NA) is positively associated with WRMB, while narcissistic rivalry (NR) is negatively associated with such behavior. And the positive impact of NA on SEI can be explained by WRMB and social capital paths, while the negative impact of NR cannot.
Originality/value
This research is the first application of dual narcissism in the field of SEI, which provides a new way to explain the antecedents of SEI under the social network. The findings provide an effective reference path for social entrepreneurship education in universities and educational institutions and enlighten the correct distinction between dual narcissism in entrepreneurial psychological consultation.
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Zhuolin She, Quan Li, Manuel London, Baiyin Yang and Bin Yang
The purpose of this paper is to examine the relationships between CEO narcissism and strategic decision-making (SDM) processes (decision comprehensiveness and decision speed), and…
Abstract
Purpose
The purpose of this paper is to examine the relationships between CEO narcissism and strategic decision-making (SDM) processes (decision comprehensiveness and decision speed), and to explore the mediating role of top management team (TMT) members’ participation in decision making and the moderating role of TMT power distance.
Design/methodology/approach
Data were collected from a multisource, time-lagged survey of 103 CEOs and their corresponding TMT members in China. Structural equation modeling was used to test the hypothesized relationships.
Findings
The results indicated that CEO narcissism was negatively related to decision comprehensiveness and positively related to decision speed. These relationships were mediated by TMT members’ participation in decision making, especially when TMT power distance was high.
Practical implications
The results show the potential negative effects of CEOs’ narcissistic personality and suggest ways to attenuate it by increasing TMT participation and decreasing TMT power distance.
Originality/value
This study is an initial attempt to empirically examine how and under what conditions CEOs’ narcissism is a barrier to more comprehensive and more deliberate (slower) SDM.
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