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The Effect of Pay Transparency on Narcissists: Can Personality Type Predict Reciprocity?

Government regulations and popular media push companies to be more transparent about employee wage information. Yet firms often attempt to keep this information secret because, when wage dispersion exists, transparency decreases total employee productivity. The fair-wage effort hypothesis (FWEH) models this phenomenon (Akerlof and Yellen 1990). Productivity decreases because, on average, when employees learn they are paid less than others, they engage in negative reciprocity. At the same time, on average, employees who learn they are paid more than others do not engage in positive reciprocity. I hypothesize and find that the personality trait of narcissism, particularly one of its three behavioral factors, entitlement and exploitiveness, moderates the strength of individual employees’ reciprocal responses (Ackerman et al. 2011). Narcissism increases negative reciprocity and decreases positive reciprocity. I test the hypotheses using an experiment on Amazon Mechanical Turk in which I manipulate pay levels and transparency.