두 나르시시스트는 상호 배타적인가? 리더-부하 나르시시즘 (비)유사성의 효과에 관한 연구

Acknowledgments

This work was supported by the research fund of Hanyang University(HY-2022-1607).

References

• Acitelli, L. K., Kenny, D. A., and Weiner, D. (2001), “The Importance of Similarity and Understanding of Partners' Marital Ideals to Relationship Satisfaction,” Personal Relationships, 8(2), pp.167-185. [https://doi.org/10.1111/j.1475-6811.2001.tb00034.x]
• Ajzen, I. (1974), “Effects of Information on Interpersonal Attraction: Similarity Versus Affective Value,” Journal of Personality and Social Psychology, 29(3), pp.374-380. [https://doi.org/10.1037/h0036002]
• Ames, D. R., Rose, P., and Anderson, C. P. (2006), “The NPI-16 as a Short Measure of Narcissism,” Journal of Research in Personality, 40(4), pp.440-450. [https://doi.org/10.1016/j.jrp.2005.03.002]
• Argyris, C. (1957), Personality and Organization; The Conflict Between System and The Individual, Harpers.
• Back, M. D., Schmukle, S. C., and Egloff, B. (2010), “Why are Narcissists so Charming at First Sight? Decoding the Narcissism–Popularity Link at Zero Acquaintance,” Journal of Personality and Social Psychology, 98(1), pp.132-145. [https://doi.org/10.1037/a0016338]
• Böhm, R., Schütz, A., Rentzsch, K., Körner, A., and Funke, F. (2010), “Are We Looking for Positivity or Similarity in a Partner's Outlook on Life? Similarity Predicts Perceptions of Social Attractiveness and Relationship Quality,” The Journal of Positive Psychology, 5(6), pp.431-438. [https://doi.org/10.1080/17439760.2010.534105]
• Braun, S. (2017), “Leader Narcissism and Outcomes in Organizations: A Review at Multiple Levels of Analysis and Implications for Future Research,” Frontiers in Psychology, 8, Article 773. [https://doi.org/10.3389/fpsyg.2017.00773]
• Brislin, R. W. (1986), “The Wording and Translation of Research Instruments,” in W. J. Lonner & J. W. Berry (Eds.), Field Methods in Cross-cultural Research, Sage Publications, Inc, pp.137-164.
• Bushman, B. J., and Baumeister, R. F. (1998), “Threatened Egotism, Narcissism, Self-esteem, and Direct and Displaced Aggression: Does Self-love or Self-hate Lead to Violence?" Journal of Personality and Social Psychology, 75(1), pp.219-229. [https://doi.org/10.1037/0022-3514.75.1.219]
• Byrne, D. (1997), “An Overview (and underview) of Research and Theory Within the Attraction Paradigm,” Journal of Social and Personal Relationships, 14(3), pp.417-431. [https://doi.org/10.1177/0265407597143008]
• Byrne, D. E. (1971), “The Attraction Paradigm (Vol. 11), Academic Pr. Kearney, E., & Gebert, D.(2009), Managing Diversity and Enhancing Team Outcomes: The Promise of Transformational Leadership,” Journal of Applied Psychology, 94(1), pp.77-89. [https://doi.org/10.1037/a0013077]
• Byun, G., Lee, S., Karau, S. J., and Dai, Y. (2020), “The Trickle-down Effect of Empowering Leadership: A Boundary Condition of Performance Pressure,” Leadership & Organization Development Journal, 41(3), pp.399-414. [https://doi.org/10.1108/LODJ-06-2019-0246]
• Byza, O. A., Schuh, S. C., Dörr, S. L., Spörrle, M., and Maier, G. W. (2017), “Are Two Cynics Better Than One? Toward Understanding Effects of Leader–follower (in-) Congruence in Social Cynicism,” Journal of Organizational Behavior, 38(8), pp.1246-1259. [https://doi.org/10.1002/job.2200]
• Campbell, W. K., Reeder, G. D., Sedikides, C., and Elliot, A. J. (2000), “Narcissism and Comparative Self-enhancement Strategies,” Journal of Research in Personality, 34(3), pp.329-347. [https://doi.org/10.1006/jrpe.2000.2282]
• Chen, Y., Wen, Z., Peng, J., and Liu, X. (2016), “Leader-follower Congruence in Loneliness, LMX and Turnover Intention,” Journal of Managerial Psychology, 31(4), pp.864-879. [https://doi.org/10.1108/JMP-06-2015-0205]
• Condon, J. W., and Crano, W. D. (1988), “Inferred Evaluation and the Relation Between Attitude Similarity and Interpersonal Attraction,” Journal of Personality and Social Psychology, 54(5), pp.789-797. [https://doi.org/10.1037/0022-3514.54.5.789]
• Cropanzano, R., and Mitchell, M. S. (2005), “Social Exchange Theory: An Interdisciplinary Review,” Journal of Management, 31(6), pp.874-900. [https://doi.org/10.1177/0149206305279602]
• Edwards, J. R. (1994), “The Study of Congruence in Organizational Behavior Research: Critique and a Proposed Alternative,” Organizational Behavior and Human Decision Processes, 58(1), pp.51-100. [https://doi.org/10.1006/obhd.1994.1029]
• Edwards, J. R., and Cable, D. M. (2009), “The Value of Value Congruence,” Journal of Applied Psychology, 94(3), pp.654-677. [https://doi.org/10.1037/a0014891]
• Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., and Shipp, A. J. (2006), “The Phenomenology of Fit: Linking the Person and Environment to the Subjective Experience of Person-Environment Fit,” Journal of Applied Psychology, 91(4), pp.802-827. [https://doi.org/10.1037/0021-9010.91.4.802]
• Edwards, J. R., and Parry, M. E. (1993), “On the Use of Polynomial Regression Equations as an Alternative to Difference Scores in Organizational Research,” Academy of Management Journal, 36(6), pp.1577-1613. [https://doi.org/10.5465/256822]
• Faldetta, G. (2020), “Abusive Supervision and Workplace Deviance: The Role of Negative Reciprocity,” International Journal of Organizational Analysis, 29(4), pp.935-949. [https://doi.org/10.1108/IJOA-03-2020-2062]
• Farwell, L., and Wohlwend-Lloyd, R. (1998), “Narcissistic Processes: Optimistic Expectations, Favorable Self-evaluations, and Self-enhancing Attributions,” Journal of Personality, 66(1), pp.65-83. [https://doi.org/10.1111/1467-6494.00003]
• Forsyth, D. R., Banks, G. C., and McDaniel, M. A. (2012), “A Meta-analysis of the Dark Triad and Work Behavior: A Social Exchange Perspective,” Journal of Applied Psychology, 97(3), pp.557-579. [https://doi.org/10.1037/a0025679]
• Fung, H.-G., Qiao, P., Yau, J., and Zeng, Y. (2020), “Leader Narcissism and Outward Foreign Direct Investment: Evidence from Chinese Firms,” International Business Review, 29(1), Article 101632. [https://doi.org/10.1016/j.ibusrev.2019.101632]
• Gardner, H. K. (2012), “Performance Pressure as a Double-edged Sword: Enhancing Team Motivation but Undermining the Use of Team Knowledge,” Administrative Science Quarterly, 57(1), pp.1-46. [https://doi.org/10.1177/0001839212446454]
• Gardner, R. G., Harris, T. B., Li, N., Kirkman, B. L., and Mathieu, J. E. (2017), “Understanding “It Depends” in Organizational Research: A Theory-based Taxonomy, Review, and Future Research Agenda Concerning Interactive and Quadratic Relationships,” Organizational Research Methods, 20(4), pp.610-638. [https://doi.org/10.1177/1094428117708856]
• Glomb, T. M., and Welsh, E. T. (2005), “Can Opposites Attract? Personality Heterogeneity in Supervisor-subordinate Dyads as a Predictor of Subordinate Outcomes,” Journal of Applied Psychology, 90(4), pp.749-757. [https://doi.org/10.1037/0021-9010.90.4.749]
• Graen, G. B., and Uhl-Bien, M. (1995), “Relationship-based Approach to Leadership: Development of Leader-Member Exchange (LMX) Theory of Leadership over 25 Years: Applying a Multi-level Multi-domain Perspective,” The Leadership Quarterly, 6(2), pp.219-247. [https://doi.org/10.1016/1048-9843(95)90036-5]
• Green, S. G., Anderson, S. E., and Shivers, S. L. (1996), “Demographic and Organizational Influences on Leader–Member Exchange and Related Work Attitudes,” Organizational Behavior and Human Decision Processes, 66(2), pp.203-214. [https://doi.org/10.1006/obhd.1996.0049]
• Grijalva, E., and Harms, P. D. (2014), “Narcissism: An Integrative Synthesis and Dominance Complementarity Model,” Academy of Management Perspectives, 28(2), pp.108-127. [https://doi.org/10.5465/amp.2012.0048]
• Grijalva, E., Harms, P. D., Newman, D. A., Gaddis, B. H., and Fraley, R. C. (2015), “Narcissism and Leadership: A Meta-analytic Review of Linear and Nonlinear Relationships,” Personnel Psychology, 68(1), pp.1-47. [https://doi.org/10.1111/peps.12072]
• Harinck, F., De Dreu, C. K., and Van Vianen, A. E. (2000), “The Impact of Conflict Issues on Fixed-pie Perceptions, Problem Solving, and Integrative Outcomes in Negotiation,” Organizational Behavior and Human Decision Processes, 81(2), pp.329-358. [https://doi.org/10.1006/obhd.1999.2873]
• Helweg-Larsen, M., Sadeghian, P., and Webb, M. S. (2002), “The Stigma of Being Pessimistically Biased,” Journal of Social and Clinical Psychology, 21(1), pp.92-107. [https://doi.org/10.1521/jscp.21.1.92.22405]
• Horton, R. S., & Sedikides, C. (2009), “Narcissistic Responding to Ego Threat: When the Status of the Evaluator Matters,” Journal of Personality, 77(5), pp.1493-1526. [https://doi.org/10.1111/j.1467-6494.2009.00590.x]
• Jackson, E. M., and Johnson, R. E. (2012), “When Opposites Do (and do not) Attract: Interplay of Leader and Follower Self-identities and Its Consequences for Leader–Member Exchange,” The Leadership Quarterly, 23(3), pp.488-501. [https://doi.org/10.1016/j.leaqua.2011.12.003]
• Jensen, J. M., Cole, M. S., and Rubin, R. S. (2019), “Predicting Retail Shrink From Performance Pressure, Ethical Leader Behavior, and Store-level Incivility,” Journal of Organizational Behavior, 40(6), pp.723-739. [https://doi.org/10.1002/job.2366]
• Judge, T. A., LePine, J. A., and Rich, B. L. (2006), “Loving Yourself Abundantly: Relationship of the Narcissistic Personality to Self-and Other Perceptions of Workplace Deviance, Leadership, and Task and Contextual Performance,” Journal of Applied Psychology, 91(4), pp.762-776. [https://doi.org/10.1037/0021-9010.91.4.762]
• Kacmar, K. M., Harris, K. J., Carlson, D. S., and Zivnuska, S. (2009), “Surface-level Actual Similarity vs. Deep-level Perceived Similarity: Predicting Leader-Member Exchange Agreement,” Journal of Behavioral and Applied Management, 10(3), pp.315-334. [https://doi.org/10.21818/001c.17263]
• Karakowsky, L., DeGama, N., and McBey, K. (2012), “Facilitating the Pygmalion Effect: The Overlooked Role of Subordinate Perceptions of the Leader,” Journal of Occupational and Organizational Psychology, 85(4), pp.579-599. [https://doi.org/10.1111/j.2044-8325.2012.02056.x]
• Konrath, S., Bushman, B. J., and Campbell, W. K. (2006), “Attenuating the Link Between Threatened Egotism and Aggression,” Psychological Science, 17(11), pp.995-1001. [https://doi.org/10.1111/j.1467-9280.2006.01818.x]
• Kristof-Brown, A. L., Zimmerman, R. D., and Johnson, E. C. (2005), “Consequences of Individuals' Fit at Work: A Meta-analysis of Person-job, Person-organization, Person-group, and Person-supervisor Fit,” Personnel Psychology, 58(2), pp.281-342. [https://doi.org/10.1111/j.1744-6570.2005.00672.x]
• Kundi, Y. M., and Badar, K. (2021), “Interpersonal Conflict and Counterproductive Work Behavior : The Moderating Roles of Emotional Intelligence and Gender,” International Journal of Conflict Management, 32(3), pp.514-534. [https://doi.org/10.1108/IJCMA-10-2020-0179]
• Liden, R. C., Anand, S., and Vidyarthi, P. (2016), “Dyadic Relationships,” Annual Review of Organizational Psychology and Organizational Behavior, 3, pp.139-166. [https://doi.org/10.1146/annurev-orgpsych-041015-062452]
• London, M. (2019), “Leader–follower Narcissism and Subgroup Formation in Teams: A Conceptual Model,” Journal of Managerial Psychology, 34(6), pp.429-442. [https://doi.org/10.1108/JMP-09-2018-0396]
• MacKinnon, D. P., Lockwood, C. M., Hoffman, J. M., West, S. G., and Sheets, V. (2002), “A Comparison of Methods to Test Mediation and Other Intervening Variable Effects,” Psychological Methods, 7(1), pp.83-104. [https://doi.org/10.1037/1082-989X.7.1.83]
• Martin, R., Guillaume, Y., Thomas, G., Lee, A., and Epitropaki, O. (2016), “Leader–member Exchange (LMX) and Performance: A Meta-analytic Review,” Personnel Psychology, 69(1), pp.67-121. [https://doi.org/10.1111/peps.12100]
• Meisel, M. K., Ning, H., Campbell, W. K., and Goodie, A. S. (2016), “Narcissism, Overconfidence, and Risk Taking in US and Chinese Student Samples,” Journal of Cross-Cultural Psychology, 47(3), pp.385-400. [https://doi.org/10.1177/0022022115621968]
• Murnighan, J. K., and Conlon, D. E. (1991), “The Dynamics of Intense Work Groups: A Study of British String Quartets,” Administrative Science Quarterly, 36(2), pp.165-186. [https://doi.org/10.2307/2393352]
• Nevicka, B., De Hoogh, A. H., Van Vianen, A. E., Beersma, B., and McIlwain, D. (2011), “All I Need Is a Stage to Shine: Narcissists' Leader Emergence and Performance,” The Leadership Quarterly, 22(5), pp.910-925. [https://doi.org/10.1016/j.leaqua.2011.07.011]
• Ng, T. W., and Feldman, D. C. (2010), “Organizational Tenure and Job Performance,” Journal of Management, 36(5), pp.1220-1250. [https://doi.org/10.1177/0149206309359809]
• Norem, J. K. (2002), “Defensive Self-deception and Social Adaptation Among Optimists,” Journal of Research in Personality, 36(6), pp.549-555. [https://doi.org/10.1016/S0092-6566(02)00504-4]
• Parent-Rocheleau, X., Bentein, K., and Simard, G. (2020), “Positive Together? The Effects of Leader-follower (dis) Similarity in Psychological Capital,” Journal of Business Research, 110, pp.435-444. [https://doi.org/10.1016/j.jbusres.2020.02.016]
• Paulhus, D. L., and Williams, K. M. (2002), “The Dark Triad of Personality: Narcissism, Machiavellianism, and Psychopathy,” Journal of Research in Personality, 36(6), pp.556-563. [https://doi.org/10.1016/S0092-6566(02)00505-6]
• Penney, L. M., and Spector, P. E. (2002), “Narcissism and Counterproductive Work Behavior: Do Bigger Egos Mean Bigger Problems?” International Journal of Selection and Assessment, 10(1-2), pp.126-134. [https://doi.org/10.1111/1468-2389.00199]
• Peterson, C., and Bossio, L. M. (1991), Health and Optimism, Free Press.
• Porath, C. L., and Erez, A. (2007), “Does Rudeness Really Matter? The Effects of Rudeness on Task Performance and Helpfulness,” Academy of Management Journal, 50(5), pp.1181-1197. [https://doi.org/10.5465/amj.2007.20159919]
• Rhodewalt, F., and Morf, C. C. (1998), “On Self-aggrandizement and Anger: A Temporal Analysis of Narcissism and Affective Reactions to Success and Failure,” Journal of Personality and Social Psychology, 74(3), pp.672-685. [https://doi.org/10.1037/0022-3514.74.3.672]
• Rajah, R., Song, Z., and Arvey, R. D. (2011), “Emotionality and Leadership: Taking Stock of the Past Decade of Research,” The Leadership Quarterly, 22(6), pp.1107-1119. [https://doi.org/10.1016/j.leaqua.2011.09.006]
• Rubin, R. S., Dierdorff, E. C., and Brown, M. E. (2010), “Do Ethical Leaders Get Ahead? Exploring Ethical Leadership and Promotability,” Business Ethics Quarterly, 20(2), pp.215-236. [https://doi.org/10.5840/beq201020216]
• Shanock, L. R., Baran, B. E., Gentry, W. A., Pattison, S. C., and Heggestad, E. D. (2010), “Polynomial Regression with Response Surface Analysis: A Powerful Approach for Examining Moderation and Overcoming Limitations of Difference Scores,” Journal of Business and Psychology, 25(4), pp.543-554. [https://doi.org/10.1007/s10869-010-9183-4]
• Smith, T. A., Butts, M. M., Courtright, S. H., Duerden, M. D., and Widmer, M. A. (2022), “Work–leisure Blending: An Integrative Conceptual Review and Framework to Guide Future Research,” Journal of Applied Psychology, 107(4), pp.560-580. [https://doi.org/10.1037/apl0000924]
• Song, Y., and Jeon, S. G. (2022), “Exploring the Effects of Job Autonomy on Engagement and Counterproductive Work Behaviors: The Moderating Role of Employee Narcissism and Team Performance Pressure,” Korean Journal of Human Resource Development, 25(1), pp.159-188. [https://doi.org/10.24991/KJHRD.2022.03.25.1.159]
• Spector, P. E. (2011), “The Relationship of Personality to Counterproductive Work Behavior (CWB): An Integration of Perspectives,” Human Resource Management Review, 21(4), pp.342-352. [https://doi.org/10.1016/j.hrmr.2010.10.002]
• Spector, P. E., Bauer, J. A., and Fox, S. (2010), “Measurement Artifacts in the Assessment of Counterproductive Work Behavior and Organizational Citizenship Behavior: Do We Know What We Think We Know?” Journal of Applied Psychology, 95(4), pp.781-790. [https://doi.org/10.1037/a0019477]
• Spector, P. E., and Fox, S. (2005), “The Stressor-emotion Model of Counterproductive Work Behavior,” in S. Fox & P. E. Spector (Eds.), Counterproductive Work Behavior: Investigations of Actors and Targets, American Psychological Association, pp.151-174. [https://doi.org/10.1037/10893-007]
• Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., and Kessler, S. (2006), “The Dimensionality of Counterproductivity: Are All Counterproductive Behaviors Created Equal?” Journal of Vocational Behavior, 68(3), pp.446-460. [https://doi.org/10.1016/j.jvb.2005.10.005]
• Stucke, T. S. (2003), “Who's to Blame? Narcissism and Self-serving Attributions Following Feedback,” European Journal of Personality, 17(6), pp.465-478. [https://doi.org/10.1002/per.497]
• Tett, R. P., Simonet, D.V., Walser, B. and Brown, C. (2013), “Trait Activation Theory: Applications, Developments, and Implications for Person-Workplace Fit,” in Christiansen, N.D. and Tett, R.P. (Eds), Handbook of Personality at Work, Routledge, New York, NY, pp.7-100.
• Tsui, A. S., and O'reilly III, C. A. (1989), “Beyond Simple Demographic Effects: The Importance of Relational Demography in Superior-subordinate Dyads,” Academy of Management Journal, 32(2), pp.402-423. [https://doi.org/10.5465/256368]
• Tsui, A. S., Porter, L. W., and Egan, T. D. (2002), “When Both Similarities and Dissimilarities Matter: Extending the Concept of Relational Demography,” Human Relations, 55(8), pp.899-929. [https://doi.org/10.1177/0018726702055008176]
• Vogel, R., Rodell, J. B., and Lynch, J. (2016), “Engaged and Productive Misfits: How Job Crafting and Leisure Activity Mitigate the Negative Effects of Value Incongruence,” Academy of Management Journal, 59(5), pp.1561-1584. [https://doi.org/10.5465/amj.2014.0850]
• Wang, G., and Seibert, S. E. (2015), “The Impact of Leader Emotion Display Frequency on Follower Performance: Leader Surface Acting and Mean Emotion Display as Boundary Conditions,” The Leadership Quarterly, 26(4), pp.577-593. [https://doi.org/10.1016/j.leaqua.2015.05.007]
• Zhang, Z., Wang, M., and Shi, J. (2012), “Leader-follower Congruence in Proactive Personality and Work Outcomes: The Mediating Role of Leader-Member Exchange,” Academy of Management Journal, 55(1), pp.111-130. [https://doi.org/10.5465/amj.2009.0865]