Narcissistic leadership and employees’ knowledge sharing: Influence of organizational identification and collectivism

Xiaohong Xiao1, Fengzhong Liu1, Fangfang Zhou1, Silu Chen2
1School of Business Administration, Guizhou University of Finance and Economics, People’s Republic of China
2Department of Business Administration, Central China Normal University, People’s Republic of China
Cite this article:  Xiao, X., Liu, F., Zhou, F., & Chen, S. (2018). Narcissistic leadership and employees’ knowledge sharing: Influence of organizational identification and collectivism. Social Behavior and Personality: An international journal, 46(8), 1317-1330.

Volume 46 Issue 8 | e7034 | Published: August 2018 | DOI: https://doi.org/10.2224/sbp.7034

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We examined the effects of narcissistic leadership on employees’ knowledge sharing by analyzing the mediating role of organizational identification and the moderating role of collectivism. Using structural equation modeling and hierarchical regression we analyzed 228 sets of paired data obtained from employees and their immediate supervisors at organizations in China. We found that narcissistic leadership had a negative effect on knowledge sharing among our respondents, and that organizational identification fully mediated the relationship between narcissistic leadership and knowledge sharing. Moreover, collectivism positively moderated the relationship between narcissistic leadership and knowledge sharing. Implications for research and practice are discussed.

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