Public or private reward? Narcissism changes the answer
Cornell University researchers examined how employees value rewards given in public and in private. Most prefer discreet recognition, but people higher in narcissism more often choose visibility and a prestigious title.
Emily Zitek (ILR School, Cornell University), with Verena Krause (UCL School of Management) and Alexander H. Jordan (Harvard Medical School, McLean Hospital), ran four surveys of full-time employees with more than 1,000 respondents in total. The results were published on 8 October 2026 in Social Psychological and Personality Science. The researchers compared the same rewards in two forms: given privately, or announced to the team or the whole company.
The overall picture is clear: most employees prefer recognition one to one. As Zitek summarises: "Overall people preferred private rewards to public rewards." People higher in narcissism also value private rewards, but they rate public rewards noticeably higher than others do. They are also more likely to choose a better job title over higher pay.
The authors link this difference to the need for status: a public reward raises one's standing in the eyes of others, and narcissistic individuals worry less about colleagues' envy. The study relies on surveys and stated choices, so it shows preferences rather than behaviour in real situations. Narcissism was measured as a personality trait, not as a clinical disorder.
What this means for organisations: recognition systems should be designed around differences between people rather than one scheme for everyone. Public awards, rankings and title inflation may mainly attract status-driven individuals, and need not motivate the majority, who prefer discreet recognition. Leaders should ask employees which form of recognition matters to them, and tie title promotions to a real change in responsibility. Otherwise the company risks losing credibility with its teams.