The dynamics of narcissism in founding teams: Implications for co-founder turnover and venture growth
基于人-组织匹配理论，研究创始团队自恋特质的平均水平与多样性如何共同影响联合创始人离职和公司增长，利用911家美国科技创业公司数据验证模型。
Drawing on person–organization (PO) fit theory, we examine how different configurations of the personality trait narcissism within founding teams influence co-founder turnover and venture growth. We theorize that high mean levels of narcissism in founding teams reduce “supplementary fit,” heightening the likelihood of co-founder turnover and, in turn, undermining venture growth. In contrast, greater diversity in narcissism can foster “complementary fit,” especially through improved role and task allocations between narcissistic and less narcissistic co-founders, buffering the negative effects of high mean narcissism. To test our model, we utilize a unique longitudinal dataset of 911 U.S. tech-based ventures founded in 2010, which combines a LinkedIn-based measure of founder narcissism with detailed founding team and venture data. Our findings support our proposed founder-narcissism-configuration model , revealing that the mean level of narcissism and narcissism diversity jointly shape co-founder turnover and ultimately venture growth. This study advances research on narcissism in entrepreneurship, team-level narcissism, and PO fit theory.