Leaders’ narcissism and organizational cynicism in healthcare organizations
International Journal of Workplace Health Management
ISSN: 1753-8351
Article publication date: 2 October 2017
Abstract
Purpose
Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s organizational cynicism. Specifically, the authors take a relational approach by introducing employee’s psychological strain as the mediator. The moderating role of psychological capital in the relationship between leaders’ narcissism and employee’s cynicism is also considered.
Design/methodology/approach
The data of this study encompass 1,215 certified nurses from 15 university hospitals in Turkey. Hierarchical multiple regression analysis was conducted to test the proposed model.
Findings
The statistical results of this study supported the positive effect of leaders’ narcissism on employee’s cynicism as well as the mediating effect of employee’s psychological strain. Moreover, when the level of psychological capital is high, the relationship between leaders’ narcissism and organizational cynicism is weak, whereas the effect is strong when the level of psychological capital is low.
Practical implications
The findings of this study suggest that managers in the healthcare industry should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce employee cynicism. Moreover, managers should pay more attention to the buffering role of psychological capital for those employees with high psychological strain and showing organizational cynicism.
Originality/value
As the healthcare sector continues to go through a transformational change, it is important to identify organizational factors that affect employee attitudes. There is limited empirical evidence about the determinants of cynicism, particularly in the healthcare sector environment. This study contributes to the literature on organizational cynicism by revealing the relational mechanism between leaders’ narcissism and employee cynicism. The paper also offers a practical assistance to employees in the healthcare management and their leaders interested in building trust, increasing leader-employee relationship and reducing organizational cynicism.
Keywords
Acknowledgements
The publisher wishes to retract the article Hakan Erkutlu and Jamel Chafra (2017), “Leaders’ narcissism and organizational cynicism in healthcare organizations”, published in the International Journal of Workplace Health Management, Vol. 10 No. 5, pp. 346-363, https://doi.org/10.1108/IJWHM-12-2016-0090. This is because a substantial portion of the article is taken, without attribution, from earlier articles.
These sources are Hakan Erkutlu and Jamel Chafra (2017), “Leader narcissism and subordinate embeddedness: the moderating roles of moral attentiveness and behavioral integrity”, published in the EuroMed Journal of Business, Vol. 12 No. 2, pp. 146-162, https://doi.org/10.1108/EMJB-04-2016-0012 and Hakan Erkutlu (2014), “Exploring the moderating effect of psychological capital on the relationship between narcissism and psychological wellbeing”, published in the Procedia – Social and Behavioural Sciences, Vol. 150, pp. 1148-1156. www.sciencedirect.com/science/article/pii/S1877042814051799?via%3Dihub
The International Journal of Workplace Health Management guidelines make it clear that articles must be original and must not infringe any existing copyright. The journal sincerely apologises to its readers.
Citation
Erkutlu, H. and Chafra, J. (2017), "Leaders’ narcissism and organizational cynicism in healthcare organizations", International Journal of Workplace Health Management, Vol. 10 No. 5, pp. 346-363. https://doi.org/10.1108/IJWHM-12-2016-0090
Publisher
:Emerald Publishing Limited
Copyright © 2017, Emerald Publishing Limited