A question of false self-esteem Organization-based self-esteem and narcissism in organizational contexts

Purpose - This paper seeks to explore the relationships between organization-based self-esteem and narcissism, and their correlates. It aims to distinguish the two constructs, as well as to examine the degree to which organization-based self-esteem is contaminated by "false self-esteem" (namely, narcissism). Design/methodology/approach - Participants completed questionnaires containing measures of organization-based self-esteem, narcissism, and a variety of motivational, attitudinal, and behavioral consequences. Co-workers rated the participants' extra-role and in-role performance behaviors. Findings - Organization-based self-esteem and narcissism appear to be quite distinct constructs. The organization-based self-esteem scale is unbiased by variance associated with narcissism. Organization-based self-esteem is associated with a variety of positive outcomes. In particular, organization-based self-esteem correlates negatively with hostility, while narcissism correlates positively with hostility. Practical implications - The hypothesized negative attitudes and behaviors of narcissists were not found. However, organizations need to be cautious when delivering negative feedback-to employees high in narcissism. Supervisors need to provide concrete evidence about deficiencies in narcissists' performance when providing feedback. Originality/value - This is the first study to examine the relationships between organization-based self-esteem and narcissism in an organizational context.