Extant strategic leadership literature has established the substantial and nuanced implications of narcissism in chief executive officers (CEOs) for firm outcomes, and psychological research on narcissism in groups highlights the importance of narcissism for interpersonal dynamics. However, there is little research on strategic leaders’ narcissism and the CEO–top management team (TMT) interface, especially related to its configuration by way of TMT composition. In this article, we therefore study two issues. First, we examine how CEO narcissism directly affects two aspects of TMT composition—the narcissism of newly appointed TMT members and TMT turnover. Second, we consider the moderating effect of TMT narcissism on the relationship between CEO narcissism and TMT turnover. To be able to test our theory, we develop and extensively validate a novel measure based on LinkedIn profiles that allows us to capture the narcissism of non-CEO executives. We find substantial support for our predictions in a large sample of executives of S&P 1500 corporations across a 5-year time frame. We discuss the contributions and implications of our findings for the literatures on executive narcissism, TMT composition, and the CEO–TMT interface.

中文翻译：

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CEO-TMT 界面的自恋：衡量高管自恋并测试其对 TMT 构成的影响

现有的战略领导力文献已经确定了首席执行官 (CEO) 的自恋对公司业绩的实质性和微妙的影响，而关于群体自恋的心理学研究则强调了自恋对人际动态的重要性。然而，关于战略领导者的自恋与CEO-高层管理团队（TMT）界面的研究却很少，特别是通过TMT的构成对其进行配置。因此，在本文中，我们研究两个问题。首先，我们考察CEO自恋如何直接影响TMT构成的两个方面——新任TMT成员的自恋和TMT营业额。其次，我们考虑TMT自恋对CEO自恋与TMT营业额关系的调节作用。为了能够测试我们的理论，我们开发并广泛验证了一种基于 LinkedIn 个人资料的新颖测量方法，该测量方法使我们能够捕捉非 CEO 高管的自恋行为。我们在 5 年时间范围内的标准普尔 1500 指数公司高管的大量样本中发现了对我们预测的实质性支持。我们讨论了我们的研究结果对高管自恋、TMT 构成以及 CEO-TMT 界面等文献的贡献和影响。