How narcissism, promotion criteria, and empowering leadership jointly influence creativity through diverse information searching: An expectancy perspective

IF 4.5 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2024-03-22 DOI:10.1177/00187267241239855

Zhiqiang Liu, Kong Zhou, Jie Wang

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引用次数: 0

Abstract

While narcissism is commonly regarded as a dark personality trait associated with many negative outcomes, it also carries potential benefits. How to suppress the negative aspects of narcissism and promote its benefits has important implications for both scholars and practitioners. This study proposes two managerial practices (i.e. promotions based on relative performance and empowering leadership) that motivate employees with high narcissism to bring benefits to the workplace. Drawing on expectancy theory, we theorize that narcissism, promotions based on relative performance, and empowering leadership each influence valence, instrumentality, and expectancy, respectively, thereby driving diverse information searching, which indirectly increases radical and incremental creativity. The results of a multi-time and multi-source field study of 462 employees on 88 teams indicate that narcissism is positively associated with diverse information searching when team leaders evaluate promotions based on relative performance and empower narcissistic employees. Moreover, there is an indirect relationship between a three-way interaction (i.e. narcissism × promotions based on relative performance × empowering leadership) and radical and incremental creativity via diverse information searching. We conclude by discussing the theoretical and practical implications of these findings, offering insights into more effective management of employees with high narcissism at work.

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自恋、晋升标准和授权型领导如何通过多样化信息搜索共同影响创造力：期望视角

虽然自恋通常被认为是一种与许多负面结果相关的阴暗人格特质，但它也有潜在的益处。如何抑制自恋的负面影响并促进其益处，对学者和实践者都有重要意义。本研究提出了两种管理方法（即基于相对绩效的晋升和授权式领导），以激励自恋程度高的员工为工作场所带来益处。借鉴期望理论，我们推测自恋、基于相对绩效的晋升和授权型领导分别会影响情绪、工具性和期望，从而推动多样化的信息搜索，间接提高激进型和渐进型创造力。一项对 88 个团队的 462 名员工进行的多时间、多来源实地研究结果表明，当团队领导根据相对绩效评估晋升并对自恋员工授权时，自恋与多样化信息搜索呈正相关。此外，三方互动（即自恋×基于相对绩效的晋升×授权型领导）与通过多样化信息搜索的激进和渐进创造力之间存在间接关系。最后，我们将讨论这些发现的理论和实践意义，为更有效地管理工作中高度自恋的员工提供启示。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.