Judgments about others' personal characteristics intertwine with social interactions in the workplace. The personality and social psychology literatures show forming impressions of what others are like is vitally important, in part, because it facilitates the forecasting and acceptance of others' behavior. Interestingly, very few studies consider others' (i.e., subordinates) judgments about their leaders' personality and whether correspondence between leaders' self-perceptions and these others' judgments is capable of providing meaningful and unique information. Using a socioanalytic perspective that considers multiple stakeholders, this study explores the (in)congruence effects between leaders' self-perception of narcissism (i.e., identity) and subordinates' perceptions of their leaders' narcissism (i.e., reputation) on two types of performance outcomes. Polynomial regression and response surface analysis indicate that congruence between leaders' narcissism identity and subordinates' aggregated ratings of leaders' narcissistic reputation related to group task and contextual performance via shared justice perceptions and collective effort in Study 1. Results of Study 2, which focused on leader-subordinate dyads, found leaders' narcissism identity-reputation congruence effects were related to individual subordinates' task and contextual performance via the subordinate's individual justice perceptions, but not by way of individual effort. These findings have important implications for leaders and organizations and suggest that to fully understand the implications of leaders' narcissism, one should consider the perspectives of interacting parties and how they converge or diverge when investigating relationships with aspects of performance. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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领导者自恋身份和声誉对绩效的（不）一致性影响：社会分析多利益相关者视角。

对他人个人特征的判断与工作场所的社交互动交织在一起。人格和社会心理学文献表明，形成对他人的印象至关重要，部分原因是它有助于预测和接受他人的行为。有趣的是，很少有研究考虑他人（即下属）对其领导者个性的判断，以及领导者的自我认知与他人判断之间的对应是否能够提供有意义和独特的信息。使用考虑多个利益相关者的社会分析视角，本研究探讨了领导者对自恋的自我认知（即身份）与下属对其领导者自恋的认知（即，声誉）关于两种绩效结果。多项式回归和响应面分析表明，在研究 1 中，领导者的自恋身份与下属对领导者自恋声誉的综合评分之间的一致性通过共享正义感知和集体努力与团队任务和情境绩效相关。研究 2 的结果侧重于领导-下属二元组发现，领导者的自恋身份-声誉一致效应通过下属的个人正义感知与个人下属的任务和情境绩效相关，而不是通过个人努力。这些发现对领导者和组织具有重要意义，并表明要充分了解领导者自恋的影响，在调查与绩效方面的关系时，应该考虑互动各方的观点以及它们如何趋同或分歧。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。