Supervisor Narcissism and Employee Performance: A Moderated Mediation Model of Affective Organizational Commitment and Power Distance Orientation
- 9 September 2020
- journal article
- research article
- Published by Taylor & Francis Ltd in Basic and Applied Social Psychology
- Vol. 43 (1), 14-29
- https://doi.org/10.1080/01973533.2020.1810042
Abstract
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.Keywords
Funding Information
- National Natural Science Foundation of China
- the Humanity and Social Science Youth Foundation of the Ministry of Education of China (52)
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