Abstract
Organizational narcissism occurs when their members have unrealistic beliefs about their organizations’ attributes such as it is extraordinary, omnipotent and omniscient among others. Since this belief may be harmful for organizational efficiency, investigating the antecedents of that feeling of grandiose would be very explanatory for future research. Our previous study which has been conducted to investigate the moderating effect of organizational collectivism and individualism on the relationship between employee engagement and organizational narcissism, revealed only the presence of moderating effect of individualism on the proposed relationship. Moreover, the result of our first study showing both collectivism and individualism have positive relationships with organizational narcissism has been surprising, because it has been considered that collectivism and individualism were two opposite poles of the culture in an organization. However, it has been very enlightening to discover that an organization may have collectivist and individualist at the same time, but with a different intensity. Therefore, this following brand-new study aims to reinvestigate the effect of organizational culture on the relationship between organizational engagement and organizational narcissism, but this time, a cluster analysis will be conducted to indicate the effect of engagement on organizational narcissism in four different combinations in which collectivism and individualism are high or low in each pattern. It has been planned to collect data from 400 white workers from Istanbul, Turkey; and we expect to show different moderating effects of each pattern of collectivist and individualist cultural attributes on the relationship between organizational engagement and organizational narcissism.
Presenters
Elif Özge ErbayAssistant Professor, Psychology, Istanbul Aydin University, Turkey Hande Tasa
Assistant professor, Psychology, Istanbul Aydin University, Istanbul, Turkey
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
KEYWORDS
Organizational Narcissism, Organizational Culture, Organizational Engagement, Cluster Analysis
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