@Article{IJMHP.2018.010806,
AUTHOR = {Mingze Li, Huili Ye, Guanglei Zhang},
TITLE = {How Employees React to a Narcissistic Leader? The Role of Work Stress in Relationship between Perceived Leader Narcissism and Employees’ Organizational Citizenship Behaviors to Supervisor},
JOURNAL = {International Journal of Mental Health Promotion},
VOLUME = {20},
YEAR = {2018},
NUMBER = {3},
PAGES = {83--97},
URL = {http://www.techscience.com/IJMHP/v20n3/38508},
ISSN = {2049-8543},
ABSTRACT = {This study aims to understand how leader narcissism predicts 
employees’ organizational citizenship behaviors to supervisor (OCB-S). Based on 
the transactional model of stress, we argue that perceived leader narcissism 
triggers employees’ OCB-S through hindrance stress. We also consider how 
employees’ self-monitoring moderates the relationship between perceived leader 
narcissism and OCB-S. By collecting data from a matching questionnaire survey 
48 leaders and 183 employees, we tested our conceptual model using adopted 
hierarchical regression method and plug-in Process. The results showed that 
perceived leader narcissism imposed a negative effect on employees’ OCB-S 
through hindrance stress. Moreover, we found that self-monitoring moderated the 
relationship between perceived leader narcissism and employees’ OCB-S, as well 
as the indirect effect of perceived leader narcissism on employees’ OCB-S through 
hindrance stress. Specifically, when the level of self-monitoring was low, the 
positive relationship between perceived leader narcissism and hindrance stress as 
well as the indirect effect of perceived leader narcissism on employees’ OCB-S 
through hindrance stress got stronger. When the level of self-monitoring was high, 
perceived leader narcissism had a negative effect on hindrance stress, and the 
indirect effect of perceived leader narcissism on employees’ OCB-S through 
hindrance stress became weaker. We discuss theoretical and practical implications.},
DOI = {10.32604/IJMHP.2018.010806}
}