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When given opportunities for personal glory in individual settings, people high in narcissism excel. However, less is known about narcissists' influence in team contexts. Across two studies (utilizing cross-sectional and two-wave longitudinal designs) involving 706 athletes from 68 teams in total, we tested a conceptual model linking narcissism to task cohesion, via intragroup conflict, moderated by narcissistic group composition. We tested a new sports-oriented measure of intragroup conflict using Bayesian estimation and evaluated our theorizing using a multilevel conditional indirect effect hybrid model. Across both studies, we found that narcissism influenced perceptions of task cohesion via process conflict only, with a negative influence at low narcissistic group composition that was weakened (Study 1) or nullified (Study 2) at high narcissistic team composition. Collectively, these findings offer the first example of how narcissism influences task cohesion in team settings and the contextual effects of narcissistic group composition.

Individuals higher in narcissism have leader emergent tendencies. The characteristics of their personality suggest, however, that their leadership qualities will decrease over time as a function of group acquaintance. We present data from two studies that provide the first empirical support for this theoretical position within a transformational leadership framework. In Study 1 (N = 112), we tested narcissistic leadership qualities in groups of unacquainted individuals over a 12-week period. In Study 2 (N = 152), we adopted the same protocol with groups of acquainted individuals. In Study 1, narcissism was positively associated with peer-rated leadership during initial group formation but not later. In Study 2, narcissism was not significantly associated with peer-rated leadership during initial group formation and was negatively associated with peer-rated leadership later. In Study 1, transformational leadership mediated the relationship between narcissism and leadership initially but not later on. In Study 2, transformational leadership failed to mediate the relationship between narcissism and leadership throughout the study. Despite enjoying a honeymoon period of leadership, the appeal and attractiveness of the narcissistic leader rapidly wane. This decline is explained in part by their changing transformational leadership qualities., (© 2014 Wiley Periodicals, Inc.)

Research on motivational climates consistently demonstrates that mastery-focused climates are associated with positive outcomes and ego-involving performance climates lead to maladaptive outcomes. However, the role of personality within such a framework has been largely ignored. To redress this imbalance, we examined the potential role of narcissism in moderating the effects of different motivational climates on leader-inspired extra effort in training. Training is where rugby players spend most of their rugby time and we were keen to examine the combination of personality and climate that might maximise the yield of such training environments. Female rugby players (n = 126) from 15 clubs completed measures of narcissism, motivational climate and effort. Moderated regression analyses revealed that narcissism moderated the relationship between motivational climate and effort. Increases in either performance or mastery climates were associated with increases in effort for narcissists; no such relationship was revealed for low narcissists. The findings demonstrate the importance of considering personality within rugby training environments, as it is clear that not every player will respond the same way to specific training conditions. Coaches who understand this and are able to tailor individualised motivational climates will likely gain the greatest benefits from their different players.

We investigated narcissism as a moderator of social loafing on a physical performance task. High and low narcissistic individuals twice performed a cycling task in same-sex teams of three: once when identifiability was low; and once when identifiability was high. A significant interaction between narcissism and identifiability was revealed, F(1, 40) = 4.09, p < .05, eta2 = .09 for performance. Follow-up tests indicated that high narcissists' performance significantly increased with greater identifiability, whereas low narcissists displayed no such performance differences. Results suggested that this effect was due to an increase in narcissists' on-task effort (ratings of perceived exertion and heart rate) when they knew that their performance was to be identified.

Narcissism-performance research has focused on grandiose narcissism but has not examined the interaction between its so-called adaptive (reflecting overconfidence) and maladaptive (reflecting a domineering orientation) components. In this research, the authors tested interactions between adaptive and maladaptive narcissism using two motor tasks (basketball and golf in Experiments 1 and 2, respectively) and a cognitive task (letter transformation in Experiment 3). Across all experiments, adaptive narcissism predicted performance under pressure only when maladaptive narcissism was high. In the presence of maladaptive narcissism, adaptive narcissism also predicted decreased pre-putt time in Experiment 2 and an adaptive psychophysiological response in Experiment 3, reflecting better processing efficiency. Findings suggest that individuals high in both aspects of narcissism perform better under pressure thanks to superior task processing. In performance contexts, the terms "adaptive" and "maladaptive"-adopted from social psychology-are oversimplistic and inaccurate. The authors believe that "self-inflated narcissism" and "dominant narcissism" are better monikers for these constructs. [ABSTRACT FROM AUTHOR]

Despite a plethora of research on moral disengagement and antisocial behavior, there is a dearth of literature that explores personality in the context of these undesirable attitudes and behaviors. We provide the first examination of personality, specifically narcissism, as a predictor of moral disengagement and antisocial behavior in sport. Given that narcissism is negatively related to empathy and positively related to feelings of entitlement, it is more likely for narcissists to disengage morally and to behave antisocially. We thus hypothesized that narcissism would predict antisocial behavior via moral disengagement. Across 12 team contact sports (n = 272), bootstrapped mediation analyses confirmed this indirect effect, which remained significant when controlling for motivational climate, social desirability, sex and sport type. Coaches and practitioners would do well to consider the darker side of personality in targeting moral disengagement and its behavioral consequences in team sports. [ABSTRACT FROM AUTHOR]

The Dark Triad is highly relevant in high-performance environments as it offers explanation for feelings of superiority, opportunities to be ruthless in the pursuit of victory, and a heightened belief of influence over others for individual success. High-performance dyads focus on achieving a collective goal to achieve additional individual glory. The aim of this study was to investigate how levels of these traits and (dis)similarity in them was associated with relationship quality of 316 high-performance dyads. Greater dissimilarity in narcissism resulted in higher relationship quality for both dyadic members. Actor effects indicated that higher levels of narcissism, psychopathy, and Machiavellianism were related to a reduction in coaches' own perceptions of relationship quality, whilst only higher levels of Machiavellianism were associated with a reduction in athletes' own perceived levels of relationship quality. Partner effects showed higher levels of athlete Machiavellianism reduced the relationship quality of coaches. [ABSTRACT FROM AUTHOR]

Narcissism, which features the chronic disposition to seek the opportunity to construct and maintain an inflated self, is a known risk for antisocial behaviour. However, knowledge of factors that mitigate the effects of narcissism on antisocial behaviour is lacking. In two studies we explored the hypothesis that self-compassion would protect against the link between narcissism and antisocial behaviour, such that narcissism would be less related to antisocial behaviour when self-compassion was high. Study 1 was a cross-sectional study with a sample of professional footballers (N = 208). Study 2 utilised a sample of competitive athletes from a variety of sports (N = 324) over an eight-month period. The data from both studies supported the hypothesis: Greater self-compassion was associated with a null (Study 1) or significantly attenuated (Study 2) relationship between narcissism and antisocial behaviour. We discuss the implications of the findings, including the benefits of incorporating self-compassion in sport settings. • Narcissism is a known risk for antisocial behaviour, but knowledge in protective factors of such risk is scarce. • In a cross-sectional (Study 1; N = 208 professional footballers) and a three-wave longitudinal study (Study 2; N = 324 competitive athletes), results consistently demonstrated that self-compassion attenuated the relationship between narcissism and antisocial behaviour in sport. • Incorporating self-compassion may help promote moral behaviours in sport, especially for individuals high in narcissism. [ABSTRACT FROM AUTHOR]

The performance arena provides a multitude of opportunities for lionizing the self. Narcissistic individuals crave admiration and glory, and thus the performance domain constitutes an ideal medium for researchers to explore narcissistic behavior. However, despite its potential relevance and substantial research history within mainstream psychology, narcissism is only now starting to receive interest from researchers in the sport and performance domain. In this article, we aim to raise the relevance of narcissism (and more generally personality) within performance settings and provide a platform for future research in the area. We review research on the relation between narcissism and performance and conclude that narcissists’ performance is contingent upon perceived opportunities for glory. We also offer suggestions for explanatory mechanisms. Further, we examine factors that may influence narcissistic behavior in environments that vary in their opportunity for glory. In addition, as leadership positions present opportunities for glory, we ask whether narcissists make effective leaders. We propose theoretical extensions of the narcissism literature to the performance domain, and we close with a call for greater consideration of the role of personality in performance contexts. [ABSTRACT FROM AUTHOR]

Across three studies, we examined the moderating effect of narcissistic vulnerability on the relationship between narcissistic grandiosity and persistence. In Study 1 ( n = 338), narcissistic grandiosity predicted greater goal-drive persistence, but only when individuals also possessed a degree of narcissistic vulnerability. In Study 2 ( n = 199), we replicated these effects and demonstrated that they were independent of socially desirable responding. In Study 3 ( n = 372), narcissistic vulnerability moderated the grandiosity – persistence relationship to predict persistence for personally relevant goals and hypothetical goals. Notably, the moderating effect of vulnerability was independent of the effects of self-esteem. These results provide the first evidence that narcissistic grandiosity predicts persistence only in the presence of self-doubt regarding superiority. The results demonstrate the importance of considering the interplay between the two components of narcissism. [ABSTRACT FROM AUTHOR]

Different types of intragroup conflict (i.e., relationship, task, and process conflict) co-exist in team environments yet how this co-existence is expressed is poorly understood, particularly in sports teams. Further, there is a lack of knowledge surrounding the antecedents of intragroup conflict. Here, we examined the nature of conflict profiles in sports teams and investigated narcissism as an antecedent to the conflict profiles. In a large, multi-group sample (n = 1107 athletes from 109 teams), participants completed measures of intragroup conflict and narcissism. Team-level latent profile analysis of intragroup conflict variables indicated five distinct within-team conflict profiles which varied in patterns of relationship, task, and process conflict. Moreover, teams high in narcissism (both in terms of team mean and team maximum scores) were more likely to occupy dysfunctional conflict profiles, that is profiles high in all conflict types. These findings underscore the importance of considering conflict profiles within teams and provide the first evidence for narcissism as a contributing factor in the development of conflict profiles in groups. • Five profiles of relationship, task, and process conflict exist within sport teams. • Narcissism linked to profiles containing elevated relationship and process conflict levels. • Maximum and mean team narcissism scores associated with conflict profiles. [ABSTRACT FROM AUTHOR]

Psychological skills are typically viewed as beneficial to performance in competition. Conversely, narcissists appear to thrive in competitive environments so should not need psychological skills to the same degree as less narcissistic individuals. To investigate this moderating hypothesis high-standard ice-skaters completed measures of narcissism, psychological skills, and anxiety before performing their competition routine during training. A week later, participants performed the same routine in competition. Performance was operationalized as the difference between competition and training scores. Moderated regression analyses revealed that narcissism moderated the relationship between psychological skills and performance. Psychological skill effectiveness depends on an individual's degree of narcissism. [ABSTRACT FROM PUBLISHER]