Braun Susanne
Durham University Business School, Durham UniversityDurham, United Kingdom.
Center for Leadership and People Management, Ludwig Maximilian University of MunichMunich, Germany.
Front Psychol. 2017 May 19;8:773. doi: 10.3389/fpsyg.2017.00773. eCollection 2017.
Narcissists often pursue leadership and are selected for leadership positions by others. At the same time, they act in their own best interest, putting the needs and interests of others at risk. While theoretical arguments clearly link narcissism and leadership, the question whether leader narcissism is good or bad for organizations and their members remains unanswered. Narcissism seems to have two sides, a bright and a dark one. This systematic literature review seeks to contribute to the ongoing academic discussion about the positive or negative impact of leader narcissism in organizations. Forty-five original research articles were categorized according to outcomes at three levels of analysis: the dyadic level (focusing on leader-follower relationships), the team level (focusing on work teams and small groups), and the organizational level. On this basis, we first summarized the current state of knowledge about the impact that leader narcissism has on outcomes at different levels of analysis. Next, we revealed similarities and contradictions between research findings within and across levels of analysis, highlighting persistent inconsistencies concerning the question whether leader narcissism has positive or negative consequences. Finally, we outlined theoretical and methodological implications for future studies of leader narcissism. This multi-level perspective ascertains a new, systematic view of leader narcissism and its consequences for organizations and their stakeholders. The article demonstrates the need for future research in the field of leader narcissism and opens up new avenues for inquiry.
自恋者常常追求领导职位，并被他人推选担任领导职务。与此同时，他们行事以自身利益最大化为准，将他人的需求和利益置于风险之中。虽然理论观点明确将自恋与领导力联系起来，但领导自恋对组织及其成员是好是坏这一问题仍未得到解答。自恋似乎有两面性，一面是积极的，一面是消极的。这篇系统性文献综述旨在为正在进行的关于领导自恋在组织中的积极或消极影响的学术讨论做出贡献。45篇原创研究文章根据三个分析层面的结果进行了分类：二元层面（关注领导与下属的关系）、团队层面（关注工作团队和小团体）以及组织层面。在此基础上，我们首先总结了关于领导自恋对不同分析层面结果影响的当前知识状态。接下来，我们揭示了分析层面内部和不同层面研究结果之间的异同，突出了关于领导自恋是产生积极还是消极后果这一问题上持续存在的不一致性。最后，我们概述了对未来领导自恋研究的理论和方法学启示。这种多层次视角确定了一种关于领导自恋及其对组织及其利益相关者影响的全新、系统的观点。本文展示了领导自恋领域未来研究的必要性，并开辟了新的探究途径。
