A Study on the Effects of Narcissism on Work Engagement

Yıl 2018, Cilt: 4 Sayı: 3, 185 - 199, 29.10.2018

Murat Bolelli

https://doi.org/10.30855/gjeb.2018.4.3.005

Öz

The purpose of this
study is to examine the effects of narcissism on work engagement in a sample of
Generation Y. Data is collected from employees who work in various companies
using Utrecht Work Engagement Scale (UWES) developed by Schaufeli et al. (2002)
and the Five-Factor Narcissism Inventory (FFNI) developed by Glover et al.
(2012). 200 questionnaires are distributed in total though, 157 respondents are
chosen who filled forms completely among 180 respondents. Exploratory Factor
Analyses are conducted to UWES and FFNI scales which returned two and eight
items respectively. Work engagement factors are named as “Vigor-Dedication” and
“Absorption”. Narcissism factors are named as “Shame-Need for Admiration”,
“Manipulativeness”, “Indifference”, “Exploitativeness”, “Acclaim Seeking”,
“Grandiose Fantasies-Exhibitionism”, “Authoritativeness-Entitlement”, “Thrill
Seeking”. Multiple regression analyses are conducted using factors to test
research hypothesis. Findings indicate that, shame-need for admiration and
authoritativeness-entitlement factors have a significant effect on
vigor-dedication. First factor has a negative effect while second has a
positive effect. On the other hand, results reveal that only
authoritativeness-entitlement has a significant effect on absorption. In order
to test the differences of education, gender and income level for
vigor-dedication and absorption, independent sample t-tests are conducted.
Results showed no significant differences for all three parameters for both
factors. The implications of the results are discussed and future research
areas are suggested.

Anahtar Kelimeler

Narcissism, Work Engagement, Y Generation

Narsistik Kişilik Özelliklerinin İşe Bağlılığa Etkileri: Örnek Bir Araştırma

Öz

Bu araştırmanın amacı, narsistik kişilik
özellikleri ile işe bağlılık ilişkisinin Y kuşağı mensuplarından oluşan bir
örneklem bağlamında incelenmesidir. Söz konusu ilişkinin incelenebilmesi
amacıyla, değişik firmalarda çalışan kişilere anket uygulanmıştır. 200 anket
dağıtılmış, Y kuşağına mensup toplam 180 kişiye ulaşılmış, bunlardan anketi
eksiksiz dolduran 157 kişi seçilmiştir. İşe bağlılığı ölçmek için Utrecht 3
boyutlu İşe Bağlılık Ölçeği, narsisizmi ölçmek için beş faktör narsisizm ölçeği
kullanılmıştır. İşe bağlılık ve narsisizm değişkenlerine, keşfedici faktör
analizleri yapılmıştır. İşe bağlılığa ilişkin iki faktör ortaya çıkmış,
faktörler “İstek ve Adanma” ile “İşe Yoğunlaşma” olarak adlandırılmıştır.
Narsisizme ilişkin sekiz faktör ortaya çıkmış, faktörler “Utanma ve Hayranlık
İhtiyacı”, “Liderlik-Manipülasyon”, “Umursamazlık”, “Sömürücülük”, “Hak İddia
Etme”, “Büyüklenme-Teşhircilik”, “Otorite-Onay Arayışı”, “Maceraperestlik”
olarak adlandırılmıştır.  Araştırmanın
hipotezi elde edilen faktörler kullanılarak, çoklu doğrusal regresyon
analizleri ile test edilmiştir. Analiz sonuçları, narsisizmin utanma ve
hayranlık ihtiyacı ile otorite-onay arayışı faktörlerinin işe bağlılığın istek
ve adanma boyutuna anlamlı bir etkisinin bulunduğunu, ilk faktörün ilişkiyi
negatif yönde, ikincisininse pozitif yönde etkilediğini göstermektedir. Analiz
işe yoğunlaşma için tekrarlandığında, sadece otorite-onay arayışı faktörünün
anlamlı düzeyde pozitif yönde etkisinin bulunduğu belirlenmiştir. Daha sonra
istek ve adanma ile işe yoğunlaşmanın eğitim, cinsiyet ve gelir düzeyi
değişkenlerine göre farklılık gösterip göstermediğini test etmek için, bağımsız
gruplar t-test analizleri yapılmıştır. İşe bağlılığın her iki alt boyutu için,
üç parametre açısından da anlamlı bir farklılık tespit edilememiştir. Araştırma
bulguları sonuç bölümünde tartışılmıştır.

Anahtar Kelimeler

Narsisizm, İşe Bağlılık, Y Kuşağı

Kaynakça

• American Psychiatric Association. (2000). Diagnostic and Statistical Manual of Mental Disorders, 4th edn (Text Revised)(Washington, DC: American Psychiatric Association).
• Andreassen, C. S., Ursin, H., Eriksen, H. R., ve Pallesen, S. (2012), The relationship of narcissism with workaholism, work engagement, and professional position. Social Behavior and Personality: an international journal, 40(6), 881-890.
• Atay S. (2009), Narsistik kişilik envanteri’nin Türkçe’ye standardizasyonu. Gazi Üniversitesi İİBF Dergisi.; 11(1): 181-196.
• Broadbridge, A. M, Maxwell, G. A., ve Ogden, S. M. (2007), Experiences, perceptions, and expectations of retail employment for Generation Y. Career Development International, 12(6), 523–544.
• Bolelli, M., ve Durmus, B. (2017). Work Attitudes Influencing Job Involvement Among'Y'Generation. International Journal of Commerce and Finance, 3(1), 1.
• Campbell, W. K., Reeder, G. D., Sedikides, C. ve Elliot, A. (2000), Narcissism and comparative self-enhancement strategies. Journal of Research in Personality, 34, 329-347. http://doi.org/cg9
• Caspi, A. (1987), Personality in the life course, Journal of Personality and Social Psychology, Vol. 53 No. 6, pp. 1203-13.
• Cihangiroğlu, N., Teke, A.,Uzuntarla, Y., Uğrak, U. (2014), Narsistik kişilik özellikleri kurumsal bağlılığı etkiler mi? C.Ü. İktisadi ve İdari Bilimler Dergisi, Cilt 15, Sayı 2, 2014, 173-185.
• Cihangiroğlu, N., Teke, A., Uzuntarla, Y., Uğrak, U. (2015), Narsist kişilik eğilimleri ile kurumsal bağlılık düzeyleri arasındaki ilişkinin analizi. Yönetim ve Ekonomi Araştırmaları Dergisi, 13(1), 1-18.
• Clark, M.A., Lelchook, A.M., Taylor, M.L. (2010), Beyond the Big Five: How narcissism, perfectionism, and dispositional affect relate to workaholism. Personality and Individual Differences 48 (2010) 786–791.
• Credo, K.R., Lanier, P.A., Matherne III, C.F., Cox, S.S. (2016), Narcissism and entitlement in millennials: the mediating ınfluence of community service self efficacy on engagement. Personality and Individual Differences. 101 (2016) 192–195.
• Deloitte (2016), The Millennial Survey. Erişim: 09 Haziran 2017, https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.htmlEksi, F. (2016), The Short Form of the Five-Factor Narcissism Inventory: Psychometric Equivalence of the Turkish Version. Educational Sciences: Theory and Practice, 16(4), 1081-1096.
• Ellis, H. (1898), Auto-eroticism: A psychological study. Alienist and Neurologist, 19, 260-299.
• Families and Work Institute (2006). Erişim: 05 Haziran 2017, Generation and gender in the workplace. American Business Collaboration. http://familiesandwork.org/site/research/reports/main.html.
• Gallup (2013). Erişim: 15 Haziran 2017, State of the American workplace.(http://www.michaeljbeck.com/documents/State%20of%20the%20American%20Workplace%20Report%202013.pdf).
• Glover, N., Miller, J. D., Lynam, D. R., Crego, C., ve Widiger, T. A. (2012), The five-factor narcissism inventory: A five-factor measure of narcissistic personality traits. Journal of personality assessment, 94(5), 500-512.
• Hyman, S. (1989), Acil Psikiyatri, Çev: İ. Doğaner, A. Ayan, Ege Üniversitesi Basımevi, Bornova, No:133, İzmir
• Kahn, W.A. (1990), Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
• Kaye, B. (2012). Four generations–develop and engage them at work. Leadership Excellence, 29(1), 20.
• Killinger, B. (1991), Workaholics: The Respectable Addicts. A Family Survival Guide.
• Lasch, C. (2006), Narsisizm Kültürü, Çev.: S. Öztürk - Ü.H. Yolsal, Bilim ve Sanat, Ankara.
• Lyons, S. (2004), An exploration of generational values in life and at work, Dissertation Abstracts International, 3462A (UMI No. AATNQ94206).
• Manpower Report (2016), Millennial careers: 2020 vision , Erişim: 09 Haziran 2017. https://www.manpowergroup.com/wps/wcm/connect/660ebf65-144c-489e-975c-9f838294c237/MillennialsPaper1_2020Vision_lo.pdf?MOD=AJPERES
• Miller, J.D. ve Campbell, K.W. (2008), Comparing Clinical and Social-Personality Conceptualizations of Narcissism, Journal of Personality, 76(3):449-476.
• Miller, P. ve Yu, H.C. (2003), Organisational values and generational values: a cross cultural study. Australasian Journal of Business ve Social Enquiry, Vol. 1 No. 3, pp. 138-53.
• Penney, L. M., ve Spector, P. E. (2002), Narcissism and counterproductive work behavior: Do bigger egos mean bigger problems? International Journal of Selection and Assessment, 10, 126-134. http://doi.org/chf
• Popper, M. (2002), Narcissism and attachment patterns of personalized and socialized charismatic leaders, Journal of Social and Personal Relationships, 19 (6), ss.798–809
• Raskin, R., ve Novacek, J. (1989), An MMPI description of the narcissistic personality. Journal of Personality Assessment, 53(1), 66-80.
• Robinson, B. E. (1998), The workaholic family: A clinical perspective. American Journal of Family Therapy, 26(1), 65-75.
• Sankowsky, D. (1995), The charismatic leader as narcissist: Understanding the abuse of power. Organizational Dynamics, 23(4), 57-71.
• Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002), The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92.
• Schaufeli, W.B., & Bakker, A.B. (2004), Job demands, job resources and their relationship with burnout and engagement: A multisample study. Journal of Organizational Behavior, 25, 293–315.
• Schullery, N. M. (2013), Workplace engagement and generational differences in values. Business Communication Quarterly, 76(2), 252-265.
• Seward, S.K. (2007), Are Narcissists Bad For Relationships or are Relationships Bad For Narcissits?: The Effect of Narcissism on Close Relationships, Department of Psychology St. Francis Xavier University Narcissism And Relationships, Canada.
• Shragay, D. ve Tziner, A. (2011), The Generational Effect on the Relationship between Job Involvement, Work Satisfaction and Organizational Citizenship Behavior. Revista de Psicologia del Trabajo y de las Organizaciones, Vol. 27, No 2, 2011 – Pags. 143-157.
• Stewart, A.J. ve Healy, J.M. (1989), Linking individual development and social changes, American Psychologist, Vol. 44 No. 1, pp. 30-42.
• Stewart, K. D., ve Bernhardt, P. C. (2010), Comparing Millennials to Pre-1987 Students and with One Another. North American Journal of Psychology, 12(3).
• Şenturan, Ş., Köse, A., Dertli, E., Başak, S., ve Şentürk, N. (2016), X ve Y Kuşağı Yöneticilerinin İş Değerleri Algısı ve Farklılıkları Üzerine İnceleme. Business & Economics Research Journal, 7(3).
• Tapscott, D. (2009), Grown up digital: How the Net generation is changing your world. NewYork, NY: McGraw-Hill.
• Timuroğlu, K. ve İşcan, F. (2008), İşyerinde Narsisizm ve İş Tatmini, İktisadi ve İdari Bilimler Dergisi, Cilt:22, Sayı: 2
• Twenge, J.M. ve Campbell, W.K. (2001), Age and birth cohort differences in self-esteem: a cross-temporal meta-analysis, Personality and Social Psychology Review, Vol. 5 No. 4, pp. 321-44.
• Twenge, J.M. ve Campbell, S.M. (2008), Generational differences in psychological traits and their impact on the workplace, Journal of Managerial Psychology, Vol. 23 Iss 8 pp. 862 – 87.
• Twenge, J.M., Konrath, S., Foster, J.D., Campbell, W.K. ve Bushman, B.J. (2008), Egos inflating over time: a cross-temporal meta-analysis of the Narcissistic personality inventory, Journal of Personality, Vol. 76 No. 4, pp. 875-902.
• Twenge, J. M. (2010), A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201-210.
• Twenge, J. M. (2014), Generation Me-Revised and Updated: Why Today's Young Americans Are More Confident, Assertive. Entitled–and More Miserable Than Ever Before. Simon and Schuster.
• Wallace, H. M., & Baumeister, R. F. (2002). The performance of narcissists rises and falls with perceived opportunity for glory. Journal of personality and social psychology, 82(5), 819.
• Wey Smola, K., & Sutton, C. D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of organizational behavior, 23(4), 363-382.
• Yelkikalan, N., ve Altın, E. (2010), Farklı kuşakların yönetimi. Çanakkale Onsekiz Mart Üniversitesi Biga İİBF Yönetim Bilimleri Dergisi, 8(2), 15-17.