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Narcissism and Empowerment: How Narcissism Influences the Trickle‐Down Effects of Organizational Empowerment Climate on Performance

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Listed:
  • Joo Hun Han
  • Hui Liao
  • Seongsu Kim
  • Jian Han

Abstract

The present study proposes a trickle‐down model of employee empowerment in which empowerment climate at the organization level is positively related to the empowering leadership of team leaders and ultimately to individual task performance. Importantly, we hypothesize that team leaders’ and members’ narcissism can respectively inhibit and enable the cross‐level empowerment process by affecting the intended distribution of decision‐making authority and resources between team leaders and members. The analysis of data from 834 team members of 189 teams in 46 organizations reveals that organizational empowerment climate is positively related to team leaders’ empowering leadership when they are less narcissistic. Empowering leadership is positively related to individual task performance when team members are highly narcissistic. Finally, we observe that the combination of less narcissistic leaders and more narcissistic members is a condition under which the indirect effect of organizational empowerment climate on individual task performance through empowering leadership is positive.

Suggested Citation

  • Joo Hun Han & Hui Liao & Seongsu Kim & Jian Han, 2020. "Narcissism and Empowerment: How Narcissism Influences the Trickle‐Down Effects of Organizational Empowerment Climate on Performance," Journal of Management Studies, Wiley Blackwell, vol. 57(6), pages 1217-1245, September.
    • Handle: RePEc:bla:jomstd:v:57:y:2020:i:6:p:1217-1245
    DOI: 10.1111/joms.12533
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    References listed on IDEAS

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    1. Sinha, Ruchi & Janardhanan, Niranjan S. & Greer, Lindred L. & Conlon, Donald E. & Edwards, Jeffery R., 2016. "Skewed task conflicts in teams: what happens when a few members see more conflict than the rest?," LSE Research Online Documents on Economics 88148, London School of Economics and Political Science, LSE Library.
    2. Jiing-Lih Farh & Bor-Shiuan Cheng, 2000. "A Cultural Analysis of Paternalistic Leadership in Chinese Organizations," Palgrave Macmillan Books, in: J. T. Li & Anne S. Tsui & Elizabeth Weldon (ed.), Management and Organizations in the Chinese Context, chapter 4, pages 84-127, Palgrave Macmillan.
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