The Relationship Between Employee Narcissism And Team-Member Exchange Quality: The Mediating Role Of Impression Management And The Moderating Role Of Work Group Tenure
This research aims to introduce Narcissistic Admiration and Rivalry Concept (NARC) and Contextual Reinforcement Model to depict benefits and dynamic characteristic of narcissism in the field of management where relatively negative aspects of narcissism have been emphasized. In management literature, there has been more research related to leader or CEO narcissism and authors have been focused more on negative features of this feature. On the other hand, we pay attention to the benefit side of narcissism in the workplace. Specifically, current research maintains that the relationship between employee narcissism and team-member exchange quality (perception of the focal employee) can be positive. Additionally, we expect such positive relationship to be mediated by impression management tactics because narcissism is related with pursuing desirable self-images and such impression management tactics can be beneficial to interpersonal relationships, generating sound evaluations from others. Specifically, we maintain that three tactics of ingratiation, self-promotion, and exemplification, respectively, will mediate the relation between employee narcissism and the perception of TMX quality because narcissists will be likely to ingratiate, promote oneself, and exemplify to preserve the grandiose image. However, on the dynamic perspective, it is expected that the benefit of narcissism will be decreased as time passes because the effortful impression management can deplete self-regulatory resources of narcissists so that they less engage in image making tactics which can create satisfying exchange relationships with other team members. In the emerging stage of a relationship, narcissists attract their partners with various charming behaviors, but in the enduring stage they show low emotional intimacy with high costs to others. Specifically, it has been reported that narcissists in the emerging stage of romantic relationships have a higher chance of short-term mating success (Foster, Shrira, & Campbell, 2006) and their partners experience an exciting relationship and high satisfaction (Foster et al., 2003). However, in enduring stage narcissists less commit to relationships (Campbell & Foster, 2002) and be disloyal to the partners (Buss &Shaackelford, 1997) resulting in dissatisfaction to the partners (Brunell, Campbell, Smith, &Krusemark, 2004; Campbell, 2005). Consequently, the benefits of narcissism in the early stage decreases as time passes. Consequently, positive team-member exchange relationship through impression management in the emerging phase is expected to be weakened along with the time that narcissists spends within a team. 408 employees from various organizations in South Korea completed the online survey and Hayes PROCESS was used to test the moderated mediation model. The design of this research is cross-sectional and all the data are self-reported from focal employees. We organized an online survey using Qualtrics.com with questionnaires including scale items that are related to this research. Originally, the surveys were distributed to 584 employees and 427 respondents completed surveys (73% response rate). After deleting surveys with inappropriate answers, the final sample consists of 408 employees from various industry (e.g., information technology, service, manufacturing, financing, medical, and etc.) in South Korea. Results indicate that narcissism is positively related to team-member exchange quality via only ingratiation and that time (work group tenure) negatively moderated this mediation. Explanations of no supports on other two mediators (self-promotion & exemplification), contributions, and implications are discussed along with limitations and future research directions.