...
  • 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of managerial psychology >A question of false self-esteem Organization-based self-esteem and narcissism in organizational contexts
【24h】

A question of false self-esteem Organization-based self-esteem and narcissism in organizational contexts

机译：虚假的自尊的问题组织背景中基于组织的自尊和自恋

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Purpose - This paper seeks to explore the relationships between organization-based self-esteem and narcissism, and their correlates. It aims to distinguish the two constructs, as well as to examine the degree to which organization-based serf-esteem is contaminated by "false self-esteem" (namely, narcissism). Design/methodology/approach - Participants completed questionnaires containing measures of organization-based self-esteem, narcissism, and a variety of motivational, attitudinal, and behavioral consequences. Co-workers rated the participants' extra-role and in-role performance behaviors. Findings - Organization-based serf-esteem and narcissism appear to be quite distinct constructs. The organization-based self-esteem scale is unbiased by variance associated with narcissism. Organization-based self-esteem is associated with a variety of positive outcomes. In particular, organization-based self-esteem correlates negatively with hostility, while narcissism correlates positively with hostility. Practical implications - The hypothesized negative attitudes and behaviors of narcissists were not found. However, organizations need to be cautious when delivering negative feedback to employees high in narcissism. Supervisors need to provide concrete evidence about deficiencies in narcissists' performance when providing feedback. Originality/value - This is the first study to examine the relationships between organization-based self-esteem and narcissism in an organizational context.
机译：目的-本文旨在探讨基于组织的自尊与自恋之间的关系及其相关性。它旨在区分这两种构造，并研究基于组织的农奴自尊受到“虚假的自尊”（即自恋）的污染程度。设计/方法/方法-参与者完成了问卷调查，其中包含基于组织的自尊，自恋和各种动机，态度和行为后果的度量。同事对参与者的角色外和角色内行为进行了评分。调查结果-基于组织的自尊和自恋似乎是截然不同的结构。基于组织的自尊量表不受与自恋相关的差异的偏见。基于组织的自尊与各种积极成果相关。特别是，基于组织的自尊与敌对负相关，而自恋与敌对正相关。实际意义-未发现自恋者的假设消极态度和行为。但是，在向自恋型员工提供负面反馈时，组织必须谨慎。主管在提供反馈时需要提供有关自恋者表现不足的具体证据。原创性/价值-这是首次研究在组织环境中基于组织的自尊与自恋之间的关系的研究。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号