Drawing on existing theory, a model is developed to illustrate how the interaction between leaders and followers similarity in narcissism and goal congruence may influence subgroup formation in teams, and how this interaction influences team identification and team performance.,The proposed model draws on dominance complementary, similarity attraction, faultline formation and trait activation theories.,Leader–follower similarity in narcissism and goal congruence may stimulate subgroup formation, possibly resulting in conformers, conspirators, outsiders and victims, especially when performance pressure on a team is high. Followers who are low in narcissism and share goals with a leader who is narcissistic are likely to become conformers. Followers who are high in narcissism and share goals with a narcissistic leader are likely to become confederates. Followers who do not share goals with a narcissistic leader will be treated by the leader and other members as outsiders if they are high in narcissism, and victimized if they are low in narcissism. In addition, the emergence of these subgroups leads to reduced team identification and lower team performance.,Higher level managers, coaches and human resource professions can assess and, if necessary, counteract low team identification and performance resulting from the narcissistic personality characteristics of leaders and followers.,The model addresses how and under what conditions narcissistic leaders and followers may influence subgroup formation and team outcomes.

中文翻译：

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领导者与跟随者的自恋与团队中的小组形成：一个概念模型

在现有理论的基础上，开发了一个模型来说明自恋和目标一致性上领导者和跟随者之间的交互作用如何影响团队中的子群体形成，以及这种交互作用如何影响团队的认同和团队绩效。 ，相似性吸引，断层形成和特质激活理论。自恋者和目标一致性中的领导者和跟随者相似性可能会刺激亚群的形成，可能导致顺从者，共谋者，局外人和受害者，特别是当团队的表现压力很大时。自恋率低并与自恋型领导者分享目标的追随者很可能会成为追随者。自恋率很高并与自恋型领导者分享目标的追随者很可能会成为同盟。如果与自恋型领导者没有共同目标的追随者，如果自恋性很高，则被领导者和其他成员视为局外人；如果自恋性较低，则将其作为受害者。此外，这些亚组的出现导致团队认同感的降低和团队绩效的降低。高级管理人员，教练和人力资源专业人士可以评估，并在必要时抵消因领导者和领导者的自恋型人格特征导致的团队认同感和绩效低下。该模型解决了自恋型领导者和追随者如何以及在什么条件下可能影响亚组的形成和团队成果。与自恋型领导者没有共同目标的追随者，如果自恋率很高，则将被领导者和其他成员视为局外人，如果自恋率较低，则将受到伤害。此外，这些亚组的出现导致团队认同感的降低和团队绩效的降低。高级管理人员，教练和人力资源专业人士可以评估，并在必要时抵消因领导者和领导者的自恋型人格特征导致的团队认同感和绩效低下。该模型解决了自恋型领导者和追随者如何以及在什么条件下可能影响亚组的形成和团队成果。如果与自恋型领导者没有共同目标的追随者，如果自恋性很高，则被领导者和其他成员视为局外人；如果自恋性较低，则将其作为受害者。此外，这些亚组的出现导致团队认同感的降低和团队绩效的降低。高级管理人员，教练和人力资源专业人士可以评估，并在必要时抵消因领导者和领导者的自恋型人格特征导致的团队认同感和绩效低下。该模型解决了自恋型领导者和追随者如何以及在什么条件下可能影响亚组的形成和团队成果。