A recent study suggests that the push for employees to return to the office full time may be more about leaders’ desire for power and status rather than productivity. The research, conducted by scholars at the Wharton School at the University of Pennsylvania, indicates that leaders with stronger narcissistic traits tend to oppose remote work.
The study employed various methods to explore why some leaders resist remote work while others support it. These methods included analyzing public company reports for signs of narcissism in CEOs, studying their public statements on remote work, conducting personality surveys, and running an online experiment to assess the link between resistance to remote work and leaders’ hunger for power and status.
The findings of the research reveal that leaders with narcissistic tendencies are more likely to oppose remote work. The study emphasizes that the opposition to virtual work setups has both social and individual origins, underscoring a self-centered aspect not previously acknowledged in research.
The researchers suggest that narcissistic leaders prefer in-person work as it allows them to exercise control and demand admiration from employees, which remote work may limit. For instance, remote work restricts their ability to manage through physical presence or issue commands in person.
Sylvia Fuller, a labor markets expert and sociology professor at the University of British Columbia, notes that the study sheds light on the personal motivations of leaders in pushing for full-time office returns, beyond organizational benefits. Fuller questions the rationale for compelling employees to return to the office entirely based on existing research findings.
While some argue that remote work boosts productivity, Cissy Pau, a HR consultant in Vancouver, points out that employers have valid reasons for wanting employees back in the office. She mentions the importance of collaboration and connectivity, which may suffer in remote work settings due to challenges in communication and building community.
Pau highlights that face-to-face interactions foster a sense of community and personal connections among employees that might be lacking in remote work setups. This desire for increased interaction and connectivity is a driving force behind some employers’ push for more in-person work arrangements.