Source: Fortune
Summary
A new study by Wharton researchers found that leader narcissism is directly associated with resistance to remote work. The study, which analyzed data on Fortune 500 CEOs, suggests that CEOs with higher narcissism scores are more likely to oppose remote and hybrid work and seek additional status. The researchers warn that ego may be blinding CEOs to the upside of more flexible working arrangements, which could backfire. The study used behavioral proxies such as signature size, photo size in annual reports, and pay gap relative to peers to construct narcissism scores.
Our Reading
The numbers tell one story.
CEOs like Amazon’s Andy Jassy, Jamie Dimon, and Larry Fink have publicly argued for return-to-office mandates, citing reasons such as in-person collaboration and creativity. However, a new study suggests that leader narcissism may be a driving factor. The study found that CEOs with higher narcissism scores were more likely to oppose remote work and seek additional status. This raises questions about the motivations behind return-to-office mandates and whether they are truly in the best interest of employees or just a way for CEOs to exert power.
The study’s findings are a wakeup call for leaders to examine their own motivations and consider the potential benefits of flexible working arrangements.
As the study’s authors noted, “The higher the opinions of themselves leaders expressed, the more they coveted power and status—and the more they favored return-to-office mandates.”
This phenomenon is not limited to the CEOs mentioned, but rather a widespread issue among leaders who prioritize their own ego over employee satisfaction.
One original observation: The return-to-office debate has become a battle for control, with CEOs using the issue as a way to reassert their dominance.
Author: Evan Null
