Browsing by Author "Moon, Chanki"
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- Grandiose narcissism, unfounded beliefs, and behavioral reactions during the COVID-19 pandemicPublication . Żemojtel-Piotrowska, Magdalena; Sawicki, Artur; Piotrowski, Jarosław; Lifshin, Uri; Kretchner, Mabelle; Skowronski, John J.; Sedikides, Constantine; Jonason, Peter K.; Adamovic, Mladen; Ahmed, Oli; Atitsogbe, Kokou A.; Al-Shawaf, Laith; Appiah, Seth Christopher Yaw; Ardi, Rahkman; Azam, Uzma; Babakr, Zana Hasan; Baldursson, Einar Baldvin; Bălțătescu, Sergiu; Bochaver, Konstantin; Bolatov, Aidos; Bonato, Mario; Bundhoo, Harshalini Y.; Chaleeraktrakoon, Trawin; Chobthamkit, Phatthanakit; Cowden, Richard G.; Counted, Victor; de Clunie, Gisela; Dragova-Koleva, Sonya; Esteves, Carla Sofia; Gouveia, Valdiney V.; Gundolf, Katherine; Hamouda, Salima; Haretche, Carmen; Jeong, Evelyn Hye Kyung; Iliško, Dzintra; Malik, Najma Iqbal; Aruta, John Jamir Benzon; Jia, Fanli; Jovanović, Veljko; Jukić, Tomislav; Jukić, Doroteja Pavan; Kamble, Shanmukh V.; Khachatryan, Narine; Klicperova-Baker, Martina; Kogler, Christoph; Knezović, Emil; Koralov, Metodi; Kovacs, Monika; Eldesoki, Walaa Labib M.; Fernandez, Aitor Larzabal; Liik, Kadi; Malik, Sadia; Maltby, John; Malysheva, Karine; Mamuti, Agim; Mangafic, Jasmina; Moon, Chanki; Milfont, Taciano L.; Muehlbacher, Stephan; Najafi, Reza; Özsoy, Emrah; Park, Joonha; León, Pablo Pérez de; Solcova, Iva Polackova; Ramos-Diaz, Jano; Ridic, Goran; Riđić, Ognjen; Samekin, Adil; Spoto, Andrea; Starc, Andrej; Stefenel, Delia; Trà, Kiều Thị Thanh; Tiliouine, Habib; Tomšik, Robert; Torres-Marín, Jorge; Umeh, Charles S.; Wills-Herrera, Eduardo; Wlodarczyk, Anna; Vally, Zahir; Vauclair, Christin‐Melanie; Yahiiaiev, Illia; Zand, SomayehA theoretical perspective on grandiose narcissism suggests four forms of it (sanctity, admiration, heroism, rivalry) and states that these forms conduce to different ways of thinking and acting. Guided by this perspective, we examined in a multinational and multicultural study (61 countries; N = 15,039) how narcissism forms are linked to cognitions and behaviors prompted by the COVID-19 pandemic. As expected, differences in cognitions and behaviors across narcissism forms emerged. For example, higher narcissistic rivalry predicted lower likelihood of enactment of COVID-19 prevention behaviors, but higher narcissistic sanctity predicted higher likelihood of enactment of COVID-19 prevention behaviors. Further, whereas the heroism, admiration, and rivalry narcissism forms acted in a typically antisocial manner, with high narcissism predicting greater endorsement of unfounded health beliefs, the sanctity form acted in a prosocial manner, with higher narcissism being linked to lower endorsement of unfounded COVID-19 health beliefs. Thus, the findings (a) support the idea of four narcissism forms acting differently, and (b) show that these differences reflect a double-edged sword, sometimes linking to an anti-social orientation, and sometimes linking to a pro-social orientation.
- Testing the underlying structure of unfounded beliefs about COVID-19 around the worldPublication . Brzóska, Paweł; Żemojtel-Piotrowska, Magdalena; Piotrowski, Jarosław; Nowak, Bartłomiej; Jonason, Peter K.; Sedikides, Constantine; Adamovic, Mladen; Atitsogbe, Kokou A.; Ahmed, Oli; Azam, Uzma; Bălțătescu, Sergiu; Bochaver, Konstantin; Bolatov, Aidos; Bonato, Mario; Counted, Victor; Chaleeraktrakoon, Trawin; Ramos-Diaz, Jano; Dragova-Koleva, Sonya; Eldesoki, Walaa Labib M.; Esteves, Carla Sofia; Gouveia, Valdiney V.; Perez de Leon, Pablo; Iliško, Dzintra; Datu, Jesus Alfonso D.; Jia, Fanli; Jovanović, Veljko; Jukić, Tomislav; Khachatryan, Narine; Kovacs, Monika; Lifshin, Uri; Larzabal Fernandez, Aitor; Liik, Kadi; Malik, Sadia; Moon, Chanki; Muehlbacher, Stephan; Najafi, Reza; Oruç, Emre; Park, Joonha; Šolcová, Iva Poláčková; Ardi, Rahkman; Ridic, Ognjen; Ridic, Goran; Said, Yadgar Ismail; Starc, Andrej; Stefenel, Delia; Trà, Kiều Thị Thanh; Tiliouine, Habib; Tomšik, Robert; Torres-Marin, Jorge; Umeh, Charles S.; Wills-Herrera, Eduardo; Wlodarczyk, Anna; Vally, Zahir; Yahiiaiev, IlliaUnfounded—conspiracy and health—beliefs about COVID-19 have accompanied the pandemic worldwide. Here, we examined cross-nationally the structure and correlates of these beliefs with an 8-item scale, using a multigroup confirmatory factor analysis. We obtained a two-factor model of unfounded (conspiracy and health) beliefs with good internal structure (average CFI = 0.98, RMSEA = 0.05, SRMR = 0.04), but a high correlation between the two factors (average latent factor correlation = 0.57). This model was replicable across 50 countries (total N = 13,579), as evidenced by metric invariance between countries (CFI = 0.96, RMSEA = 0.06, SRMS = 0.07) as well as scalar invariance across genders (CFI = 0.98, RMSEA = 0.04, SRMS = 0.03) and educational levels (CFI = 0.98, RMSEA = 0.04, SRMS = 0.03). Also, lower levels of education, more fear of COVID-19, and more cynicism were weakly associated with stronger conspiracy and health beliefs. The study contributes to knowledge about the structure of unfounded beliefs, and reveals the potential relevance of affective (i.e., fear of COVID-19) and cognitive (i.e., cynicism) factors along with demographics, in endorsing such beliefs. In summary, we obtained cross-cultural evidence for the distinctiveness of unfounded conspiracy and health beliefs about COVID-19 in terms of their structure and correlates.
- The effect of covert narcissism on workplace incivility: the mediating role of self‐esteem and norms for respectPublication . Moon, Chanki; Morais, CatarinaThere has been an abundance of research on narcissism in the workplace. However, most research has focused on the overt (grandiosity) form of narcissism, as well as the effect of narcissism on uncivil behaviors of employees; research focusing directly on the effect of covert (vulnerability) narcissism on the employees’ experience of workplace incivility is lacking. The present research examined whether the personality trait (covert narcissism) of employees affects their experience of incivility considering two potential explanatory variables: self-esteem and perceived norms for respect. A total of 150 participants completed an online questionnaire, which consisted of four well-known measures: the Hypersensitive Narcissism Scale, the Rosenberg Self-esteem scale, the Perceived Norms for Respect, and the Workplace Incivility Scale. The results showed that employees with higher levels of covert narcissism are likely to have greater experiences of workplace incivility through the mediating role of perceived norms for respect. Although the relationship was not explained through the mediating role of self-esteem, it was instead observed that self-esteem and perceived norms for respect jointly affect employees’ experience of incivility at work. These findings broaden our understanding of workplace incivility by simultaneously considering the influences of personality traits, self-esteem, and workplace norms.
- The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviancePublication . Moon, Chanki; Morais, Catarina; Moura, Georgina Randsley de; Uskul, Ayse K.Purpose–This study aims to examine the role of deviant status (lower vs higher rank) and organizational structure (vertical vs horizontal) on individuals’ responses to workplace deviance. Design/methodology/approach–Two studies (N= 472) were designed to examine the role of deviant status and organizational structure in responses to workplace deviance. Study 1 (N= 272) manipulated deviant status and organizational structure. Study 2 (N= 200) also manipulated deviant status but focused on participants’ subjective evaluations of the organizational structure of their workplace. Findings–Study 1 found that participants reported lower job satisfaction and organizational commitment, and higher turnover intentions when they imagined being confronted with deviant behaviors displayed by a manager (vs by a subordinate), regardless of the type of organizational structure. Study 2 extended this finding by showing that the indirect effect of organizational structure (vertical vs horizontal) on turnover intention via job satisfaction and organizational commitment was moderated by deviant status: when the deviant’s status was higher, working in a vertical (vs horizontal) organization was associated with decreased job satisfaction and commitment, which, in turn, was associated with a higher level of turnover intentions. Originality/value–The findings broaden our understanding of how individuals respond to deviance at the workplace, by simultaneously considering the effects of organizational structure (vertical vs horizontal) and deviant status (upward vs downward directions of deviance).
- Understanding the consequences of workplace incivility: the roles of emotional exhaustion, acceptability and political skillPublication . Moon, Chanki; Morais, CatarinaPurpose: Workplace incivility is a common deviant behavior happening in organizational contexts, and it can have serious negative consequences such as decreasing employees’ organizational citizenship behavior (OCB) and increasing their turnover intentions. This study aims to test the argument that emotional exhaustion and acceptability of workplace incivility can act as mediators in this relationship between incivility and OCB and turnover intentions. Moreover, the assumption that employees’ political skill can act as a buffer on job strain caused by incivility displayed by both coworkers and supervisors was tested. Design/methodology/approach: In total, 703 South Korean employees recruited online completed a self-assessment on their political skill first and then they were randomly assigned to one of the two conditions: either recalled a co-worker or a supervisor who had previously displayed uncivil behaviors toward them. Findings: The stronger the employees’ experience of incivility, the lower their OCB-O and the higher their turnover intentions. These relationships were mediated by acceptability of incivility and emotional exhaustions. Interestingly, results also supported the moderating role of political skill on the relationship between incivility and turnover intentions mediated by acceptability, with higher politically skilled employees being more likely to accept incivility when compared to lower politically skilled employees. Originality/value: Using a between-subjects design, the findings expand the current knowledge regarding the negative impacts of workplace incivility. Specifically, they showed that acceptability is an important mechanism to understand the impact of workplace incivility on OCB and turnover intention.