Abstract:
Purpose- Narcissism emerges as a topic that starts to gain its popularity in the organizational studies.
Narcissism is associated with one's superiority towards other individuals. The present study was
aimed at examining the relationship between leader narcissism, organizational cynicism, and
employee's organizational silence. This study also put psychological strain as the mediator.
Design/methodology/approach- The present study involved 237 employees in five Regional
Department Organization in Pemalang Regency, Indonesia. This survey study employed
questionnaire as the main instrument of data collection. Probability sampling, i.e. stratified random
sampling technique was used. The data were analyzed using Partial Least Square (PLS).
Findings - The statistical result supported the positive relationship between leader narcissism,
organizational cynicism, and employee's organizational silence, as well as the mediating effect of
employee's psychological strain.
Practical implication - Leader's self-management and character are pivotal to prevent leader
narcissism and other matters that harm the organization. Regarding the implication for organization,
it is important for the organization to determine the criteria of a leader and ethical code of a leader. It
is important since narcissistic leader will not develop and leads to organizational cynicism and
organizational silence. Therefore, it is important for an organization to develop a leader selection
system that ensures the capability of a leader.
Originality/value - Since the governmental sector keeps experiencing transformational changes, it is
important to identify the organizational factors that affect employees' attitude. This study contributes
to the literature regarding organizational cynicism and organizational silence by revealing the
relationship mechanism between leader narcissism, organizational cynicism, and employee's
organizational silence.
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