CEO-TMT 界面的自恋:衡量高管自恋程度并测试其对 TMT 构成的影响

IF 9.3 1区 管理学 Q1 BUSINESS
Sebastian Junge, Lorenz Graf-Vlachy, Moritz Hagen, Franziska Schlichte
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引用次数: 0

摘要

现有的战略领导力文献已经证实了首席执行官(CEO)的自恋对公司业绩的重大而微妙的影响,而对群体自恋的心理学研究则强调了自恋对人际动态的重要性。然而,关于战略领导者的自恋与首席执行官-高层管理团队(TMT)界面的研究却很少,尤其是与 TMT 构成方式相关的研究。因此,我们在本文中研究了两个问题。首先,我们研究了首席执行官的自恋如何直接影响 TMT 构成的两个方面--新任命的 TMT 成员的自恋和 TMT 的人员流动。其次,我们考虑了 TMT 自恋对 CEO 自恋和 TMT 人员流动之间关系的调节作用。为了验证我们的理论,我们开发并广泛验证了一种基于 LinkedIn 资料的新测量方法,该方法允许我们捕捉非 CEO 高管的自恋程度。我们在 S&P 1500 家公司的大量高管样本中发现,我们的预测在 5 年时间框架内得到了大量支持。我们将讨论我们的研究结果对高管自恋、TMT 构成以及 CEO-TMT 界面的贡献和影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Narcissism at the CEO–TMT Interface: Measuring Executive Narcissism and Testing Its Effects on TMT Composition
Extant strategic leadership literature has established the substantial and nuanced implications of narcissism in chief executive officers (CEOs) for firm outcomes, and psychological research on narcissism in groups highlights the importance of narcissism for interpersonal dynamics. However, there is little research on strategic leaders’ narcissism and the CEO–top management team (TMT) interface, especially related to its configuration by way of TMT composition. In this article, we therefore study two issues. First, we examine how CEO narcissism directly affects two aspects of TMT composition—the narcissism of newly appointed TMT members and TMT turnover. Second, we consider the moderating effect of TMT narcissism on the relationship between CEO narcissism and TMT turnover. To be able to test our theory, we develop and extensively validate a novel measure based on LinkedIn profiles that allows us to capture the narcissism of non-CEO executives. We find substantial support for our predictions in a large sample of executives of S&P 1500 corporations across a 5-year time frame. We discuss the contributions and implications of our findings for the literatures on executive narcissism, TMT composition, and the CEO–TMT interface.
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来源期刊
CiteScore
22.40
自引率
5.20%
发文量
0
期刊介绍: The Journal of Management (JOM) aims to publish rigorous empirical and theoretical research articles that significantly contribute to the field of management. It is particularly interested in papers that have a strong impact on the overall management discipline. JOM also encourages the submission of novel ideas and fresh perspectives on existing research. The journal covers a wide range of areas, including business strategy and policy, organizational behavior, human resource management, organizational theory, entrepreneurship, and research methods. It provides a platform for scholars to present their work on these topics and fosters intellectual discussion and exchange in these areas.
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