Employees are assumed to obtain job resources from and identify with the organization they work for. Previously, the concepts of job resources and social identification have mostly been studied holistically, that is, on one general organizational level. This study aims to contribute to the understanding of how job resources, operationalized at two different levels (workgroup and organizational) in two organizations, could have an influence on group-based pride that employees feel for their workgroups and for their organizations. Social identification is purported to intervene in this relationship on respective level, and its inclusion is expected to contribute to different forms of pride. Regression analyses of questionnaire data gathered from 436 employees in two middle-sized municipalities in Sweden revealed that: (1) a workgroup's resources explained additional variance in workgroup pride beyond the effects of resources at the organizational level, (2) organizational resources explained additional variance in organizational pride beyond that of workgroup resources, and (3) social identification in both these areas was a potential partial mediator in these relationships. These findings highlight the need to distinguish between workgroup and organizational levels regarding both independent and dependent variables. Such clarification of the multiple identifications and group-based pride dynamics could have practical implications for Human Resource (HR) managers in particular.

Background: The objective was to examine various aspects of narcissism in patients admitted to acute psychiatric wards and to compare their level of narcissism to that of an age-and gendermatched sample from the general population (NORM).

The Narcissistic Personality Inventory (NPI) is commonly used in empirical studies of narcissism. Few population-based studies have been published. Our aim was to do a confirmatory factor analysis (CFA) of the NPI 29 item version with a four-factor structure, in two population-based samples and in a patient sample, and present normative population-based data. The NPI-29 was filled in by 324 respondents from the Norwegian population, 231 from the Swedish population and 167 Norwegian psychiatric patients. The four-factor structure of the NPI-29 with Leadership/Power, Exhibitionism/Self-admiration, Superiority/Arrogance and Uniqueness/Entitlement was reproduced in these samples. The CFA models showed good fit indices in all samples. Mean scores on the NPI-29 and four subscales hardly differed between the samples. For the NPI-29 total score and factors, few significant differences were observed. CFA of the samples supported the factor structure of the NPI-29 formerly identified by principal component analysis of the Swedish population sample.

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