Is employee narcissism always toxic? – The role of narcissistic admiration,rivalry and leaders’ implicit followership theories for employee voice

Organizational researchers are increasingly interested in investigating the influence of narcissism on the workplace. Drawing on self-determination theory and recent research that distinguishes two dimensions of narcissism and their different underlying motivational dynamics, we hypothesized that employee empowerment and, in turn, voice are differentially influenced by the two narcissism facets admiration and rivalry. In particular, we expected that employees’ narcissistic admiration is positively related to voice via empowerment, whereas rivalry is negatively related to voice via empowerment. Moreover, we investigated leaders’ implicit followership theories (IFTs) as moderator of the relationships between narcissistic rivalry and narcissistic admiration with empowerment. We argue that a leader’s positive IFTs buffer the negative effect of narcissistic rivalry and foster the positive effect of narcissistic admiration on empowerment, and in turn voice (i.e., first-stage moderated mediations). We found support for most of our predictions in a multi-wave field study using data from 268 leader–employee dyads. Theoretical and practical implications are explored.     

Antecedents and consequences of psychological and team empowerment in organizations: a meta-analytic review

This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empowerment and are as strongly related as the contextual factors. Psychological empowerment is in turn positively associated with a broad range of employee outcomes, including job satisfaction, organizational commitment, and task and contextual performance, and is negatively associated with employee strain and turnover intentions. Team empowerment is positively related to team performance. Further, the magnitude of parallel antecedent and outcome relationships at the individual and team levels is statistically indistinguishable, demonstrating the generalizability of empowerment theory across these 2 levels of analysis. A series of analyses also demonstrates the validity of psychological empowerment as a unitary second-order construct. Implications and future directions for empowerment research and theory are discussed.     

Channeling Power Across Ecological Systems: Social Regularities in Community Organizing

Relational and social network perspectives provide opportunities for more holistic conceptualizations of phenomena of interest in community psychology, including power and empowerment. In this article, we apply these tools to build on multilevel frameworks of empowerment by proposing that networks of relationships between individuals constitute the connective spaces between ecological systems. Drawing on an example of a model for grassroots community organizing practiced by WISDOM—a statewide federation supporting local community organizing initiatives in Wisconsin—we identify social regularities (i.e., relational and temporal patterns) that promote empowerment and the development and exercise of social power through building and altering relational ties. Through an emphasis on listening-focused one-to-one meetings, reflection, and social analysis, WISDOM organizing initiatives construct and reinforce social regularities that develop social power in the organizing initiatives and advance psychological empowerment among participant leaders in organizing. These patterns are established by organizationally driven brokerage and mobilization of interpersonal ties, some of which span ecological systems. Hence, elements of these power-focused social regularities can be conceptualized as cross-system channels through which micro-level empowerment processes feed into macro-level exercise of social recommendations for theory and designpower, and vice versa. We describe examples of these channels in action, and offer of future action research.     

Measuring Relational and Intrapersonal Empowerment: Testing Instrument Validity in a Former Soviet Country with a Secular Muslim Culture

Research and evaluation studies measuring the construct of empowerment within international community development and human rights initiatives are rare due to a lack of validated measures appropriate for the cultural context. This study represents an initial effort to develop and test the Brief Azerbaijani Empowerment Scale (BAES), an instrument designed to assess relational and intrapersonal components of psychological empowerment among adult community residents (n = 350) in Azerbaijan, a former Soviet country with a predominantly Muslim culture. Exploratory factor analysis was used to examine the underlying dimensionality of the BAES, and path analysis was used to examine relationships between subscales of the BAES and a set of conceptually relevant variables (i.e., alienation, sense of community, and involvement in community organizations). Findings supported the reliability and validity of the BAES, which may be useful to future efforts to develop more comprehensive measures of intrapersonal and relational empowerment. Implications for future research and practice are discussed.     

Role models in career development: New directions for theory and research

Career theory proposes the importance of role models as helping to guide individual development. Furthermore, the media often depict role models as essential to career success. However, research on role models as a construct distinct from developmental relationships with mentors and behavioral models has waned. This article makes the case for reinvigorating the role model construct. A revised definition is provided, depicting role models as cognitive constructions based on an individual’s needs, wants, and ambitions. Drawing on recent advances in social comparison and self-concept theories, a dimensional approach to role models integrates current theory and research, suggesting that role models should be construed along two cognitive dimensions (positive/negative, global/specific), and two structural dimensions (close/distant, up/across-down). The article concludes by suggesting new research directions prompted by this new view of the role model construct.     

Supervisors' upward exchange relationships and subordinate outcomes: testing the multilevel mediation role of empowerment

This study empirically examined the proposition that supervisors' exchange relationships with their own supervisors (i.e., leader-leader exchange, or LLX) are related to their subordinates' work-related outcomes through 3 mechanisms: (a) leaders modeling their LLX to develop and maintain their exchange relationships with their subordinates (i.e., leader-member exchange, or LMX), (b) motivating the team and its members, captured by team and individual empowerment, and (c) facilitating the relationships between LMX and individual outcomes. Analyses of multisource and lagged data from 104 team supervisors and 577 subordinates showed that LMX mediated the positive relationship of LLX on subordinates' individual empowerment. Furthermore, team empowerment and individual empowerment sequentially mediated the positive relationships between LLX and subordinates' job satisfaction and job performance. The authors also found that the indirect relationships of LMX with job satisfaction and job performance via individual empowerment were stronger when LLX was higher. Theoretical and practical implications of these findings are discussed.     

Taking levels of analysis in humor more seriously: comment on Romero and Arendt

Humor is a phenomenon that can simultaneously coexist at the individual, dyadic, and group levels, making its measurement and conceptualization complex. In a recent field study, Romero and Arendt (2011) examined relationships between four humor styles (i.e., affiliative, self-enhancing, aggressive, self-defeating) and four outcomes (i.e., stress, satisfaction with co-workers, team cooperation, organizational commitment), however, the latter was apparently measured as a self-report at the individual level of analysis. Their interesting results indicated different humor styles can have either positive or negative effects on these outcome variables. However, if their operational definition--and hence their conceptualization--of humor is based on self-report by the initiator, it may be problematic to use it at the dyadic and group levels because it potentially mixes levels of analysis and may cause misalignment between data and theory. Cautions and implications for future research are discussed.     

Ordinal relationships between constructs

Abstract

The concept of ordination, that is, the hierarchical organization of constructions ranging from more peripheral to more central dimensions of meaning, is examined. The process of laddering is focused on as a technique for accessing superordinate constructs. It is argued that laddering frequently does not produce constructs that qualify as superordinate and that this problem reflects a misconception of construct systems as cognitive entities that control behavior. An alternative understanding of personal construct theory as a theory of social action is advocated as better suited to its central task–helping people to reconstrue their lives. The implications for investigating construing in the light of this interpretation are examined.     

Are infant attachment patterns continuously or categorically distributed? A taxometric analysis of strange situation behavior

Contemporary attachment research is based on the assumption that at least three types of infant attachment patterns exist: secure, avoidant, and resistant. It is not known, however, whether individual differences in attachment organization are more consistent with a continuous or a categorical model. The authors addressed this issue by applying P. E. Meehl's (1973, 1992) taxometric techniques for distinguishing latent types (i.e., classes, natural kinds) from latent continua (i.e., dimensions) to Strange Situation data on 1,139 fifteen-month-old children from the NICHD Study of Early Child Care. The results indicate that variation in attachment patterns is largely continuous, not categorical. The discussion focuses on the implications of dimensional models of individual differences for attachment theory and research.     

Identification With All Humanity: The role of self‐definition and self‐investment

Identification With All Humanity (IWAH) relates to higher levels of concern and supportive behavior toward the disadvantaged, stronger endorsement of human rights, and stronger responses in favor of global harmony. So far, IWAH has been conceptualized as a one‐dimensional construct describing the degree with which one identifies with all humans as a superordinate ingroup. However, recent group identification models suggest a multi‐dimensional model to provide a more differentiated approach toward the understanding of the highest level of social identification. Using principal axis (Study 1) and confirmatory (Study 2) factor analyses, we suggest that IWAH sub‐divides into two dimensions—global self‐definition and global self‐investment. Study 2 revealed that global self‐investment was a stronger predictor for both convergent measures (e.g., social dominance orientation and authoritarianism) and behavioral intentions than global self‐definition. Finally, in Study 3, we manipulated IWAH to test its causal effect on donation behavior. Participants in the experimental condition, compared with the control condition, showed higher global self‐investment, which in turn predicted greater giving to global charity. These findings suggest that two dimensions with different behavioral outcomes underlie IWAH.     

Toward Relational Empowerment

Psychological empowerment has been theorized as a construct with emotional, behavioral and cognitive components. Yet, many studies have stressed that empowerment processes are contingent on interpersonal relationships. Moreover, theory suggests that power is developed and exercised through relationships. This article makes the case that expanding our conceptions of psychological empowerment through the addition of a relational component can enhance our understanding of psychological empowerment and the effectiveness of empowerment-oriented community practice. Previous research on empowerment is reviewed for relational content, and additional insights into the relational context of empowerment processes are marshaled from other concepts in community research including social capital, sense of community, social networks, social support, and citizen participation. A new iteration of the nomological network for psychological empowerment is presented, including the elements of a relational component.     

Higher-order dimensions of personality disorder: hierarchical structure and relationships with the five-factor model, the interpersonal circle, and psychopathy

Two studies examined the higher-order factor structure of DSM-IV personality disorders using the International Personality Disorder Examination in male forensic psychiatric patients. In Study 1 (N = 168), exploratory factor analysis at the level of individual personality disorder criteria indicated nine primary factors. Exploratory and confirmatory factor analyses of these first-order factors supported a hierarchical structure in which two of three second-order factors covaried to yield a third-order factor. The two resulting superordinate factors were labelled Anxious-Inhibited and Acting Out. In Study 2 (N = 160), we used exploratory and confirmatory factor analyses to test hypotheses of common dimensions underlying these superordinate factors of personality disorder and superordinate factors of the five-factor model of personality, dimensions of the interpersonal circle, and psychopathy. Of three common factors, one combined Anxious-Inhibited disorders, "neurotic introversion," and hostile-submission. The other two factors of Acting Out/ psychopathy and antagonism/hostile-dominance covaried to yield a superordinate factor. Possible substrates underlying two superordinate dimensions common to normal and abnormal personality were identified in the theoretical literature.     

顾客授权行为对员工职业成长的影响：自我决定理论视角

聚焦于顾客授权行为这一概念, 以自我决定理论为基础, 分别引入基于组织的自尊作为中介变量和职业中心性作为调节变量, 探讨了顾客授权行为对一线服务员工职业成长的影响机制和作用边界。通过一项三阶段的时间滞后研究设计, 获取了245份有效样本, 结果显示: (1)顾客授权行为对员工职业成长具有显著的正向影响; (2)基于组织的自尊在顾客授权行为与员工职业成长之间起着部分中介作用; (3)职业中心性对顾客授权行为与基于组织的自尊的作用关系具有正向调节作用: 当员工职业中心性水平较高时, 顾客授权行为对基于组织的自尊的正向影响更强; (4)职业中心性进一步调节顾客授权行为通过基于组织的自尊对职业成长的间接影响: 当员工职业中心性水平较高时, 顾客授权行为通过基于组织的自尊对职业成长的正向效应会增强。     

An Examination of the Latent Structure of the Difficulties in Emotion Regulation Scale

The Difficulties in Emotion Regulation Scale (DERS; Gratz and Roemer, Journal of Psychopathology and Behavioral Assessment 26:41?C54, 2004) is a popular multidimensional self-report measure of emotion regulation. The present study sought to examine the latent factor structure of the DERS. An examination of latent factor intercorrelations and a higher-order confirmatory factor analysis (CFA) suggested that the DERS-AWARENESS dimension may not represent the same higher-order emotion regulation construct as the other five DERS dimensions. Furthermore, findings supported the adequacy of a revised five-factor model of the DERS in which the AWARENESS dimension was removed. This revised DERS total scale did not diminish concurrent relations between the DERS and outcomes relevant to the emotion regulation domain (i.e., depression, anxiety, posttraumatic stress symptoms). Implications for the conceptualization and assessment of emotion regulation are discussed.     

Proximal Job Characteristics,Feelings of Empowerment,and Intrinsic Motivation: A Multidimensional Model1

We examined relations between job characteristics, empowerment, and intrinsic motivation among technical and telemarketing workers. Empowerment was conceptualized as a gestalt of 4 psychological dimensions: autonomy, competence, meaningfulness, and impact. It was hypothesized that the various dimensions of empowerment would mediate the relationship between job characteristics, such as feedback and autonomy support, and intrinsic motivation at work. A path analysis supported the hypothesis, revealing that different job characteristics were predictive of different aspects of empowerment, and that aspects of empowerment differentially affected intrinsic motivation. The results point to the value of considering empowerment as a multidimensional construct.     

United we win,divided we fail? Effects of cognitive merger representations and performance feedback on merging groups

Research has shown that cognitive representations of mergers influence intergroup evaluations. This paper extends this research by studying how cognitive representations of mergers (one group, dual identity, and two groups) interact with performance feedback (success and failure) to affect intergroup evaluations. Two competing hypotheses were tested, which made different predictions in case of superordinate group salience combined with subgroup salience after merger failure: The subgroup‐salience‐hypothesis predicts that subgroup salience during a merger generally results in pre‐merger ingroup bias toward the pre‐merger outgroup (i.e., two groups and dual identity). The superordinate‐ salience‐hypothesis predicts that subgroup salience only results in pre‐merger ingroup bias if superordinate group salience is low (i.e., two groups). Both hypotheses predict low levels of ingroup bias after merger success. Study 1 confirmed the second hypothesis using a 3 (merger representation: one group, dual identity, and two groups) × 2 (merger feedback: failure and success) design with interacting groups. Study 2 replicated the results in an adapted minimal group paradigm. Copyright © 2007 John Wiley & Sons, Ltd.     

Ageism,Sensation-Seeking,and Risk-Taking Behavior in Young Adults

The research investigated the relationships among ageism, sensation-seeking, and risk-taking in young adults. Recent research has shown that young adults reporting higher levels of ageist attitudes and ageist behaviors also report higher levels of risk-taking in daily life than those with less ageist attitudes and behaviors (Popham et al. in press). The results are consistent with terror management theory; young adults may attempt to buffer their death anxiety by seeking out experiences that make them feel strong and invulnerable (i.e., taking risks). In contrast, prior research has shown that there is a link between risk-taking and sensation-seeking and that individuals may be biologically predisposed to be high sensation-seekers (Zuckerman Behavioural and Brain Sciences 7:413–471, 1984; Neuropsychobiology 13:121–128, 1985). In a study with 475 undergraduates, we investigated the relationships among ageism, sensation-seeing, and risk-taking behavior. The results showed that ageist behavior and two dimensions of sensation-seeking (i.e., Disinhibition and Experience Seeking) were significant predictors of risk-taking. Implications for practical approaches to reduce risk-taking in young adults are discussed.     

Calibrating and constructing models of protein folding

Prediction is more than testing established theory by examining whether the prediction matches the data. To show this, I examine the practices of a community of scientists, known as threaders, who are attempting to predict the final, folded structure of a protein from its primary structure, i.e., its amino acid sequence. These scientists employ a careful and deliberate methodology of prediction. A key feature of the methodology is calibration. They calibrate in order to construct better models. The construction leads to knowledge of how to construct or build an object. Thus, prediction serves a cognitive goal of model construction and not just model or theory testing. The kind of knowledge that results is relevantly different than theoretical knowledge.     

Development and validation of the Body,Eating, and Exercise Comparison Orientation Measure (BEECOM) among college women

We constructed and validated a measure of comparison dimensions associated with eating pathology, namely, the Body, Eating, and Exercise Comparison Orientation Measure (BEECOM). Participants were 441 undergraduate women. In Study 1, items were generated and refined via exploratory factor analysis, yielding three interpretable factors (i.e., Body, Eating, and Exercise Comparison Orientation). Confirmatory factor analysis was then used to confirm the three-factor structure of the BEECOM and to investigate the potential presence of a higher-order factor. Given that the lower-order factors loaded strongly onto a higher-order factor, it is appropriate to use a total BEECOM score, in addition to subscale scores. Further, the BEECOM's scores yielded evidence of internal consistency and construct validity in this sample. Study 2 demonstrated two-week test–retest reliability of the BEECOM among college women. Overall, the BEECOM demonstrated good psychometric properties and may be useful for more comprehensively assessing eating disorder-related social comparison behavior.     

A Qualitative Exploration of Religion,Gender Norms,and Sexual Decision-Making within African American Faith-Based Communities

Human immunodeficiency virus (HIV) continues to be a prominent health and social justice issue, especially for African American communities in the Southern United States. Gender role norms, specifically within faith-based communities in the South, pose challenges to empowering women to make safer sexual health decisions. To explore perceptions of gender norms and sexual health, 42 qualitative interviews were gathered from female members of 16 predominantly African American churches in Atlanta, GA. Constructs from the theory of gender and power and the social ecological model were used to guide coding and analysis. Participants discussed their experiences with gender norms and gender-based power differentials at the institutional (i.e., church), familial, and interpersonal (i.e., intimate relationship) levels. Because of the attitudes and beliefs held by their religious communities and families, many participants recalled struggling to assert themselves in sexual relationships and recalled engaging in risky and unwanted sexual behavior, especially during their young adult years. However, as the participants matured, they worked to overturn traditional gender norms, empowering both their children and women in their religious communities to make healthy, autonomous sexual decisions. Moving forward, participants want their churches and members of their faith communities to play an active role in the empowerment of African American women and provide them with the confidence and education necessary to negotiate sexual decisions with their partners.