Unraveling the Paradoxes of Narcissism: A Dynamic Self-Regulatory Processing Model

Morf, Carolyn C.; Rhodewalt, Frederick

doi:10.1207/s15327965pli1204_1

Cited by 1,774 publications

(1,681 citation statements)

References 92 publications

Supporting

Mentioning

1,539

Contrasting

Unclassified

Order By: Relevance

“…versus "I like to blend in with the crowd." Currently considered the standard measure of subclinical narcissism, the NPI has wellestablished psychometric properties (Morf & Rhodewalt, 2001). One point was assigned for each narcissistic response.…”

Section: Methodsmentioning

confidence: 99%

Identifying and profiling scholastic cheaters: Their personality, cognitive ability, and motivation.

Williams

Nathanson

Paulhus

2010

Journal of Experimental Psychology: Applied

216

161

View full text Add to dashboard Cite

Despite much research, skepticism remains over the possibility of profiling scholastic cheaters. However, several relevant predictor variables and newer diagnostic tools have been overlooked. We remedy this deficit with a series of three studies. Study 1 was a large-scale survey of a broad range of personality predictors of self-reported cheating. Significant predictors included the Dark Triad (Machiavellianism, narcissism, psychopathy) as well as low agreeableness and low conscientiousness. Only psychopathy remained significant in a multiple regression. Study 2 replicated this pattern using a naturalistic, behavioral indicator of cheating, namely, plagiarism as indexed by the Internet service Turn-It-In. Poor verbal ability was also an independent predictor. Study 3 examined possible motivational mediators of the association between psychopathy and cheating. Unrestrained achievement and moral inhibition were successful mediators whereas fear of punishment was not. Practical implications for researchers and educators are discussed.

show abstract

Section: Methodsmentioning

confidence: 99%

Identifying and profiling scholastic cheaters: Their personality, cognitive ability, and motivation.

Williams

Nathanson

Paulhus

2010

Journal of Experimental Psychology: Applied

216

161

View full text Add to dashboard Cite

show abstract

“…Building on Freud's (1914) original conception, psychologists have generally thought of narcissism as a relatively stable personality trait (Campbell, Bush, Brunell, & Shelton, 2005) characterized by a sense of personal superiority (Campbell, Goodie, & Foster, 2004;John & Robins, 1994), grandiosity (Morf & Rhodewalt, 2001), dominance and a desire for power (Emmons, 1987), and a desire for attention and confirmation of their superiority (Bogart, Benotsch, & Pavolic, 2004). Narcissists lack true empathy and therefore can be exploitative, taking credit for others' accomplishments and shifting blame to others (Brunell et al, 2008;Lubit, 2002;Rauthmann, 2012).…”

Section: Narcissism Qualities and Dimensionsmentioning

confidence: 99%

Narcissistic CEOs and executive compensation

OʼReilly¹,

Doerr²,

Caldwell³

et al. 2014

The Leadership Quarterly

228

151

View full text Add to dashboard Cite

Narcissism is characterized by traits such as dominance, self-confidence, a sense of entitlement, grandiosity, and low empathy. There is growing evidence that individuals with these characteristics often emerge as leaders, and that narcissistic CEOs may make more impulsive and risky decisions. We suggest that these tendencies may also affect how compensation is allocated among top management teams. Using employee ratings of personality for the CEOs of 32 prominent high-technology firms, we investigate whether more narcissistic CEOs have compensation packages that are systematically different from their less narcissistic peers, and specifically whether these differences increase the longer the CEO stays with the firm. As predicted, we find that more narcissistic CEOs who have been with their firm longer receive more total direct compensation (salary, bonus, and stock options), have more money in their total shareholdings, and have larger discrepancies between their own (higher) compensation and the other members of their team.

show abstract

“…Women's and men's beliefs about the consequences of aggression diverge considerably, when, for example, the situation provides an opportunity to aggress physically rather than psychologically. In such situations, sex differences in aggression are often relatively large [17].…”

Section: Discussionmentioning

confidence: 99%

Narcissism, Perfectionism and Aggression among Police Officers: Evidence from Pakistan (Lahore)

Rehman¹

2016

Social Crimonol

View full text Add to dashboard Cite

The research investigated relationship between narcissism, perfectionism and aggression among police officers from Pakistan (Lahore). The sample was comprised of N=150 police officers from different police stations of Lahore, Pakistan. Narcissistic Personality Inventory, Multidimensional Perfectionism Scale and Buss & Perry Aggression Scale was used. Results showed that there was significant positive relationship between the narcissism, perfectionism and aggression among police officers. Results also revealed there is no significant gender difference on narcissism, Perfectionism and aggression. Findings highlight importance of reducing the level of aggression among police officers.

show abstract

Unraveling the Paradoxes of Narcissism: A Dynamic Self-Regulatory Processing Model

Cited by 1,774 publications

References 92 publications

Identifying and profiling scholastic cheaters: Their personality, cognitive ability, and motivation.

Identifying and profiling scholastic cheaters: Their personality, cognitive ability, and motivation.

Narcissistic CEOs and executive compensation

Narcissism, Perfectionism and Aggression among Police Officers: Evidence from Pakistan (Lahore)

Contact Info

Product

Resources

About