Narcissism in organizations is becoming increasingly prevalent, as evidenced by the growing number of CEOs that seek acclaim and dominance, often at the expense of others (Chatterjee, 2017). Narcissism is defined as “individuals for whom enhancing the positivity of the self (specifically, to achieve status and esteem) is overwhelmingly important” (Campbell, 2004), and most often wields a detrimental influence on organizations. In the management literature, efficacy is defined as “a person’s estimate that a given behavior will lead to certain outcomes” (Bandura, 1977), and employees who hold a stronger sense of personal self-efficacy will display more active efforts to improve their organization (Bandura, 1977). Using a sample of 257 full-time employees, we explore the relationship between narcissism and efficacy in terms of promotive voice, which is focused on proactively pointing out opportunities for improvement (Liang, 2012). Additionally, we explore how this relationship is altered by voice setting, seeing as how the social setting in which voice occurs can affect managerial reactions to it (Isaakyan, 2018). Results confirm our hypothesis that employee voice behavior will be negatively correlated to managerial narcissism, and this relationship is mediated by efficacy, and moderated by voice setting.
Harrison, Jake and Romney, Alexander C.
"Creating Silence: How Managerial Narcissism Decreases Employee Voice,"
Curiosity: Vol. 1
, Article 2.
Available at: https://digitalcommons.usu.edu/curiosity/vol1/iss1/2