Impact of narcissistic leadership on employee work outcomes in banking sector of Pakistan

Abstract

Background Narcissism has been studied as a positive as well as a negative trait. It is a personality disorder in which a person is preoccupied with power, self and vanity. Narcissists often pursue leadership and work for their personal interests which ultimately affect others’ well-being. It affects employee performance and leads toward turnover. The purpose of this study is to examine how narcissistic leadership can impact subordinates’ job-related outcomes. Method Data are collected from 310 banking professionals using Likert scale survey questionnaire and analyzed through SEM using AMOS. Results Results show that narcissistic leadership has a negative impact on subordinate job satisfaction and well-being, whereas a positive relationship with stress and intentions to quit. However, its relationship with job performance was observed to be insignificant. Conclusion Bosses with narcissistic tendencies drive hardworking employees away. The initial problem in narcissistic individuals is their elevated ego. To reverse the trend of narcissism, changes should be made at different levels, i.e., home, school, college or university. In order to tackle narcissism at work place, different established strategies can be used to deal with such individual/leader.

Linking Leader’s Behavioral Integrity With Workplace Ostracism: A Mediated-Moderated Model

“…Narcissism is recognized as a personality trait incorporating magnificence, superiority, egocentricity, prerogative, insubstantial dignity, and aggression ( Rosenthal and Pittinsky, 2006 ). For the past two decades, this particular concept has been attaining importance in the literature; therefore, psychologists and clinical experts are analyzing this personality trait in multiple dimensions ( Asrar-ul-Haq and Anjum, 2020 ; Bernerth, 2020 ; Fehn and Schütz, 2020 ). From an organizational perspective, this concept is linked with the emotional stability and instability of individuals related to their performance ( Ouimet, 2010 ).…”

“…According to Penney and Spector (2002) , the narcissistic personality of a leader influences their subordinates to involve in negative behavior in the workplace. In organizational settings, a leader with a narcissistic personality involves themselves in negative activities, shows aggression toward their subordinates, neglects their ideas and suggestions, and excludes (ostracizes) employees in organizational activities ( Bushman et al, 1998 ; Pulich and Tourigny, 2004 ; Asrar-ul-Haq and Anjum, 2020 ). In line with conservation of resources theory ( Hobfoll et al, 2018 ), when employees interact with a narcissistic leader, it exhausts their psychological resources.…”

Measurement of Job Wellbeing Behaviors by Perceived Narcissistic Supervision and Workplace Bullying: The Mediating Role of Emotional Exhaustions

“…First associated with self-promotion and status pursuit of supervision and next is related hindrance to status pursuit and derogate others. Negative emotions are caused by perception of narcissistic supervision and often, come in form of compromising of wellbeing behaviors (Asrar-ul-Haq & Anjum, 2020). MoreoverAsrar-ul-Haq & Anjum (2020) the defined that narcissistic supervision that is associated with hypersensitive, inflexible, desire of control, lack of empathy and showing anger to subordinates.…”

The Effects of Perceived Narcissistic Supervision and Workplace Bullying on Employee Silence: The Mediating Role of Psychological Contracts Violation

“…Employee voice behaviors and feedback have been also influenced by supervision style .i.e. narcissistic supervision (Asrar-ul-Haq & Anjum, 2020). Narcissistic leadership exists in the organization by its dark personality traits .i.e.…”