Institute of Psychology, Faculty of Social Sciences, University of Silesia in Katowice, Katowice, Poland.
PLoS One. 2021 Oct 22;16(10):e0258609. doi: 10.1371/journal.pone.0258609. eCollection 2021.
Extant research has shown that grandiose narcissism predicts a wide range of work-related outcomes. However, despite differentiating in the social-personality literature besides grandiose narcissism also its vulnerable form, there is little organizational research that would include both expressions of narcissism, in particular with regard to positive organizational behaviors, including strengths use and deficit correction in the workplace. In addition, the role of dark-side personality traits, such as narcissism, in predicting strengths use and deficit correction in the workplace, in particular in regard to motivational factors, seems understudied. Accordingly, this study adds to the literature on narcissism in the organizational context by investigating the direct effects of grandiose and vulnerable narcissism and motivational orientation in the form of regulatory focus at work on strengths use and deficit correction in the workplace. Based on a sample of 446 working adults from the Polish population, it was found that grandiose narcissism positively predicted both strengths use and deficit correction. In turn, vulnerable narcissism was unrelated to strengths use and deficit correction. Furthermore, drawing on the distal-proximal model of work-specific regulatory focus, it also tested whether regulatory focus at work has the incremental validity over grandiose and vulnerable narcissism in predicting strengths use and deficit correction. The hierarchical regression analyses indicated that both promotion and prevention focus were positively associated with strengths use and deficit correction, predicting them beyond grandiose and vulnerable narcissism. The theoretical and practical implications of this study in the context of narcissism in the workplace and positive organizational scholarship are discussed.
现有研究表明，浮夸型自恋预测了广泛的与工作相关的结果。然而，尽管在社会人格文献中除了浮夸型自恋之外，还区分了其脆弱的形式，但很少有组织研究将这两种自恋形式都包括在内，特别是关于积极的组织行为，包括在工作场所中利用优势和纠正缺陷。此外，像自恋这样的阴暗人格特质在预测工作场所中的优势利用和缺陷纠正方面的作用，特别是在动机因素方面，似乎研究不足。因此，本研究通过调查浮夸型和脆弱型自恋以及工作中监管焦点的动机取向对工作场所中的优势利用和缺陷纠正的直接影响，为组织背景下的自恋研究增添了新内容。基于来自波兰人口的 446 名在职成年人的样本，研究发现浮夸型自恋对优势利用和缺陷纠正都有积极的预测作用。相反，脆弱型自恋与优势利用和缺陷纠正无关。此外，根据工作特定监管焦点的远程-近端模型，本研究还测试了工作中的监管焦点是否在预测优势利用和缺陷纠正方面比浮夸型和脆弱型自恋具有增量有效性。层次回归分析表明，促进焦点和预防焦点都与优势利用和缺陷纠正呈正相关，在预测优势利用和缺陷纠正方面超越了浮夸型和脆弱型自恋。本研究在工作场所中的自恋和积极组织学术背景下的理论和实践意义进行了讨论。
