Narcissism in independent and interdependent cultures.
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ABSTRACT:
SUBMITTER: Jauk E
PROVIDER: S-EPMC7611310 | biostudies-literature |
REPOSITORIES: biostudies-literature
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Project description:Pathological narcissism involves maladaptive efforts to regulate the self and is conceptualized by 2 key features: narcissistic grandiosity and narcissistic vulnerability. Prior research has found that narcissism is associated with poorer functioning over the long term, especially interpersonal functioning. Despite this, the specific contributions of grandiosity and vulnerability to different domains of functioning remain understudied. In particular, there has been scant literature investigating pathological narcissism and its effects on functioning in large clinical samples. Understanding how grandiosity and vulnerability each contributes to dysfunction will help inform the conceptualization, prognosis, and treatment recommendations, alike, for narcissism. This study examined the relations between narcissism and different domains of dysfunction in a sample of 288 current or recent psychiatric outpatients. Results suggest that narcissistic grandiosity is associated with specific deficits in interpersonal functioning, whereas vulnerability is associated with all forms of dysfunction. However, after accounting for the shared variance in the predictors, vulnerability continues to be predictive of all forms of dysfunction, whereas grandiosity serves as a modest protective factor. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
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Project description:IntroductionNarcissistic individuals often rise to positions of influence, but how so? Upward mobility in formal hierarchies is frequently contingent upon supervisory evaluations. We examined the relation between employee narcissism and supervisor promotability ratings, testing predictions from the display of power perspective (narcissism will positively predict promotability due to higher perceived power) and impression management perspective (narcissism will positively predict promotability due to self-promotion).MethodIn two multisource studies involving employees and their supervisors from diverse organizations (S1: Nemployees = 166; Nsupervisors = 93; S2: Nemployees = 128; Nsupervisors = 85), we measured employee narcissism (S1, S2), employee sense of power, employee impression management tactics toward the supervisor (S2), and employee promotability as rated by supervisors (S1-S2). Further, in an experiment (S3: N = 181), we tested the causal effect of employee sense of power on promotability.ResultsResults favored the display of power perspective. Although narcissism predicted both higher self-promotion toward the supervisor and greater sense of power, it was the latter that explained the positive relation between employee narcissism and promotability ratings.ConclusionEmployees high on narcissism act as if they have more power in organizations, and thus, demonstrate behavior that would be expected in higher level positions. The findings help to explain narcissistic individuals' rise through the ranks.
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