Status: ongoing
Description
Based on paradox theory and dyadic data, this present research project focuses on the effects of narcissism and humility on both subjective and objective career success through the lens of a new work environment. Dark personality traits like those of the Dark Triad, especially narcissism, are partially successful (Spurk, D., Keller, A. C., & Hirschi, A., 2016). Today, as organizational surroundings get more global, dynamic and competing, contrasting demands intensify. Under such volatile conditions, required personality profiles might change for people to succeed. Regarding these changes, researchers and practitioners are increasingly embracing paradox theory, which indicates that “contradictory elements exist simultaneously and persist over time” (Smith &Lewis, 2011, p. 386). While humility and narcissism might seem unlikely to coexist in one individual, the paradox perception suggests otherwise that the combination can even be potentially complementary (e.g., Zhang, Ou, Tsui, Wang, 2017; Chen, Xie, & Chang, 2011; Fang, 2012; Kaiser & Overfield, 2010). A famous example for this personality duet would be Steve Jobs, who was still considered narcissistic, but his narcissism appeared balanced with a degree of humility (Waldman, 2015). Research has already shown that it is possible for narcissism and humility to work together harmoniously for example to predict leader effectiveness (Owens, Wallace, Waldman, 2015) or to deliver innovative performance and to foster an modern culture (Zhang, Ou, Tsui, Wang , 2017).
This studies’ recruited sample has a total size of 398 participants, hence 199 dyadic pairs. Our results show that individuals high on narcissism are objectively successful, but in combination with humility they are only successful in a new work environment. Further, humility is crucial for subjective success indicators.
Involved Persons
