This. It also plays (negatively) into the performance review / promotion loop. As AmiMoJo points out, if an employee thinks that the only way to be valued and promoted in a company is to act like a stereotype rockstar coder, then they will often stop co-operating and helping their teammates and instead focus heavily on high-visibility "ownership" activities.
I actually see a fair amount of this where I work, with people making a Big Visible Fuss over "best practices", or going ham on some project they can stick their name on. A couple of years ago I was bitten quite badly at a performance review where they acknowledged I'd done lots of things that helped the team, and contributed a lot to our codebases, but because I didn't have my name attached to any "big ticket" projects, it was hard to justify a strong review. That's not to say I deserved a great review, but more that the focus in these reviews is quite two-dimensional and counterproductive for morale. I came away feeling like I'd been punished for doing what I thought was the right thing, and the alternative approach was to climb all over everyone with fake-confident ownership efforts, regardless of whether it's best for customers or the business as a whole.
There was an article a while back called something like "On Being Glue" that touches on this and highlights the extreme lack of appreciation for glue-type activities that should be valued in companies. The assertions made by the Netflix CEO above just serve to emphasise this unhealthy way of thinking about programmers.