Patterns and Dynamics of an Arrogance- Competence Theory in Organizations

Padua, R.; Lerin, Mariano M; Tumapon, Teresita T; Pañares, Zosima A.

doi:10.7828/ljher.v6i2.66

Cited by 7 publications

(8 citation statements)

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“…In addition, high levels of arrogance are associated with low self-esteem, low general intelligence, low organizational citizenship behaviours and poor job performance (Silverman et al, 2012: 25). On the other hand, Padua et al (2010) emphasizes the importance of implementing policies that discourage arrogant behaviour in organizations, consistent with the goal of making the organization stronger and more productive.…”

Section: Results and Recommendationsmentioning

confidence: 99%

Örgütsel kibirliliğin küresel akademik performans üzerindeki etkisinin araştırılması

Kaçay

Damar

Eskiler

et al. 2021

Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi

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Ersin ESKİLER 3Fikret SOYER 4 ÖZ: Günümüzde iş birliği, iletişim, bireylerin tutum ve davranışları örgütteki çalışanları olumlu ya da olumsuz şekilde etkileyebilmektedir. Olumsuz bir çalışma ortamında çalışanlar sahip oldukları potansiyeli işlerine yansıtmakta güçlük çekmektedir. Ayrıca çalışanların fikirlerini önemsemeyen, başkalarını küçümseyen, kendisini sürekli üstün gören, büyüklenen ve yüksek gurura sahip yöneticilerin veya çalışanların örgüte ve örgütteki diğer çalışanlara zarar vereceği açıktır. Bu bağlamda çalışmada akademik personelin örgütsel kibirlilik düzeylerinin küresel akademik performans algıları üzerindeki etkisi incelenmiştir. Diğer yandan bu araştırmada, Herbin III (2018) tarafından geliştirilen Örgütsel Kibirlilik Ölçeği'nin Türkçe geçerlik ve güvenirliği test edilmiştir. Ampirik araştırma niteliğinde olan bu araştırmada veri toplama aracı olarak anket tekniği kullanılmıştır. Bu kapsamda kolayda örnekleme yöntemi ile tespit edilen 413 kişilik örneklemden veriler elde edilmiştir. Veri analizinde tanımlayıcı istatistikler, bağımsız gruplar t-testi, açıklayıcı ve doğrulayıcı faktör analizlerinden yararlanılmıştır. Sonuç olarak "Örgütsel Kibirlilik Ölçeği" Türkiye örnekleminde farklı yöntem ve uygulamalarda, Spor Bilimleri Fakülteleri çalışanlarının örgütsel kibir algılarının belirlenmesinde kullanılabilir nitelikte geçerli ve güvenilir bir ölçüm aracıdır. Ayrıca, elde edilen sonuçlara göre; örgütsel kibirliliğin küresel akademik performans üzerinde istatistiksel açıdan anlamlı negatif etkisi bulunmaktadır.

show abstract

Section: Results and Recommendationsmentioning

confidence: 99%

Örgütsel kibirliliğin küresel akademik performans üzerindeki etkisinin araştırılması

Kaçay

Damar

Eskiler

et al. 2021

Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi

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“…For example, a person may be harboring insecurities and low self-esteem, with arrogant attitudes or behaviors used to compensate for perceived or actual inadequacies (Johnson et al, 2010;Padua & Lerin, 2010). Arrogant behaviors may also be the result of a sense of entitlement, with the person confusing desires or opportunities or what they 'deserve', with needs or necessities (Donohue, 2012).…”

Section: What Is Arrogance?mentioning

confidence: 98%

“…If arrogance is a state of being that is as much about the personal characteristics of an individual who displays arrogant attitudes or behaviours as it is about the personal perceptions of those around this individual (Padua & Lerin, 2010), then it behoves the mental health nurse to consider arrogance during their regular clinical supervision (Kaslow, Falender, & Grus, 2012).…”

Section: Clinical Supervisionmentioning

confidence: 99%

“…While these attitudes or behaviors may be a product of the organizations for which people work, arrogance is nevertheless detrimental to collegial relationships, team work, partnerships and, ultimately, organizational outcomes (Padua & Lerin, 2010). Specific to the mental health context, arrogance can also adversely affect therapeutic relationships, undermine advocacy for and the empowerment of consumers and, as such, challenge the outcomes of consumer-centered approaches to health care (Cleary, Walter, & Hungerford, 2014).…”

Section: Introductionmentioning

confidence: 98%

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Arrogance in the Workplace: Implications for Mental Health Nurses

Cleary

Walter

Sayers

et al. 2015

Issues in Mental Health Nursing

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Cultures of performativity may contribute to organizational and individual arrogance. Workplace organizations have individuals who at various times will display arrogance, which may manifest in behaviours, such as an exaggerated sense of self-importance, dismissiveness of others, condescending behaviors and an impatient manner. Arrogance is not a flattering label and irrespective of the reason or the position of power, in the context of organizational behaviors, may not be useful and may even be detrimental to the work environment. Thus, it is timely to reflect on the implications of arrogance in the workplace. Advocacy and empowerment can be undermined and relationships adversely impacted, including the achievement of positive consumer outcomes. This paper provides an introduction to arrogance, and then discusses arrogance to promote awareness of the potential consequences of arrogance and its constituent behaviors.

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“…Academicians with a higher level of talent and knowledge than other professional groups are expected to be arrogant (Demirbilek et al, 2022). It is said that academicians think they are superior and better informed than other academicians due to their specialization in a field (Padua et al, 2010). Because of the high demand from individuals working in higher education institutions, and universities, individuals in those institutions are supposed to be arrogant.…”

Section: Introductionmentioning

confidence: 99%

Örgütsel kibirlilik algısının örgüt içi duygu ve davranışlara etkisi

YAŞAR,

GÜNDOĞAN,

ALKAN

et al. 2023

Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi

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Arrogant behaviors negatively affect relations and communication within the organization. The primary purpose of the research is to determine the effects of colleague arrogance on collaboration, organizational gossip, and emotional exhaustion. Quantitative research method was adopted. Within the scope of the research, a questionnaire form was prepared on an online platform and applied between 16 January-10 February 2023. The questionnaire was sent to the academicians via e-mail, and 391 academicians participated. Looking at the results of the regression analysis, the perception of colleague arrogance has a negative and significant effect on the collaboration of academicians. The perception of colleague arrogance positively and significantly affects the emotional exhaustion of academicians. When we look at another finding, colleague arrogance positively and significantly affects negative work gossip. At the same time, the perception of colleague arrogance does not have a significant effect on positive work gossip. In conclusion, we think this research has brought a different and vital perspective to the perception of colleague arrogance. In organizational arrogance research, the importance of investigating the emotions and behaviors that occur in individuals has been put forward first.

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Patterns and Dynamics of an Arrogance- Competence Theory in Organizations

Cited by 7 publications

References 0 publications

Örgütsel kibirliliğin küresel akademik performans üzerindeki etkisinin araştırılması

Örgütsel kibirliliğin küresel akademik performans üzerindeki etkisinin araştırılması

Arrogance in the Workplace: Implications for Mental Health Nurses

Örgütsel kibirlilik algısının örgüt içi duygu ve davranışlara etkisi

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