‘Narcissist’ bosses are more likely to oppose work from home, studies show. But are they right?

A recent study has revealed that leaders exhibiting narcissistic tendencies are more inclined to resist remote work arrangements, according to research published last month. The findings suggest that these leaders, often characterized by self-centeredness and a desire for power and status, perceive remote work as a threat to their authority and influence. This insight adds to ongoing debates about the effectiveness of returning to traditional office settings versus maintaining flexible work arrangements. The study, led by three researchers from the Wharton School, Marissa Shandell, Courtney Elliott, and Adam Grant, spanned six years and included three distinct phases of investigation involving over 1,000 executives, middle managers, and supervisors. In the first phase, the team analyzed 259 Fortune 500 chief executive officers, using established indicators of narcissism such as the prominence of the CEO's photograph in annual reports, the size of their signature, and comparative compensation levels against the second-highest-paid executive. These metrics were previously linked to narcissistic behaviors in psychological research. The researchers then reviewed public statements by these CEOs regarding remote work policies. In the second phase, the researchers surveyed 359 leaders, assessing narcissism through the “short dark triad” scale, which includes measures of Machiavellianism, psychopathy, and narcissism. Alongside these traits, the survey also evaluated motivations related to power, status, and trust in employees. The participants' responses indicated their attitudes toward remote and hybrid work arrangements. The third phase of the study involved an experimental setup with 546 leaders. Participants were divided into two groups, one exposed to narratives highlighting successful CEOs described as confident and self-centered, while the other served as a control group. Those in the narcissism-condition group exhibited stronger opposition to remote work after reading the prompts, suggesting that exposure to certain leadership archetypes influences perceptions of remote work. Across all three studies, narcissism emerged as the sole consistent predictor of leaders' resistance to remote work. The researchers summarized their findings, noting that leaders who held higher self-opinions were more driven by the pursuit of power and status, leading them to favor full-time return-to-office mandates. Internationally, there has been a noticeable push by some corporate leaders to bring employees back to physical offices. Since the end of the pandemic, certain executives have voiced strong opinions on the matter. For instance, Elon Musk criticized what he referred to as the “laptop class,” implying that remote work privileges should not be extended to all employees. Similarly, Jamie Dimon, CEO of JPMorgan Chase, delivered a passionate, albeit controversial, speech urging his staff to return to the office full-time. Despite these efforts, official data indicates that a significant portion of employees continue to work remotely. As of March 2026, approximately 22.6% of U.S. employees still worked remotely at least part-time. In Great Britain, around 28% of working adults remained in hybrid arrangements as of early 2025. Hybrid work is even more prevalent in Australia, with 36% of employed individuals typically working from home, according to August 2025 figures. Many Australian workers also have the legal right to request flexible work arrangements, reflecting a broader cultural acceptance of remote and hybrid models. One notable example is the state of Victoria, which has implemented specific policies supporting such arrangements.