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The Relationship Between Top Leaders' Observed Narcissistic Behaviors and Workplace Bullying Deborah A Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 1-1-2011 The Relationship Between Top Leaders' Observed Narcissistic Behaviors and Workplace Bullying Deborah A. Regnaud Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Organizational Behavior and Theory Commons, Personality and Social Contexts Commons, and the Vocational Rehabilitation Counseling Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Social and Behavioral Sciences This is to certify that the doctoral dissertation by Deborah Regnaud has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Jason Etchegaray, Committee Chairperson, Psychology Faculty Dr. Amanda Evans, Committee Member, Psychology Faculty Dr. Rodney Ford, University Reviewer, Psychology Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2014 Abstract The Relationship Between Top Leaders’ Observed Narcissistic Behaviors and Workplace Bullying by Deborah A. Regnaud MBA, Lindenwood University, 1996 BS, Lindenwood University, 1999 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Psychology Walden University August 2014 Abstract Workplace bullying is a global problem that leaves workers emotionally harmed and organizations financially strapped; yet in many cases, business leaders fail to adequately address the problem. The purpose of this research was to determine if the top leader had a direct impact on the presence of bullying within the workplace. Based on personality trait theory as a theoretical foundation, the key issue this study explored was the relationship between the presence of workplace bullying and observed narcissistic behaviors exhibited by the top leader. Participants consisted of 84 human resources professionals reporting directly to the CEO/president of companies located in the United States. Observer-rated assessments were used to measure the leader’s observed narcissistic behaviors along with the prevalence of bullying within the workplace. Logistic regression and Pearson correlation were used to analyze assessment data. Results revealed a strong and positive relationship between top leaders’ observed narcissistic behaviors and the presence of bullying within the organization. These results suggest the top leader may not only directly impact the presence of workplace bullying, but may actually create the problem. This study contributes to social change by providing support for the need to use personality assessments when hiring or promoting top leaders. By identifying those who contribute to the sustainability of bullying, these individuals can be excluded from the selection process and workplace bullying will therefore be minimized, improving the well-being of employees and the financial performance of organizations, world-wide. The Relationship Between Top Leaders’ Observed Narcissistic Behaviors and Workplace Bullying by Deborah A. Regnaud MA, Lindenwood University, 1996 BS, Lindenwood University, 1999 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Psychology Walden University August 2014 UMI Number: 3633423 All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted. Also, if material had to be removed, a note will indicate the deletion. UMI 3633423 Published by ProQuest LLC (2014). Copyright in the Dissertation held by the Author. Microform Edition © ProQuest LLC. All rights reserved. This work is protected against unauthorized copying under Title 17, United States Code ProQuest LLC. 789 East Eisenhower Parkway P.O. Box 1346 Ann Arbor, MI 48106 - 1346 Dedication This dissertation is dedicated to my husband Angus (Gus) Louis Leigh Regnaud, who provided much needed encouragement and support throughout this long journey while selflessly sacrificing personal needs and precious family time. I would also like to thank my father (Charles F. Sobolewski) for his natural curiosity, intelligence, and logical view of the world along with my mother (Mary Sobolewski) for her exceptional tenacity, drive, and spirit; without them I would not be the person I am. Acknowledgments I would like to acknowledge Dr. Jason Etchegaray who kindly accepted the role of Committee Chair despite having no previous interactions with me. His responsiveness, guidance, and advice have been crucial to the successful completion of this project. I would also like to acknowledge Dr. Amanda Evans who provided valuable feedback as my methods expert. Additionally, I would like to thank Dr. Richard Thompson from the Psychology department at Walden University for his mentorship and willingness to read and respond to my many emails. His honest feedback, belief in my abilities, and kind words were invaluable to getting me to this point and for this I will always be grateful. Finally, a special thanks to Dr. Patricia Griffin for listening to my rants and sharing her knowledge. We started on this journey together and although she finished first, her success provided me the motivation to continue and belief it could be done. Table of Contents List of Tables ..................................................................................................................... iv Chapter 1: Introduction to the Study ....................................................................................1 Background ....................................................................................................................2 Consequences .......................................................................................................... 4 Employer Response ................................................................................................ 6 Problem Statement .........................................................................................................8 Theoretical Framework ................................................................................................10 Purpose of the Study ....................................................................................................11 Nature of the Study ......................................................................................................12 Research Questions and Hypotheses .................................................................... 14 Significance..................................................................................................................19 Scope and Delimitations ..............................................................................................19 Assumptions and Limitations ......................................................................................20 Definition of Key Terms ..............................................................................................22 Summary ......................................................................................................................23 Chapter 2: Literature Review .............................................................................................26 Introduction ..................................................................................................................26 Theoretical Foundation ................................................................................................28 Organizational Culture .................................................................................................30 Organizational Culture and Bullying .................................................................... 30 Leadership and Organizational Culture ................................................................ 35 i Leadership ....................................................................................................................38 Destructive Leadership ......................................................................................... 39 Leadership Style and Bullying .............................................................................. 41 Leadership and Personality ................................................................................... 44 Narcissism ....................................................................................................................48 Narcissism and Leadership ................................................................................... 51 Narcissism and Bullying ....................................................................................... 55 Conclusion ...................................................................................................................58 Chapter 3: Methodology ....................................................................................................62 Introduction ..................................................................................................................62 Research
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