Global ETD Search

1	Responding to the workplace narcissist / Wesner, Bradley S. January 2007 (has links) Thesis (M.A.)--Indiana University, 2007. / Title from screen (viewed on July 10, 2007) Department of Communication Studies, Indiana University-Purdue University Indianapolis (IUPUI) Includes vita. Includes bibliographical references (leaves 58-60)
2	Narcissism: Reality Testing and the Effect of Negative Feedback Gabriel, Marsha T. (Marsha Thompson) 08 1900 (has links) A number of clinicians have reported that narcissists show grandiosity in self-concept, and rage after receiving disconfirming feedback. This is the first empirical study to test these claims. Subjects with differing levels of narcissism and self-esteem were compared on distortion in self-perception and emotional reaction to negative feedback. Ninety-six college students predicted their levels of intelligence, attractiveness, and interpersonal understanding (empathy) as compared to their peers. Objective measures of these characteristics were obtained, and subjects' predictions, with their actual scores held constant, provided measures of reality distortion in selfperception. Subjects were given feedback comparing their predictions to objective measures at the end of the experiment, and reaction to feedback was assessed by comparing subjects' pre- and post-feedback scores on the Multiple Affect Adjective Checklist-Revised (Zuckerman & Lubin, 1985). Narcissists were expected to react to negative feedback with greater hostility than nonnarcissists. Narcissists evidenced significant distortion in perceptions of their own intelligence, attractiveness, and interpersonal understanding. This finding provided empirical evidence supporting the clinical phenomenon of grandiosity. Narcissists did not react with greater hostility after negative feedback, but as compared to nonnarcissists, they did react with less depression following negative feedback. This supported Kernberg's (1980) assertion that narcissists do not react to loss with depression. In contrast to the inflated self-image associated with narcissism, self-esteem was associated with a comparatively accurate view of self. narcissists Narcissism. self-concept negative feedback
3	Responding to the Workplace Narcissist Wesner, Bradley S. 10 July 2007 (has links) Indiana University-Purdue University Indianapolis (IUPUI) / The presence of narcissism in the workplace is well established. Some have even gone so far as to extol the virtues of the narcissistic personality and the effect that it has on the leadership roles in organizations. Still, research suggests that there are more narcissists than there are leadership positions that might be filled. It is well established that the presence of those with strong narcissistic tendencies at the lower levels of organizations are disruptive to the productivity and the morale of the organization as a whole. This paper found that five coping method categories existed: non-responding, quitting one’s job, befriending the narcissist, confronting the narcissist, and going to management. Contrary to existing literature, only quitting one’s job or going to management were perceived by respondents as effective methods. Narcissist Narcissism Workplace Coping Methods Work environment Narcissists Narcissism
4	Bullying: Out Of The School Halls And Into The Workplace Cooney, Lucretia 01 January 2010 (has links) The primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant findings. As predicted, workers in lower level occupations, as ranked by prestige scoring developed at National Opinion Research, are more likely to be victimized. Data also suggest that being young, Black, and relatively uneducated may contribute to being bullied in certain situations. Future research is needed to examine influences of socio-economic, legal, and other demographic factors that may predict the chance of being bullied. psychological abuse mobbing verbal abuse workplace bullying workplace harassment workplace mistreatment workplace aggression psychological violence employee employee emotional abuse emotional emotional abuse bullying job workplace bully occupational mobbing incivility interpersonal conflict harassment psychological violence employee abuse psychological service service positions women black non-white narcissists work boss bosses managers target age IPV interpersonal violence younger females marital status divorced single married occupation positional power relational power Marx Marxist social social conflict education health minority education region attendance church religious professional educational NIOSH prestige put down act upset upset shout personal space space sociology policy victim business academia co-worker humiliation intimidation slander social isolation isolation perpetrator stress discriminatory discrimination hospital court harassment Sociology

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