孤芳自赏还是乐于助人?员工自恋对亲社会行为的影响

doi:10.3724/SP.J.1041.2022.00300

摘要/Abstract

摘要：

本研究通过整合自恋双元理论和特质激活理论, 探讨欣赏型自恋、敌对型自恋对员工亲社会行为的影响机制, 深入分析了员工关系趋近型动机和关系回避型动机的中介作用以及任务相互依赖性的调节作用。通过对来自员工-同事二阶段配对的235份数据进行分析, 结果发现: 欣赏型自恋对员工亲社会行为具有显著的正向影响, 敌对型自恋对员工亲社会行为具有显著的负向影响; 关系趋近型动机在欣赏型自恋与员工亲社会行为之间发挥着中介作用, 关系回避型动机在敌对型自恋与员工亲社会行为之间没有发挥中介作用; 任务相互依赖性不仅正向调节欣赏型自恋与员工关系趋近型动机的直接效应, 而且还正向调节着欣赏型自恋通过关系趋近型动机对亲社会行为的间接效应。

关键词: 欣赏型自恋, 敌对型自恋, 关系趋近型动机, 关系回避型动机, 亲社会行为, 任务相互依赖性

Abstract:

Narcissism is a personality trait characterized by an inflated self-image, a strong sense of psychological superiority and entitlement, and a low level of empathy. As narcissism has a substantial impact on employees’ work quality, happiness, satisfaction, and interpersonal relationships, employee narcissism has become an important topic of research among scholars and management practitioners, who have called for further research on the behavior of narcissistic employees in the process of interpersonal interaction. However, research on the impact of employee narcissism on prosocial behavior has reached inconsistent conclusions; thus, the mechanisms by which employee narcissism affects prosocial behavior need to be further explored. To fill this theoretical gap, we drew on the Narcissistic Admiration and Rivalry Concept (NARC), and hypothesized that employees’ narcissistic admiration has a positive impact on prosocial behavior via relational approach motivation and that narcissistic rivalry has a negative impact on prosocial behavior via relational avoidance motivation. We further expected task interdependence, as an important situational factor, to directly influence employees’ expression of different narcissistic traits and motivation and their subsequent prosocial behavior.
We tested these hypotheses in a field sample of 235 employee-colleague dyads using a time-lag research design. The data were collected by administering the Narcissistic Admiration and Rivalry Scale, the Approach and Avoidance Scale, the Task Interdependence Scale, and the Prosocial Behavior Scale. At Time 1, we collected the employees’ demographic variables (gender, age, and educational background) and asked them to rate their narcissistic admiration, narcissistic rivalry, and task interdependence. At Time 2 (approximately one month after Time 1), the employees rated their relational approach motivation and relational avoidance motivation, and their colleagues were asked to rate these employees’ prosocial behavior. We applied confirmatory factor analysis, descriptive statistics and correlation analysis, path analysis, and bootstrap methods using SPSS 24.0 and Mplus 7.4 to analyze the data from the 235 employee-colleague pairs.
Confirmatory factor analysis was performed to examine the discriminant validity of the key variables (i.e., narcissistic admiration, narcissistic rivalry, task interdependence, relational approach motivation, relational avoidance motivation, and prosocial behavior), and the results confirmed discriminant validity. Next, we used path and bootstrap analyses to test the hypotheses. The results were as follows: (1) narcissistic admiration had a significant positive impact on employees’ prosocial behavior; (2) narcissistic rivalry had a significant negative impact on employees’ prosocial behavior; (3) relational approach motivation mediated the relationship between narcissistic admiration and prosocial behavior, however, relational avoidance motivation didn’t mediate the relationship between narcissistic rivalry and prosocial behavior; and (4) task interdependence played a moderating role in the relationship between narcissistic admiration and relational approach motivation and further moderated the indirect effect of narcissistic admiration on employees’ prosocial behavior via relational approach motivation.
This study makes several contributions to the literature on narcissism. First, it explores the double-edged effects of narcissistic admiration and narcissistic rivalry on employees’ prosocial behavior, thereby helping scholars better understand these traits. It also explains the inconsistent results of previous studies on the relationship between employee narcissism and prosocial behavior. Second, based on the concepts of narcissistic admiration and narcissistic rivalry, this study explores the mechanisms of both traits on employees’ prosocial behavior. Although the mediating role of relational avoidance motivation was not significant, this gives us another important insight that future researches can try to independently examine the influence effects, mechanisms, and boundary conditions of narcissistic admiration and narcissistic rivalry without being overly tied to the NARC framework. Third, by integrating trait activation theory, this study investigates the important role of a situational factor (i.e., task interdependence) in the relationships between narcissistic admiration, narcissistic rivalry, and employees’ prosocial behavior, which can help organizational managers better understand the roles of narcissistic admiration and narcissistic rivalry.

Key words: narcissistic admiration, narcissistic rivalry, relational approach motivation, relational avoidance motivation, prosocial behavior, task interdependence

中图分类号:

B849: C93

刘文兴, 祝养浩, 柏阳, 王海江, 韩翼. (2022). 孤芳自赏还是乐于助人?员工自恋对亲社会行为的影响. 心理学报, 54(3), 300-312.

LIU WenXing, ZHU YangHao, BAI Yang, WANG HaiJiang, HAN Yi. (2022). Indulge in self-admiration or offer help to others? The influence of employee narcissism on prosocial behavior. Acta Psychologica Sinica, 54(3), 300-312.

图/表 6

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因素	χ²	df	χ²/df	∆χ²/∆df	CFI	TLI	RMSEA	SRMR
六因子模型(AN; RN; TI; APM; AVM; PSB)	374.99	120	3.13	/	0.94	0.92	0.10	0.06
五因子模型(AN+RN; TI; APM; AVM; PSB)	748.51	125	5.99	373.52(5)^***	0.85	0.82	0.15	0.10
四因子模型(AN+RN; TI; APM+AVM; PSB)	1495.17	129	11.59	1120.19(9)^***	0.67	0.61	0.21	0.15
三因子模型(AN+RN+TI; APM+AVM; PSB)	2252.12	132	17.06	1877.14(12)^***	0.49	0.41	0.26	0.19
二因子模型(AN+RN+TI; APM+AVM+PSB)	2799.65	134	20.89	2424.66(14)^***	0.36	0.26	0.29	0.20
单因子模型(AN+RN+TI+APM+AVM+PSB)	3573.91	135	26.47	3198.93(15)^***	0.17	0.06	0.33	0.26

因素	χ²	df	χ²/df	∆χ²/∆df	CFI	TLI	RMSEA	SRMR
六因子模型(AN; RN; TI; APM; AVM; PSB)	374.99	120	3.13	/	0.94	0.92	0.10	0.06
五因子模型(AN+RN; TI; APM; AVM; PSB)	748.51	125	5.99	373.52(5)^***	0.85	0.82	0.15	0.10
四因子模型(AN+RN; TI; APM+AVM; PSB)	1495.17	129	11.59	1120.19(9)^***	0.67	0.61	0.21	0.15
三因子模型(AN+RN+TI; APM+AVM; PSB)	2252.12	132	17.06	1877.14(12)^***	0.49	0.41	0.26	0.19
二因子模型(AN+RN+TI; APM+AVM+PSB)	2799.65	134	20.89	2424.66(14)^***	0.36	0.26	0.29	0.20
单因子模型(AN+RN+TI+APM+AVM+PSB)	3573.91	135	26.47	3198.93(15)^***	0.17	0.06	0.33	0.26

变量	1	2	3	4	5	6	7	8	9	10	11	12
1. 性别
2. 年龄	0.31^**
3. 教育程度	-0.06	-0.29^**
4. 行业性质1	-0.08	-0.01	-0.12
5. 行业性质2	0.03	0.01	0.06	-0.31^**
6. 行业性质3	0.04	-0.02	0.07	-0.33^**	-0.37^**
7. AN	-0.11	-0.27^**	-0.19^**	0.10	-0.03	-0.05
8. RN	0.03	-0.06	-0.22^**	0.04	-0.08	0.02	0.41^**
9. TI	0.04	0.07	0.17^**	0.03	0.09	-0.11	-0.10	0.02
10. APM	0.06	-0.19^**	0.11	-0.09	0.07	-0.05	0.18^**	0.03	-0.01
11. AVM	0.06	-0.05	-0.11	0.10	-0.08	0.03	0.07	0.20^**	0.04	-0.30^**
12. PSB	-0.07	-0.24^**	0.21^**	-0.12	0.11	-0.01	0.18^**	-0.20^**	-0.03	0.44^**	-0.19^**
平均值	0.57	29.05	3.36	0.22	0.26	0.28	3.84	2.25	3.50	5.55	1.40	5.78
标准差	0.50	6.59	1.07	0.42	0.44	0.45	0.57	0.73	1.38	0.93	0.67	0.91

变量	1	2	3	4	5	6	7	8	9	10	11	12
1. 性别
2. 年龄	0.31^**
3. 教育程度	-0.06	-0.29^**
4. 行业性质1	-0.08	-0.01	-0.12
5. 行业性质2	0.03	0.01	0.06	-0.31^**
6. 行业性质3	0.04	-0.02	0.07	-0.33^**	-0.37^**
7. AN	-0.11	-0.27^**	-0.19^**	0.10	-0.03	-0.05
8. RN	0.03	-0.06	-0.22^**	0.04	-0.08	0.02	0.41^**
9. TI	0.04	0.07	0.17^**	0.03	0.09	-0.11	-0.10	0.02
10. APM	0.06	-0.19^**	0.11	-0.09	0.07	-0.05	0.18^**	0.03	-0.01
11. AVM	0.06	-0.05	-0.11	0.10	-0.08	0.03	0.07	0.20^**	0.04	-0.30^**
12. PSB	-0.07	-0.24^**	0.21^**	-0.12	0.11	-0.01	0.18^**	-0.20^**	-0.03	0.44^**	-0.19^**
平均值	0.57	29.05	3.36	0.22	0.26	0.28	3.84	2.25	3.50	5.55	1.40	5.78
标准差	0.50	6.59	1.07	0.42	0.44	0.45	0.57	0.73	1.38	0.93	0.67	0.91

任务相互依赖性	间接效应	标准误	间接效应的95% CI
低任务相互依赖性	0.06	0.05	-0.02	0.16
高任务相互依赖性	0.21	0.07	0.08	0.36
高与低条件下的间接效应差异	0.14	0.07	0.03	0.30