Misperceiving grandiose narcissism as self‐esteem: Why narcissists are well liked at zero acquaintance

an article by Miranda Giacomin (MacEwan University, Edmonton, Alberta, Canada) and Christian H. Jordan (Wilfrid Laurier University, Waterloo, Ontario, Canada) published in Journal of Personality Volume 87 Issue 4 (August 2019)

Abstract

Objective
We examine why people form positive first impressions of grandiose narcissists, even though they can identify others’ narcissism. We test whether this occurs because narcissists are perceived to have especially high self‐esteem, which is socially valued.

Method
Across four studies, undergraduate perceivers viewed photographs of targets (for whom narcissism and self‐esteem were known) and rated perceptions of their narcissism and self‐esteem, as well as how much they liked them.

Results
Perceivers rated more narcissistic targets to be higher in self‐esteem (even compared to targets with equally high self‐esteem) and liked them more. Perceptions of self‐esteem, moreover, mediated the effect of target narcissism on liking (Study 1). This effect disappeared when targets’ narcissism was made salient, suggesting that trait narcissism is not inherently attractive (Study 2). Finally, path models revealed a negative effect of perceptions of narcissism on liking that was suppressed by a positive effect of perceptions of self‐esteem on liking (Study 3a), even for ratings of people’s online dating profiles (Study 3b).

Conclusions
Positive initial impressions of narcissists may be driven by inflated perceptions that they have high self‐esteem.

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An exception to the rule: Belief in redeemability, desistance signals, and the employer’s decision to hire a job applicant with a criminal record

an article by Suzanne E. Reich (University of Queensland, St Lucia, Australia) published in Journal of Offender Rehabilitation Volume 56 Issue 2 (February-March 2017)

Abstract

This article examines whether employment outcomes for ex-offenders are associated with employers’ subjective belief in redeemability, mediated through ex-offenders’ objective desistance signals. An online factorial vignette survey was completed by 367 employers, which examined their hiring decisions in the context of ex-offender job applicants.

OLS regression and serial multiple mediation analyses revealed that both belief in redeemability and desistance signals positively and significantly predicted employers’ hiring decisions.

As well, ex-offenders’ objective desistance signals mediated the association between belief in redeemability and employment outcomes. These findings highlight the importance for ex-offenders to effectively communicate their desistance from crime to employers in their endeavours to obtain employment.

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From a distance: Impression formation and impression accuracy among geographically distributed coworkers

an article by Aditya Johri (Virginia Tech, Blacksburg, USA) published in Computers in Human Behavior Volume 28 Issue 6 (November 2012)

Abstract

One critical and to date understudied social psychological construct with significant implications for technology-mediated distributed work is impression formation. Forming useful impressions of each other is crucial for coworkers to avoid mistrust, misattribution, and conflict, and thereby, work effectively and productively.

In this theoretical review paper I systematically outline how elements of distributed and virtual work – geographic dispersion, electronic dependence, heterogeneity, and dynamic structures – shape coworkers’ impression of each other by influencing information and motivation, the main moderators of impression formation.

I develop a model of how the impression formation process acts in technology-mediated distributed work settings, draw propositions, and identify ways to mitigate the breakdown in impression formation among distributed coworkers.

Finally, I conceptualise impression accuracy in terms of descriptive, predictive, and explanatory knowledge about others and discuss how it can be increased with positive outcomes for trust, attribution, knowledge sharing, and conflict resolution.

Highlights

► Impression formation among geographically distributed coworkers is critical for productive collaboration.
► Impression formation is inhibited by distance, reliance on technology, heterogeneity, and dynamic structures of virtual teams.
► Impressions among distributed coworkers are likely to be less developed and individuated and more categorical.
► Impression formation can be facilitated by travel, shared identity, expectation of future interaction, and sharing of contextual information.
► Accurate impressions of work style, expertise, and context will enable more optimal choices among messages exchanged in an interaction.

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