Abstract Drawing upon social exchange theory, this research investigates how and when supervisor narcissism influences subordinates’ performance. Study 1 uses a two-wave survey and reveals that supervisor narcissism is negatively related to subordinates’ in-role performance. Subordinates’ affective organizational commitment mediates the relationship between supervisor narcissism and subordinates’ in-role performance. Moreover, the mediating effect is moderated by subordinates’ power distance orientation such that the mediation is weaker when power distance orientation is higher. Study 2 utilizes experimental research to replicate and extend the findings of Study 1. It shows that supervisor narcissism also negatively influences subordinates’ extra-role performance. Subordinates’ affective organizational commitment also mediates the relationship between supervisor narcissism and extra-role performance. Moreover, power distance orientation also moderates the mediating effect.

中文翻译：

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主管自恋与员工绩效：情感组织承诺与权力距离取向的调节中介模型

摘要 本研究借鉴社会交换理论，探讨了上司自恋如何以及何时影响下属的绩效。研究 1 使用两波调查显示，上司自恋与下属的在职绩效呈负相关。下属的情感组织承诺在上司自恋与下属在职绩效之间起中介作用。此外，下级的权力距离取向调节了中介作用，权力距离取向越高，中介作用越弱。研究 2 利用实验研究来复制和扩展研究 1 的发现。它表明上级自恋也会对下属的角色外绩效产生负面影响。下属的情感组织承诺也在上司自恋与角色外绩效之间起到中介作用。此外，权力距离取向也调节了中介效应。