Leader consultation mitigates the harmful effects of leader narcissism: A belongingness perspective
Leader consultation mitigates the harmful effects of leader narcissism: A belongingness perspective
复制标题
DOI：
10.1016/j.obhdp.2018.04.003
复制
发表时间：
2018-05-01
影响因子：
4.6
通讯作者：
Harms, Peter D.
中科院分区：
文献类型：
--
作者：
Carnevale, Joel B.;Huang, Lei;Harms, Peter D.
本研究以归属理论为基础，根据领导者咨询行为的条件，提出并实证检验了领导者自恋通过员工的组织自尊（OBSE）对员工公民意识和对抗行为的影响。从中国一家大型信息技术公司的262对领导-员工的调查数据在很大程度上支持了我们的预测。结果表明，领导自恋对员工的OBSE构成威胁，并进一步对员工的促进性发声和帮助行为产生消极的间接影响，对员工的功能失调抵抗和诋毁行为产生积极的间接影响。研究结果进一步说明，只有在自恋型领导者不与员工协商的情况下，领导者自恋与员工强迫症之间的负向关系以及领导者自恋通过强迫症对四种结果的间接影响才显著。这种影响在高层领导咨询的情况下变得不显著。提出了理论和实践意义，并对未来的研究方向提出了限制和建议。
Drawing from belongingness theory, the present study proposes and empirically tests the impact of leader narcissism on employees' citizenship and antagonistic behaviors via their organization-based self-esteem (OBSE) depending on conditions of leader consultation behaviors. Survey data collected from 262 leader-employee dyads at a large Chinese information technology company largely supported our predictions. The results show that leader narcissism threatens employees' OBSE and further exerts negative indirect effects on their promotive voice and helping behaviors and positive indirect effects on their dysfunctional resistance and badmouthing. The results further illustrate that the negative relationship between leader narcissism and employee OBSE and the indirect effects of leader narcissism on the four outcomes via OBSE are significant only under conditions where narcissistic leaders fail to consult with their employees. Such effects turn non-significant in the presence of high leader consultation. Theoretical and practical implications are offered along with limitations and suggestions for future research directions.