If you’re dealing with a narcissistic boss, expect an insatiable need for praise, particularly in person. Recent research reveals that narcissistic managers tend to resist working from home.
Psychologists from the University of Pennsylvania have investigated the reasons why some leaders advocate for remote work while others categorically oppose it.
The study analyzed data from 259 high-profile leaders on the Fortune 500 CEO list, scrutinizing their public communications and company documents for signs of narcissism. This information was then contrasted with their views on remote work during the COVID-19 pandemic.
In the next phase of the study, the University of Pennsylvania team surveyed an additional 100 leaders, bringing the total to 359 participants, to further explore their attitudes towards remote work.
The results were striking. The primary characteristic that predicted opposition to remote work was narcissism—marked by a self-centered and entitled demeanor. Leaders who were more vocal and power-hungry displayed a stronger preference for mandatory office attendance.
The researchers suggest that remote work challenges a narcissistic boss’s need for affirmation. It diminishes the visibility of employees and hinders leaders’ ability to reinforce their influence, status, and control.
They emphasize that “Even if your employees use flattery to reassure you, it won’t have the same effect on platforms like Slack.”
Evidence also indicates that remote and hybrid work models can help organizations attract and retain top talent. The findings suggest that narcissistic leaders’ pursuit of power and prestige poses significant obstacles to embracing this new workplace paradigm. The quest for authority may hinder flexibility in the workplace.
“This study offers valuable insights,” states Dr. Claire Hart, an associate professor of personality psychology at the University of Southampton. “It elucidates why leaders with high narcissism scores tend to resist remote work, tying back to their core characteristic: the drive to fulfill needs related to status, power, and self-enhancement.”
Nevertheless, she acknowledges that some leaders favor in-office work for valid reasons, such as training, mentoring, fostering innovation, and team bonding.
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Source: www.sciencefocus.com
