Supervisor Narcissism and Employee Performance: A Moderated Mediation Model of Affective Organizational Commitment and Power Distance Orientation
Supervisor Narcissism and Employee Performance: A Moderated Mediation Model of Affective Organizational Commitment and Power Distance Orientation
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主管自恋与员工绩效：情感组织承诺与权力距离取向的有调节中介模型
DOI：
10.1080/01973533.2020.1810042
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发表时间：
2021
影响因子：
2.4
通讯作者：
Jie Li
中科院分区：
文献类型：
--
作者：
Hanwei Wang;Xue Han;Jie Li
本研究借鉴社会交换理论，考察主管自恋如何以及何时影响下属的表现。研究一采用两波调查，发现主管自恋与下属的角色表现呈负相关。下属情感组织承诺在主管自恋与下属角色绩效之间起中介作用。此外，权力距离取向对中介效应有调节作用，权力距离取向越高，中介作用越弱。研究二利用实验研究对研究一的结果进行了重复和扩展，结果表明主管自恋对下属的角色外表现也有负面影响。下属情感组织承诺在主管自恋与角色外绩效之间起中介作用。此外，权力距离取向对中介效应也有一定的调节作用。
Drawing upon social exchange theory, this research investigates how and when supervisor narcissism influences subordinates’ performance. Study 1 uses a two-wave survey and reveals that supervisor narcissism is negatively related to subordinates’ in-role performance. Subordinates’ affective organizational commitment mediates the relationship between supervisor narcissism and subordinates’ in-role performance. Moreover, the mediating effect is moderated by subordinates’ power distance orientation such that the mediation is weaker when power distance orientation is higher. Study 2 utilizes experimental research to replicate and extend the findings of Study 1. It shows that supervisor narcissism also negatively influences subordinates’ extra-role performance. Subordinates’ affective organizational commitment also mediates the relationship between supervisor narcissism and extra-role performance. Moreover, power distance orientation also moderates the mediating effect.