Does Dispositional Aggression Feed the Narcissistic Response? The Role of Narcissism and Aggression in the Prediction of Job Attitudes and Counterproductive Work Behaviors

Purpose

The purpose of this study was to extend the personality and work-related outcomes literature by examining: (1) the effects of narcissism on job satisfaction, organizational commitment, and counterproductive work behaviors and (2) the moderating effects of dispositional aggression on the narcissism–counterproductive work behaviors relationship.

Design/Methodology/Approach

Multi-wave data were collected from 381 workers employed in a variety of work settings within the United States.

Findings

Narcissism had consistent main effects on job satisfaction, organizational commitment, and counterproductive work behaviors after controlling for the personality characteristics agreeableness, conscientiousness, neuroticism, and aggression. Aggression moderated the relationship between narcissism and counterproductive work behaviors, such that the positive relationship between narcissism and counterproductive work behaviors was stronger when dispositional aggression was high.

Implications

This study provides greater clarity regarding the role of narcissism within job attitudes and behaviors, shows that dispositional aggression strengthens or amplifies the narcissistic response for counterproductive work behaviors, and provides a platform to further explore narcissism and aggression within the workplace.

Originality/Value

This study found that narcissism consistently predicted unique variance in work-related criteria after the effects of agreeableness, conscientiousness, neuroticism, and aggression were controlled. It also found evidence that aggression moderates the effects of narcissism on counterproductive work behaviors. This study is the first to directly examine these effects.     

The paradox of the contented female business owner

According to survey responses from 201 business owners, although the firms of male business owners were more successful than those of female business owners on frequently used measures of business success (business performance compared to competitors and sales), business owner sex did not predict satisfaction with business success, supporting the existence of a “paradox of the contented female business owner”. A differential values explanation for this paradox was strongly supported, whereas a differential inputs explanation was unsupported. Female business owners placed less value on achieving business success than their male counterparts. Also, female business owners’ satisfaction with business success was less related to fluctuations in business performance and sales than that of male business owners. However, results for male business owners displayed a different kind of paradox, as their satisfaction with business success was positively related to business performance and negatively related to sales.     

Shame behind the corner? A daily diary investigation of pathological narcissism

This study investigated the association between narcissism and shame, considering different measures of narcissism, different levels of analysis, and different situational conditions. Nonclinical participants (N = 196) completed baseline measures, followed by daily questionnaires for 28 days. Multilevel models indicated that trait and daily vulnerable narcissism, as well as trait neuroticism, were positively associated with daily shame. When controlling for vulnerable narcissism, trait grandiose narcissism was unrelated to shame, and daily grandiose narcissism was mostly negatively related to it. As for situations, social stress and workload were related to increased shame, especially in those high in trait neuroticism, or narcissism scales with neurotic content. Results highlight the key role of shame in pathological narcissistic functioning.     

Does Salesperson Perception of the Importance of Sales Skills Improve Sales Performance,Customer Orientation,Job Satisfaction,and Organizational Commitment,and Reduce Turnover?

This research was designed to determine whether salesperson perceptions regarding the importance of specific sales skills and behaviors relate positively to sales performance, customer orientation, job satisfaction, organizational commitment, and lower levels of turnover intentions. The development of the sales skill measure resulted in the creation of two different scales, one focused more on traditional sales skills and the second on more consulting-oriented sales behaviors. The results and conclusions provide support for the concept that skill/behavior development and assessment are worthy pursuits for sales managers and their organizations.     

Loving yourself abundantly: relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance

The authors report results from 2 studies assessing the extent to which narcissism is related to self- and other ratings of leadership, workplace deviance, and task and contextual performance. Study 1 results revealed that narcissism was related to enhanced self-ratings of leadership, even when controlling for the Big Five traits. Study 2 results also revealed that narcissism was related to enhanced leadership self-perceptions; indeed, whereas narcissism was significantly positively correlated with self-ratings of leadership, it was significantly negatively related to other ratings of leadership. Study 2 also revealed that narcissism was related to more favorable self-ratings of workplace deviance and contextual performance compared to other (supervisor) ratings. Finally, as hypothesized, narcissism was more strongly negatively related to contextual performance than to task performance.     

Replicating and Extending Past Personality/Job Satisfaction Meta-Analyses

A meta-analysis summarizing results of 187 studies reporting cross-sectional and longitudinal relationships between job satisfaction and personality is described. The Big Five factor of Neuroticism related most strongly and negatively to job satisfaction (?.25), with the other factors ranging from .16 (Conscientiousness) to ?.02 (Openness to Experience). Job satisfaction was positively related to internal locus of control (LOC), positive affectivity, and Type A (achievement striving). Results showed negative relationships with external LOC, trait anger, Machiavellianism, negative affectivity/trait anxiety, and Type A (global and impatience/irritability). Job satisfaction had a very weak, negative correlation with narcissism that was indistinguishable from zero. These relationships were similar, although the effect sizes were generally not as strong, when examined in a longitudinal context. The distinctiveness of Extraversion and positive affectivity, as well as that of global and composite measures of job satisfaction, are discussed.     

Further assessment of the construct validity of four measures of narcissism: replication and extension

CT. The authors build on earlier research by L. S. Mullins and R. E. Kopelman (1988) and R. E. Kopelman and L. S. Mullins (1992) to reexamine the construct validity of four narcissism scales: the Margolis-Thomas Measure of Narcissism (MT; H. D. Margolis & V. A. Thomas, 1980), the Narcissistic Personality Disorder Scale (NPDS; H. U. Ashby, R. R. Lee, & E. H. Duke, 1979), the Narcissism-Hypersensitivity subscale of the MMPI, Scale 5, Masculinity-Femininity (NHMF; K. Serkownek, 1975), and the Narcissistic Personality Inventory (NPI; R. Raskin & C. S. Hall, 1979). The present analysis included the revised NPI and its factors along with four measures of satisfaction and a number of other previously assessed variables. The MT exhibited the strongest validity, correlating positively with conceptually related constructs such as Machiavellianism, nonsignificantly with unrelated measures like the need to achieve, and inversely with all four satisfaction scales. Contrasts between the NPI and NPDS and NHMF seemed to parallel recent differentiations between overt and covert narcissism, but data for the NPI factors suggested instead that the four narcissism scales helped describe a complex psychological continuum related to adjustment.     

Development and Validation of the Childhood Narcissism Scale

In this article, we describe the development and validation of a short (10 item) but comprehensive self-report measure of childhood narcissism. The Childhood Narcissism Scale (CNS) is a 1-dimensional measure of stable individual differences in childhood narcissism with strong internal consistency reliability (Studies 1–4). The CNS is virtually unrelated to conventional measures of self-esteem but is positively related to self-appraised superiority, social evaluative concern and self-esteem contingency, agentic interpersonal goals, and emotional extremity (Study 5). Furthermore, the CNS is negatively related to empathic concern and positively related to aggression following ego threat (Study 6). These results suggest that childhood narcissism has similar psychological and interpersonal correlates as adult narcissism. The CNS provides researchers a convenient tool for measuring narcissism in children and young adolescents with strong preliminary psychometric characteristics.     

Development and validation of the childhood narcissism scale

In this article, we describe the development and validation of a short (10 item) but comprehensive self-report measure of childhood narcissism. The Childhood Narcissism Scale (CNS) is a 1-dimensional measure of stable individual differences in childhood narcissism with strong internal consistency reliability (Studies 1-4). The CNS is virtually unrelated to conventional measures of self-esteem but is positively related to self-appraised superiority, social evaluative concern and self-esteem contingency, agentic interpersonal goals, and emotional extremity (Study 5). Furthermore, the CNS is negatively related to empathic concern and positively related to aggression following ego threat (Study 6). These results suggest that childhood narcissism has similar psychological and interpersonal correlates as adult narcissism. The CNS provides researchers a convenient tool for measuring narcissism in children and young adolescents with strong preliminary psychometric characteristics.     

Narcissism in Organizations: A Multisource Appraisal Reflects Different Perspectives

The majority of employees state that their manager is the worst aspect of their job. Over the past decade, a considerable amount of research has been devoted to identifying factors that contribute to immoral and ineffective leader behavior. Researchers have continually linked personality, and in particular narcissism, to the proclivity of leaders to behave ineffectively and unethically. This study represents an initial attempt to examine the relationship between narcissism and leadership in an organizational setting to determine the extent to which narcissism is related to managerial effectiveness and integrity. Results indicated that narcissism was negatively related to supervisor ratings of interpersonal performance and integrity. In contrast, narcissism was unrelated to subordinate ratings of interpersonal performance and integrity. Furthermore, narcissism was unrelated to supervisor and subordinate ratings of conceptual performance. The unique relationship between narcissistic leaders and their followers is offered as an explanation for these findings.     

Complex Relationships Among Personality Traits,Job Characteristics,and Work Behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N=161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self‐efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self‐efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction.     

Unravelling Criteria for Assessing the Performance of Salespeople: A Causal Analysis

Abstract

In the past, academic research on sales force performance has used either objective performance data or subjective managerial ratings to measure sales performance. Consistent with corporate practices, objective and subjective performance measures were used in this research project. The relationships among three components of performance: specific task behaviors, specific goal achievement and overall performance were examined. A casual analysis suggests that managerial evaluations of overall sales performance are influenced by their perceptions of specific selling behaviors and the degree to which sales people attain specified performance goals.     

Communal Behaviors and Psychological Adjustment of Family Caregivers and Persons With Spinal Cord Injury

OBJECTIVE: Examined the influence of mutual communal behaviors on the adjustment reported by persons with spinal cord injury (SCI) and their family caregivers. Previous research has found that persons who have a history of mutually communal behaviors in relationships may react differently to relationship changes after an acquired physical disability than dyads with few communal behaviors. METHOD: Family caregivers and persons with SCI were administered measures of mutual communal behaviors, depression, and life satisfaction. Structural equation modeling was used to test the relations among caregivers' communal behaviors and care recipients' communal behaviors, depression, and life satisfaction. RESULTS: Caregiver and care recipient reports of communal behaviors were not significantly correlated. Significant paths indicated that care recipients' communal behavior scores were positively associated with their life satisfaction, and care recipients' depression was inversely associated with their life satisfaction. Caregivers' communal behavior scores were unrelated to their self-reported adjustment. CONCLUSIONS: Caregiver-care recipient dyads may differ in their perceptions of communal behaviors in their relationships. Although care recipient reports of communal behavior may be related to their life satisfaction, communal behaviors may not serve a similar function among caregivers of persons with SCI.     

Type A as a Moderator of Stressors and Job Complexity: A Comparison of Achievement Strivings and Impatience-Irritability

This study examined two components (achievement strivings and impatience-irritability) of the Type A Behavior Pattern as moderators of job stressors and job complexity on health and job satisfaction. It was predicted that achievement strivings would moderate the impact of job stressors and impatience-irritability would impact responses to job complexity. Data from 525 employed adults provided mixed support for the moderator hypotheses. Relations between job stressors and both health and job satisfaction were strongest among employees reporting high levels of achievement strivings. Impatience-irritability had no moderating effect. For job complexity, only one moderator effect was found. Mental demands were positively related to job satisfaction among those reporting low levels of impatience-irritability. Implications of these findings are discussed.     

Collective Narcissism as a Basis for Nationalism

Recent work suggests that collective narcissism—an exaggerated, unrealistic belief in an ingroup's greatness that demands constant external validation—is a strong predictor of a variety of political attitudes. In the present study, we use nationally representative panel data from Poland to examine the relationship between national collective narcissism and nationalism, a belief that the national ingroup is superior and should dominate other nations. We first demonstrate that national collective narcissism, nationalism, and mere satisfaction with national ingroup are distinct. In turn, in both cross-sectional and panel analyses, we find that (1) national collective narcissism is positively related to nationalism, whereas satisfaction with the national ingroup is not; and (2) national collective narcissism is a stronger predictor of nationalism than national ingroup satisfaction is in absolute terms. Our analyses thus provide evidence that nationalism may be rooted in narcissistic exaggeration of the greatness of the national ingroup rather than nonnarcissistic national ingroup satisfaction.     

The relations of generative concern and generative action to personality traits,satisfaction/happiness with life,and ego development

This research examined the relations that generative concern and generative action have to personality traits, satisfaction/happiness with life, and ego development. Generative concern is a general personality tendency or interest in caring for younger and anticipated individuals, while generative action addresses actual physical behaviors that promote the well-being of future generations. Two samples (79 and 152 adults) were employed. Generative concern scores were significantly related to scores for extraversion, openness, emotional stability (non-neuroticism), and agreeableness as well as to two agentic traits (achievement, dominance) and two communal traits (affiliation, nurturance). Generative action was significantly related to extraversion and openness. Generative concern but not generative action was found, as predicted, to be positively related to one's life satisfaction/happiness. Further, one's level of ego development determined, in part, the relation that generative concern had to satisfaction/happiness with life. Given that a subject scored high in ego development, his or her level of satisfaction/happiness varied as a function of generative concern such that those who scored low on generative concern were significantly less satisfied/happy than those that scored high on generative concern. The results are discussed within the context of the recently proposed theory of generativity.     

Neurological soft signs and school achievement: The mediating effects of sustained attention

A group of 115 black male adolescents drawn from a clinically unselected birth cohort, half of whom were known to have had neurological soft signs at age 7, were examined at age 17 to determine the relation between soft signs and performance on standard tests of school achievement and sustained attention. Three signs measured at age 17-dysgraphesthesia, difficulties with rapid alternating movements (dysdiadochokinesis), and motor slowness—were related to lower concurrent and past IQ and to impaired performance on laboratory and paper-and-pencil measures of sustained attention. The relation between signs and the attentional measures remained significant after IQ was statistically controlled. The three age 17 soft signs as well as age 7 signs were related to impaired performance on standardized tests (age 17) of school achievement. Most of the relation between signs and school achievement could be accounted for by the variance signs shared with sustained attention. One sign, mirror movements, was unrelated to all other attentional and cognitive measures.The study was supported by center grant MH 306906 and research training grant 5 T32 MH 13043-13 from the National Institute of Mental Health, as well as by the City College and the City University Computing Centers. We thank Lillian Belmont and two reviewers for their critical comments on an earlier version of the paper. We dedicate this paper to the memory of Joseph Barmack.     

Vocational Identity as a Mediator of the Relationship between Core Self‐Evaluations and Life and Job Satisfaction

This study investigated whether vocational identity achievement mediates the relation between basic personality dispositions (i.e. core self‐evaluations) and career and well‐being outcomes in terms of job and life satisfaction. Two studies with Swiss adolescents were conducted. Study 1 (N= 310) investigated students in eighth grade, prior to making the transition to vocational education and training (VET); it showed that vocational identity related positively to life satisfaction but that this relationship disappeared once core self‐evaluations were controlled. Study 2 (N= 150) investigated students in their second year of VET; it showed that job satisfaction was unrelated to identity and self‐evaluations. However, identity fully mediated the relation between self‐evaluations and life satisfaction.     

Corporate Culture and Sales Force Management in Japan and America

Abstract

Managers' personal values are a key aspect of corporate culture. Sales representatives' agreement with their managers' values (hereafter “value congruence”) can be expected to influence sales performance, satisfaction, and propensity to quit. These propositions are investigated in two countries. One hundred seventy-five sales representatives and 93 sales managers from a Japanese firm and 146 sales representatives and 21 sales managers from a comparable American firm participated in the study. A questionnaire was distributed to the managers and representatives. Value congruence was found to be weakly related to performance, but strongly related to satisfaction and propensity to quit for both cultural groups. The Japanese group was found to be higher in value congruence and propensity to quit, but lower in satisfaction. Suggested are implications for future research and for managers.     

Effects of achievement motivation, social identity, and peer group norms on academic conformity

This study investigated whether academic achievement motivation and social identity explain variation in children’s conformity to positive academic behaviors (n = 455 children in grades three through five). Structural equation modeling suggested that academic value and peer group academic norms were positively related to academic conformity. Specifically, children who enjoyed academic pursuits and who belonged to academically-inclined peer groups were more likely to conform to novel academic behaviors than children who did not. Additionally, academic value moderated the relationship between peer group norms and conformity, implying that, for students who do not value academics, belonging to a peer group with high academic norms will lead to more conformity to academic behaviors than belonging to a peer group with low academic norms. In contrast, analyses suggested that some aspects of achievement motivation and social identity are unrelated to academic conformity. Implications for encouraging positive academic behaviors in middle childhood are discussed.