ArticleFrontiers in psychology2021
In Leaders We Trust, or Should We? Supervisors' Dark Triad Personality Traits and Ratings of Team Performance and Innovation.
Article in Frontiers in psychology, 2021. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 5 papers.
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Who cites it
5 citing papers in PubMed.
- Examining the mechanisms linking Dark Triad traits to OCB through LMX and political skill: a comparative study of managerial and non-managerial levels.Frontiers in psychology · 2026Article
- How team leader narcissism influences team task performance: the mechanisms of team identification, team member narcissism and task initiative.Frontiers in psychology · 2026Article
- Psychological Safety and Work Design as Mediators of Supervisors' Dark Triad Traits Impact on Nurses' Task Performance.International journal of public health · 2024Article
- The role of dominance in sibling relationships: differences in interactive cooperative and competitive behavior.Scientific reports · 2023Article
- Empowering leadership during the COVID-19 outbreak: Implications for work satisfaction and effectiveness in organizational teams.Frontiers in psychology · 2023Article
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Authors and funding
3 authors.
Funding
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Abstract
Our study tests in a sample of 87 organizational groups (297 employees and 87 supervisors) the mediating role of leader-member exchange (LMX) and collective narcissism in the relationship between supervisors' dark triad (SDT) personality traits and ratings of team outcomes made by supervisors and team members. We show that LMX mediates the association between SDT and team performance and innovation as rated by team members, while collective narcissism mediates the association between SDT and supervisory ratings of team innovation and team performance. Moreover, collective narcissism also mediates the association between SDT and team innovation as rated by team members. Results show that team-level performance appraisal is influenced by supervisory attributes and that the quality of relational exchanges and collective narcissism are plausible mechanisms explaining this association. The use of supervisory ratings of team outcomes in empirical research should also account for the supervisory attributes.
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