Narcissism is an important topic in the fields of social and personality psychology. In recent years, with the increase in narcissistic employees in organizations, scholars in the field of organizational management have also paid more and more attention to research related to narcissism. Grandiose narcissism and vulnerable narcissism are the two basic types of narcissism, and the negative effects of vulnerable narcissism have been universally recognized by the academic community, while the impact of grandiose narcissism remains controversial, especially its effect on prosocial behavior. Organizational citizenship behavior is a prosocial behavior in organizations that has a positive impact on employee performance and corporate performance. Previous research has shown that the Narcissistic Admiration and Rivalry Concept (NARC) is an effective way to explain previous controversies. Therefore, the current research explores the effects of grandiose narcissism一narcissistic admiration and narcissistic rivalry一on organizational citizenship behavior based on NARC. At the same time, prosocial motivation, which has received less attention in previous research but is an important antecedent variable for prosocial behavior, is introduced as a mediator; and the organizational political climate, which is more sensitive to narcissism, is introduced as a moderator based on the trait activation theory, and a corresponding moderated mediation model is established.
Based on an online questionnaire survey platform, data from 400 full-time employees was effectively attained. The results of the correlation analysis showed that narcissistic admiration was significantly positively correlated with organizational citizenship behavior, while narcissistic rivalry was significantly negatively related to organizational citizenship behavior. The path analysis results based on the structural equation model showed that narcissistic admiration was significantly positively correlated with prosocial motivation, while narcissistic rivalry was significantly negatively correlated with prosocial motivation. Controlling for approach and avoidance motivation, prosocial motivation was significantly positively correlated with organizational citizenship behavior. Narcissistic admiration had a positive effect on organizational citizenship behavior through prosocial motivation, while narcissistic rivalry had a negative effect on organizational citizenship behavior through prosocial motivation. The hierarchical regression analysis showed that the organizational political climate positively moderated the positive relationship between narcissistic admiration and prosocial motivation and negatively moderated the negative relationship between narcissistic rivalry and prosocial motivation. The results of the Process analysis further showed that the organizational political climate positively moderated the positive effect path of narcissistic admiration on organizational citizenship behavior through prosocial motivation, that is, the higher the level of organizational political climate, the stronger the positive effect of narcissistic admiration on organizational citizenship behavior through prosocial motivation. The organizational political climate positively moderated the negative effect path of narcissistic rivalry on organizational citizenship behavior through prosocial motivation, that is, the higher the level of organizational political climate, the weaker the negative effect of narcissistic rivalry on organizational citizenship behavior through prosocial motivation. Based on the results, the theoretical contribution and practical implications of this study are discussed.
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