区分适应性自恋和非适应性自恋:多视角的证据

近40年来, 正常人的自恋得到了越来越多的关注.日益增加的证据显示正常人的自恋可以按照适应功能进一步区分为适应性自恋和非适应性自恋两类.本文对揭示两类自恋差异的证据进行了全面梳理, 包括二者的成分构成,适应功能,人格基础,发展规律和遗传基础.这些结果促进了对自恋复杂性的认识, 加深了对现有研究的理解, 同时也突出了未来区分二者的重要性.将来需要从理论上进一步澄清二者的差异, 编制相应的量表, 探讨二者在其它方面的不同, 特别是二者是否具有不同的神经基础.     

死亡提醒对员工绩效的双刃效应：压力交互理论的视角

职场内外部死亡提醒对员工绩效具有双刃效应已得到诸多研究的支持,但该现象背后的统一理论解释缺乏深入探讨。基于压力交互理论构建的模型指出,死亡提醒通过压力源认知评估与状态死亡意识的链式中介影响员工绩效。具体而言,员工对死亡提醒这一压力源的威胁性评估与挑战性评估分别影响其状态死亡焦虑与状态死亡反思,进而对任务绩效、组织公民行为和反生产行为产生双刃效应。最后,基于模型梳理了个体资源与情境资源等相关边界条件,并提出未来可探析死亡提醒双刃效应的过程机制、边界条件以及组织干预策略。     

领导风格与员工创新绩效关系的元分析：基于自我决定视角

领导对员工创新起到重要作用。什么样的领导风格与员工创新相关更高?实际研究中存在一定争议。为了回答这个问题,基于自我决定理论,我们提出一个理论框架,来解释不同领导风格与员工创新相关系数的差异。我们使用元分析汇集432篇独立的实证研究的证据(中文研究229篇,英文研究203篇,样本总量达161599),来检验我们的假设。研究发现：(1)交易型领导、伦理型领导、变革型领导、服务型领导、领导-成员交换、授权型领导、包容型领导及真实型领导与员工创新绩效之间均存在显著的正相关,且相关递增;(2)个人主义、绩效评价方式、数据收集时间点、领导风格测量方式、创新测量方式以及发表语言部分调节领导风格和员工创新绩效的关系。研究结果符合理论预测,研究促进自我决定理论的发展。更为重要的是,研究结论为管理者提供重要的实践意义,即使用合适的领导风格进而促进员工创新。     

Authenticity,employee silence,prohibitive voice,and the moderating effect of organizational identification

Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely employee silence and prohibitive voice. Converging evidence across two studies using cross-sectional and longitudinal designs demonstrates that when responding to hypothetical problematic workplace events (Study 1) or actual workplace experiences (Study 2), individual differences in employees’ authenticity predicted more self-reported voice behaviors and less silence that emanated from various motivations. Furthermore, authenticity scores consistently yielded predictive utility over and above the contribution of a broad set of individual and organization-based characteristics. Finally, organizational identification moderated the relation between authenticity and silence, such that for employees with high levels of identification, the relation between authenticity and silence was stronger.     

自恋与攻击性关系的元分析

本研究采用元分析技术探讨自恋与攻击性的关系。通过文献检索和筛选, 共纳入原始文献121篇, 含177个独立样本, 参与者总数达73687名。元分析的结果显示, 自恋与攻击性存在显著正相关, 二者关系受性别和自恋报告方式的调节, 但不受攻击性报告方式和文化的调节。同时, 不同类型的自恋与攻击性呈现出不同的相关程度, 内隐自恋与攻击性的相关程度高于外显自恋, 非适应性自恋与攻击性的相关程度高于适应性自恋。后续的研究应加强自恋测量的准确性, 注重探讨不同类型自恋与不同类型攻击性的关系。     

集体自恋：群际冲突的催化剂

集体自恋是将自恋延伸到群体水平的一个经典构念, 目前被界定为对于“自身所属群体是卓越的并值得优待, 却未充分被他者承认”的信念。现有研究发现它对群际敌对性有较强解释力, 因为集体自恋者对内群体形象、地位或身份所受威胁高度敏感, 容易高估威胁和怀疑外群体, 而缺乏自我价值感及控制感是集体自恋的重要根源。鉴于现有研究一般都预设了集体自恋的脆弱性和消极性, 而集体自恋的属性不必然如此, 未来研究应在充分厘清集体自恋内涵及结构的基础上探索其消极与积极后效, 揭示其多元成因及干预方法, 并推进跨文化研究。     

试论《周易》与《论语》中的语、默观

默包含着言与不言两个方面,具有本体的意义.作为本体的"默",是在"言"的发用中显现的.当发用兼顾到"诚"与"时"两种因素时,本体自然就呈现了.但对还没有达到本体高度的人而言,在追求完善的过程中,比较稳妥的选择应当是"慎言",也就是从尽量不言做起.     

自恋与行为抑制/激活系统的关系：元分析

运用元分析方法探讨自恋与行为抑制/激活系统的关系。经过文献检索和筛选, 纳入原始文献19篇, 包含25个独立样本, 共7702名被试。根据同质性检验结果, 选用随机效应模型。结果发现, 自恋与行为抑制系统存在中度负相关(r = -0.27, 95% CI为[-0.34, -0.21]), 自恋测量工具在两者间起显著的调节作用; 自恋与行为激活系统存在高度正相关(r = 0.46, 95% CI为[0.40, 0.52]), 被试类型在两者间起显著的调节作用。自恋与行为抑制/激活系统的密切关系支持了自恋的主体性理论和人格强化敏感性理论。     

When does commitment backfire: Linking employee continuance commitment to silence behavior

IntroductionExtant studies on organizational commitment emphasize affective organizational commitment and consequently ignore the unique role of continuance organizational commitment. To determine whether high continuance commitment is beneficial, we employed conservation of resources theory to explore how continuance commitment leads to emotional exhaustion and silent behavior.ObjectiveThis study examines the mediating effect of emotional exhaustion on the relationship between continuance commitment and silence behavior, and the moderating role of age.MethodWe recruited 157 employees in China to complete a three-wave survey measuring continuance commitment, emotional exhaustion and silence behavior, respectively.ResultsOur results show that continuance commitment is positively related to emotional exhaustion and, in turn, triggers more silent behavior, especially for those old employees; the indirect effect is more significant.ConclusionAlthough employers intend to keep human resources, this study indicates that continuance commitment may bring negative consequences. Moreover, old age will magnify the effect of continuance commitment on emotional exhaustion and further strengthen silence behavior.     

The Norwegian version of the five factor narcissism inventory for vulnerable narcissism and the grandiose narcissism subscale of indifference: Psychometric properties of the long‐ and short‐form versions

In recent years, narcissism has been reconceptualized as a multi‐dimensional feature of human psychology. The Five Factor Narcissism Inventory (FFNI) has been proposed as a measure for two distinguishable dimensions of narcissism: Vulnerable and Grandiose (Glover, Miller, Lynam, Crego & Widiger, 2012). To investigate the role that some of these factors may have in moderating responses to cues of social exclusion, implemented in a connected laboratory experiment, we translated the subscales for Vulnerable Narcissism and the Grandiose Narcissism subscale of Indifference from English into Norwegian and included them in an online survey that was used to recruit and pre‐screen participants for the laboratory experiment. In this paper, we test the psychometric properties of these translated self‐report measures, in what amounted to be a diverse sample of the Norwegian population. We perform reliability tests and confirmatory factor analysis on the long‐ and short‐form versions of FFNI Vulnerable Narcissism and the Grandiose Narcissism subscale of Indifference. We further test the criterion validity of these measures by way of correlational analyses with other theoretically relevant measures. We conclude that the Norwegian short‐form versions of FFNI Vulnerable Narcissism and Grandiose Narcissism subscale of Indifference exhibit good psychometric properties in our data and propose that the translated scales can now be used to explore these constructs in clinical and non‐clinical populations in Norway, and can be easily adapted for use in other Scandinavian countries.     

Linking adolescent and adult narcissism research: A contribution by the narcissistic admiration and rivalry concept

To date, adolescent and adult narcissism research are independent research branches with almost no cross-talk. In the current paper, we argue that it is possible to merge them. The study was completed by adolescents (N = 269) three times during one year period and we compared their scores with adult population (N = 351). Further, we evaluated whether the two-dimensional model of narcissism fits the data from adolescents and whether is invariant in comparison to the adults. Third, we analysed whether narcissism in adolescence is stable. Finally, we scrutinized whether the pathways underlying the link of narcissistic personality to being liked are the same in adolescent as reported in adult narcissism. We have found support for linking adolescent and adult narcissism.     

Pathological narcissism and addiction: A self-psychology perspective

Following Kohut's schema of self-psychology, addiction may be considered as a form of pathological narcissism. Narcissistic transferences stemming from an archaic and fragile self are frequently observed in the addictions. Such patients typically experience others as an extension of the self. A clinical example of the emergence of ‘mirror’ and ‘idealising’ transferences is presented with a patient who was dependent upon alcohol. Kohut's insights on narcissism provide an approach to both comprehension and therapeutic intervention in enabling such patients to develop a more cohesive self.     

When grandiose meets vulnerable: narcissism and well-being in the organizational context

ABSTRACT

Objective

In this article, we explore the implications of vulnerable narcissism in an organizational context, particularly with regard to work-related well-being and leader–follower interactions. We tested whether employees’ vulnerable narcissism affects their work engagement and emotional exhaustion. Furthermore, we examined whether leaders’ grandiose narcissism impacts such as working relationships. We used job demands-resources theory in order to derive our hypotheses at the intra- and inter-individual level. Method: Multi-level analyses in a sample of 235 followers in 71 teams confirmed some of our hypotheses. Results: We demonstrate that vulnerable narcissism is positively related to followers’ emotional exhaustion and negatively related to work engagement. Moreover, leaders’ grandiose narcissism exacerbates the negative relationship between followers’ vulnerable narcissism and their work engagement. Conclusions: Our results indicate that the various facets of narcissism play an important role in an organizational context and suggest that vulnerable narcissism in particular, which has been largely neglected in previous research, is an important determinant of work-related well-being. Further, we form a holistic understanding of the leadership process by emphasizing the interaction between leaders’ and followers’ personalities, adding to the leadership literature by integrating leader and follower characteristics.     

Collective narcissism and explicit and implicit collective self-esteem revisited: A preregistered replication and extension

Research on the positivity of collective narcissists’ in-group evaluation is scarce. So far, only one published study has shown that collective narcissists favorably evaluate their in-group at the explicit level but have negative (or, less positive) implicit in-group evaluations (Golec de Zavala et al., 2009, Study 4). The present preregistered replication study used a larger sample (N = 481), carefully constructed implicit association measures, and examined agentic and communal facets of collective narcissism and implicit collective self-esteem. Yet, our study did not replicate the core finding of Golec de Zavala et al. (2009, Study 4). Although our study does not support the mask model of collective narcissism, it provides further evidence for the distinctiveness of agentic and communal collective narcissism.     

Jung's shadow: negation and narcissism of the Self

The cave walls of prehistoric man record two contrasting hand impressions: the one positive - a direct imprint; the other negative - a blank defined by a halo of colour. Jung's disturbed, displaced contact with his mother led to a struggle in establishing an integrated sense of 'I'; instead to create a sense of Self he brilliantly contrived to illuminate the darkness around that blank impress. The resulting lifework, enhanced by Jung's multifarious capacities as artist and philosopher as well as physician, is deeply impressive; yet Winnicott (1964) in his review of Memories, Dreams, Reflections (1963) nevertheless alludes to Jung's 'own need to search for a self with which to know' (p. 450). Passages from the autobiography are considered that appear to corroborate Winnicott's contention that Jung had a 'blank', potentially psychotic, core. Yet it is also argued that the psychoanalytic mainstream has undervalued the subtlety and creativity of Jung's own intuitive response to his shadow and that a sympathetic appreciation of this can still valuably inform our contemporary approaches to narcissistic disorders, especially dissociation.     

Curse and consequence: King Lear's destructive narcissism

Shock, pain and antipathy are common audience responses to King Lear's violent abuse of Cordelia in Scene 1 of King Lear; however, the play then shifts so rapidly to other dramatic relationships and events that it tends to push these feelings out of mind. This shift is here regarded as a seduction to repress the fear and antipathy aroused by Lear. This effect opens the way to sympathetic identification with him in his subsequent humiliation, suffering and madness. These contrasting responses help build a tragic structure in which a more complex Lear becomes the victim of his curse on Cordelia. The seductive design resembles efforts by analytic patients to induce the analyst into repressively neglecting significant aspects of transference that require analytic attention. And Lear's bearing the consequences of his curse is likened to aspects of the decompensations of severely narcissistic patients. Additionally, to the extent that the audience has unconsciously identified with Lear's violence and participated emotionally in other painful scenes, as is likely to be the case, it has been unconsciously reacting as well with guilt and depressive anxiety. These reactions increase readiness to be diverted from destructive narcissism and responses to it.     

Aggressive reactions to abusive supervision: the role of interactional justice and narcissism

In this study, we explore personality and situational conditions in which negative leadership - specifically, abusive supervision - is associated with aggressive behavior in subordinates. That is, we examine the role that interactional justice and narcissism play in an employee's decision to respond aggressively to an abusive supervisor. We demonstrate that interactional justice mediates the relationship between perceptions of abusive supervision and subsequent employee aggression. In addition, we demonstrate that narcissism interacts with interactional justice perceptions to predict workplace aggression. We find that individuals with high levels of narcissism are the employees who are most likely to respond aggressively when they interpret their leader's behavior as abusive.     

Therapist perspectives on using silence in therapy: A qualitative study

Twelve experienced therapists were interviewed about their perceptions of why they used silence in therapy. Qualitative analyses revealed that these therapists typically perceived themselves as using silence to convey empathy, facilitate reflection, challenge the client to take responsibility, facilitate expression of feelings, or take time for themselves to think of what to say. Therapists generally indicated that a sound therapeutic alliance was a prerequisite for using silence, and they typically educated their clients about how they used silence in therapy. Therapists typically believed they did not use silence with clients who were psychotic, highly anxious, or angry. They typically thought they now used silence more flexibly, comfortably, and confidently than when they began doing therapy. Therapists typically believed they learned how to use silence from their own experience as a client and from supervision.