The Dark Triad Personality and Counterproductive Workplace Behaviors: The Role of Perceived Supervisor Support

Abstract

Narcissism, machiavellianism and psychopathy personality traits, included in the dark triad and constituting the dark side of personality, are considered to reflect in some undesirable workplace behaviors. Managers have great responsibilities at the point of preventing these behaviors that might harm organizations and their members. It is assumed that employees’ perception of supervisory support will have positive influence on them and that counterproductive work behaviors can be reduced through this support. The objective of this study is to clarify the relationships between these three concepts in question and contribute to the existing literature. Thereby, the research investigates the impact of dark personality traits on exhibiting counterproductive work behaviors, and the role of perceived supervisor support on this effect. In this respect, a research was performed on the employees of textile companies operating in Denizli. The results of the research has revealed that dark personality traits have a positive and significant relationship with counterproductive work behaviors, dark personality traits other than narcissism have a significant and positive impact on counterproductive work behaviors, but this impact is moderated when employees perceive higher support from their supervisors.

Keywords

• Dark triad
• counterproductive workplace behaviors
• perceived supervisor support

Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü

Abstract

Kişiliğin karanlık yönünü oluşturan özellikler içerisinde narsizm, makyavelizm ve psikopati yer almaktadır. Her üç kişilik özelliğinin de olumsuz bazı nitelikleri içerisinde barındırdığı görülmektedir. Narsist, makyavelist ve psikopatik bireylerin örgütler açısından istenmeyen örgüte zarar verebilecek bazı davranışları daha sık gösterecekleri düşünülmektedir. Bu davranışlar içerisinde üretkenlik karşıtı iş davranışları da bulunmaktadır. Bireylere ve örgütlere zarar verme niyeti taşıyan bu davranışların önlenmesi noktasında kuşkusuz işletme yöneticilerine büyük sorumluluklar düşmektedir. Yöneticilerin çalışanlara vermiş olduğu desteğin bireyler üzerinde olumlu yönde katkı sağlayacağı ve bu destek sayesinde üretkenlik karşıtı iş davranışlarının önüne geçilebileceği varsayılmaktadır. Bu çalışmada söz konusu kavramlar arasındaki ilişkilere açıklık getirilerek mevcut literatüre katkı sağlamak, karanlık kişilik özelliklerinin üretkenlik karşıtı iş davranışlarının sergilenmesi üzerindeki etkisini belirlemek ve algılanan yönetici desteğinin bu etki üzerinde nasıl bir role sahip olduğunu ortaya koymak hedeflenmiştir. Bu amaçla Denizli’de faaliyet göstermekte olan tekstil işletmelerinde çalışanlar üzerinde bir araştırma yapılmıştır. Araştırma sonucunda karanlık kişilik özelliklerinin üretkenlik karşıtı iş davranışları ile pozitif anlamlı bir ilişkisinin olduğu, makyavelizm ve psikopatinin üretkenlik karşıtı iş davranışları üzerinde anlamlı pozitif bir etkisinin olduğu, ayrıca bu etki üzerinde algılanan yönetici desteğinin de düzenleyici bir rolü olduğu ortaya koyulmuştur.

Keywords

• Karanlık üçlü
• üretkenlik karşıtı iş davranışları
• algılanan yönetici desteği

References

1. Akram, A., Kamran M., Iqbal, M. S., Habibah U. ve Ishaq M. A.| (2018). The impact of supervisory justice and perceived Supervisor support on organizational citizenship behavior and commitment to supervisor: the mediating role of trust. Cogent Business & Management, 5(1), 1-17.
2. Appelbaum, S.H., Iaconi, G. D. ve Matousek, A. (2007). Positive and negative deviant workplace behaviors: Causes, impacts, and solutions. Corporate Governance: The International Journal of Business in Society, 7(5), 586-598.
3. Aydın, E. ve Basım, N. (2017). İş-Aile çatışması ile örgütsel bağlılık etkileşiminde algılanan yönetici desteğinin rolü: Görgül bir araştırma. Business and Economics Research Journal, 8(4), 773-784.
4. Baloch M.A., Meng F., Xu Z., Cepeda-Carrion I., Danish ve Bari M.W. (2017). Dark Triad, Perceptions of Organizational Politics and Counterproductive Work Behaviors: The Moderating Effect of Political Skills. Frontier Psychology, 8, 1-14.
5. Bennett, R. J. ve Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-360.
6. Berry, C. M., Ones, D. S. ve Sackett, P. R. (2007). Interpersonal deviance, organizational, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92(2), 410-424.
7. Bhanthumnavin, D. (2003). Perceived social support from supervisor and group members' psychological and situational characteristics as predictors of subordinate performance in Thai work units. Human Resource Development Quarterly, 14(1), 79-97.
8. Bowling, N. A. ve Burns, G. N. (2015). Sex as a moderator of the relationships between predictor variables and counterproductive work behavior. Journal of Business and Psychology, 30(1), 193-205.

9. Brewer, G., Parkinson, M., Pickles, A., Anson, J. ve Mulinder, G. (2023). Dark triad traits and relationship dissolution. Personality and Individual Differences, 204, 1-7.
10. Cheang, H. S. ve Appelbaum S. H. (2015). Corporate psychopathy: Deviant workplace behaviour, and toxic leaders-part one. Industrial and Commercial Training, 47(4), 165-173.
11. Cheung, G.W. ve Wang, C. (2017). Current approaches for assessing convergent and discriminant validity with SEM: issues and solutions”. Academy of Management Proceedings, 1, p. 12706.
12. Cohen, A. (2016). Are they among us? A conceptual framework of the relationship between the dark triad personality and counterproductive work behaviors (CWBs). Human Resource Management Review, 26(1), 69-85.
13. Cohen, A. ve Özsoy, E. (2021). Dark triad and situational variables and their relationship to career success and counterproductive work behaviors among employees in Turkey. International Journal of Workplace Health Management, 14(5), 506-525.
14. Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A. ve Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89, 599-609.
15. Cropanzano, R. ve Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
16. Curtis, J.G., Correia, H.M. ve Davis, M.C. (2022). Entitlement mediates the relationship between dark triad traits and academic misconduct, Personality and Individual Differences, 191, 1-4.
17. DeShong, H.L., Grant, D.M. ve Mullins-Sweatt, S.N. (2015). “Comparing models of counterproductive workplace behaviors: The Five-Factor model and the Dark Triad”. Personality and Individual Differences, 74, 55-60.
18. Douglas, S. C. ve Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied Psychology, 86, 547-559.
19. Douglass, D.M., Stirrat, M., Koehn, M.A. ve Vaughan, R.S. (2023). The relationship between the dark triad and attitudes towards feminism. Personality and Individual Differences, 200, 1-7.
20. Dunlop, P. D. ve Lee, K. I. (2004). Workplace deviance, organizational citizenship behavior and business unit performance: the bad apples do spoil the whole barrel. Journal of Organizational Behavior, 25, 67-80.
21. Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
22. Eisenberger R., Stinglhamber F., Vandenberghe C., Sucharski IL. ve Rhoades L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
23. Erhan, T. (2022). Karanlık ve aydınlık üçlü kişilik özellikleri bağlamında yapıcı sapma davranışı: Havacılık çalışanları üzerine bir araştırma. Journal of Aviation Research, 4(1), 146-163.
24. Fornell, C. ve Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
25. Fox, S. ve Spector, P. E. (1999). A model of work frustration-aggression. Journal of Organizational Behavior, 20, 915-931.
26. Fox, S., Spector, P. E. ve Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and justice. Journal of Vocational Behavior, 59, 291-309.
27. Garcia, D., Adrianson L., Archer T. ve Rosenberg P. (2015). The dark side of the affective profiles: differences and similaritires in psychopaty machiavellenicism and narcissim, Sage Open, 5(4), 1-14.
28. Giacalone, R. A. ve Greenberg, J. (1997). Antisocial behavior in organizations. Thousand Oaks, CA: Sage.
29. Giray, M. D. ve Şahin, D. N. (2012). Algılanan örgütsel, yönetici ve çalışma arkadaşları desteği ölçekleri: Geçerlik ve güvenirlik çalışması. Türk Psikoloji Yazıları, 15(30), 1-9.
30. Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
31. Griffin, R. W. ve Lopez, Y. P. (2005). “Bad behavior” in organizations: A review and typology for future research. Journal of Management, 31(6), 988-1005.
32. Grijalva, E. ve Newman, D. A. (2015). Narcissism and counterproductive work behavior (CWB): Meta-Analysis and consideration of collectivist culture, Big Five Personality and narcissism's facet structure. Applied Psychology: An International Review, 64(1), 93-126.
33. Heijnis, T. (2009). The dark side of personality and counterproductive behavior. [Yayımlanmamış yüksek lisans tezi]. Amsterdam Üniversitesi, Hollanda.
34. Hodson G., Hogg S. M., ve MacInnis C. C. (2009). The role of dark personalities (narcissism, machiavellianism, psychopathy), big five personality factors, and ideology in explaining prejudice. Journal of Research in Personality, 43, 686-690.
35. Hollinger, R. C. (1986). Acts against the workplace: Social bonding and employee deviance. Deviant Behavior, 7, 53-75.
36. Jones, D. N., ve Paulhus D. L. (2014). Introducing the short Dark Triad (SD3): A brief measure of dark personality traits, Assessment, 21(1), 28-41.
37. Kalaycı, S. (2014), Faktör analizi, Kalaycı, S. (Ed.), SPSS uygulamalı çok değişkenli istatistik teknikleri içinde (ss.321-331). Ankara: Öz Baran Ofset.
38. Kanten, P., Yeşiltaş, M. ve Arslan R. (2015). Kişiliğin karanlık yönünün üretkenlik karşıtı iş davranışlarına etkisinde psikolojik sözleşmenin düzenleyici rolü. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 29(2), 365-391.
39. Khan, S. I Mahmood, A., Kanwal, S. ve Latif, Y. (2015). How perceived supervisor support effects workplace deviance? Mediating role of perceived organizational support. Pakistan Journal of Commerce and Social Sciences, 9(3), 940-967.
40. Kottke, J. L. ve Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48, 1075-1079.
41. Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A. ve Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884.
42. Lata M., ve Chaudhary R. (2020). Workplace spirituality and experienced incivility at work: modeling dark triad as a moderator. Journal of Business Ethics, 10, 1-23.
43. Liao, H., Joshi, A. ve Chuang, A. (2004). Sticking out like a sore thumb: Employee dissimilarity and deviance at work. Personnel Psychology, 57, 969-1001.
44. Maertz, P.C., Griffeth, W.R., Campbell, N.S. ve Allen, D.G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, 28(8), 1059-1075.
45. Mahmood, Z., Alonazi, W.B, Baloch, M.A. ve Lodhi R.N. (2021). The dark triad and counterproductive work behaviours: A multiple mediation analysis. Economic Research-Ekonomska Istrazivanja, 34(1), 3321-3342.
46. Mansour, M.H. ve Sheadeh, H.K. (2020). Impact of Talent Management (TM) on Counterproductive Work Behaviors (CWB) in Industrial Companies in Jordan. International Journal of Business and Management, 15(7), 96-107.
47. McHoskey, J. (1995), Narcissism and machiavellianism, Psychological Reports, 77, 755-759.
48. McHoskey, J. W., Worzel, W. ve Szyarto, C. (1998), Machiavellianism and psychopathy, Journal of Personality and Social Psychology, 74, 192-210.
49. Miao, Y., Wang, J., Shen, R. ve Wan D. (2023). Effects of Big Five, HEXACO, and Dark Triad on counterproductive work behaviors: A meta-analysis. International Journal of Mental Health Promotion, 25(3), 357-374.
50. Miller J. D, Hyatt C. S, Maples-Keller J. L, Carter N. T. ve Lynam D. R. (2017). Psychopathy an Machiavellianism: A Distinction Without a Difference?, Journal of Personality, 85(4), 439-453.
51. Mitchell, M. S. ve Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168.
52. Neuman, J. H., ve Baron, R. A. (1997). Aggression in the workplace. R. A. Giacalone ve J. Greenberg (Ed.), Antisocial behavior in organizations içinde (pp. 37-67). Thousand Oaks, CA:Sage
53. Nguyen N., Pascart S. ve Borteyrou X. (2021). “The dark triad personality traits and work behaviors: A person-centered approach”, Personality and Individual Differences, 170, 1-6.
54. O'Boyle, E. H., Jr., Forsyth, D. R., Banks, G. C. ve McDaniel, M. A. (2012). A meta-analysis of the dark triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557-579.
55. O’Leary-Kelly, A. M., Griffin, R. W. ve Glew, D. J. (1996). Organization-motivated aggression: A research framework. Academy of Management Review, 21, 225-253.
56. Onyedire N. G., Chukwuorji J. B. C., Orjiakor T. C., Onu D. U., Aneke C.I. ve Ifeagwazi C. M. (2021), Associations of dark triad traits and problem gambling: the moderating role of age among university students. Current Psychology, 40, 2083-2094.
57. Özkara, U.Z., Taş, A. ve Aydıntan, B. (2019). Algılanan yönetici desteği ile örgütsel sinizm arasındaki ilişkide lider-üye etkileşiminin aracılık etkisi. OPUS Uluslararası Toplum Araştırmaları Dergisi, 12(18), 101-137.
58. Özler, E.N.D (2021). Örgütlerde karanlık üçlü: Narsizm, Makyavelizm ve Psikopati, Özler, E.N.D. (Ed.), Örgütsel davranışta seçme konular -I- içinde (ss.393-424). Bursa: Ekin Yayınevi.
59. Özsoy E. ve Ardıç K. (2017). Karanlık üçlünün (narsisizm, makyavelizm ve psikopati) iş tatminine etkisinin incelenmesi. Yönetim ve Ekonomi, 24(2), 391-406.
60. Palmer, J. C., Komarraju, M., Carter, M. Z. ve Karau, S. J. (2017). Angel on one shoulder: Can perceived organizational support moderate the relationship between the dark triad traits and counterproductive work behavior?. Personality and Individual Differences, 110, 31-37.
61. Paulhus D. L. ve Williams K. (2002). The dark triad of personality: Narcissism, machiavellianism, and psychopathy. Journal of Research in Personality, 36, 556-563.
62. Persson N. B. (2019). Searching for machiavelli but finding psychopathy and narcissism. Personality Disorders: Theory, Research, and Treatment, 10(3), 235-245.
63. Polat, G. (2021). İşyerinde sapma davranışları. Özler, N. D. (Ed.), Örgütsel davranışta seçme konular -I- içinde (ss.175-203). Bursa: Ekin Yayınevi.
64. Rehman, U. ve Shahnawaz, G. (2018). Machiavellianism, job autonomy, and counterproductive work behaviour among ındian managers. Journal of Work and Organizational Psychology, 34(2), 83-88.
65. Rhoades, L. ve Eisenberger, R. (2002). Perceived organizational support: A review of the literatüre. Journal of Applied Psycohology, 87(4), 698-714.
66. Robinson, S. L. ve Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38, 555-572.
67. Robinson, S. L. ve O'Leary-Kelly, A. M. (1998). Monkey see, monkey do: The influence of work groups on the antisocial behavior of employees. Academy of Management Journal, 41(6), 658-672.
68. Salgado, J. F. (2002). The big five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10, 117-125.
69. Skarlicki, D. P., ve Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82, 434-443.
70. Schilbach M., Baethge A., ve Rigotti T. (2020). Why employee psychopaty leads to counterproductive workplace behaviours: An analysis of the underlying mechanisms. European Journal of Work and Organizational Psychology, 29(5), 693-706.
71. Sguera, F., Bagozzi, R.P., Huy, Q.N., Boss, R.W. ve Boss, D.S. (2018). The more you care, the worhier I feel, the better I behave: How and when suprvisor support influences ethical employee behavior. Journal of Business Ethics, 153(3), 615-628.
72. Shanock LR ve Eisenberger R. (2006). When supervisors feel supported: relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689-95.
73. Shore, L. M., ve Shore, T. H. (1995). Perceived organisational support and organisational justice. In R. S. Cropanzano, & K. M. Kacmar (Eds.), organisational politics, justice, and support: managing the social climate of the workplace (pp. 149-164), Westport, CT: Quorum.
74. Silva, A.J ve Silva, D. (2023). The buffering effect of micro-daily events on the relationship between the dark triad traits and counterproductive work behavior. Management Research Review, 46(5), 667-681.
75. Smith S. F. ve Lilienfeld S.O. (2013). Psychopathy in the workplace: The knowns and unknowns. Aggression and Violent Behavior, 18(2), 204-218.
76. Sparevec, A., Merch, E. ve Grive, R. (2022). The dark triad, empathy, and motives to use social media. Personality and Individual Differences, 194, 1-4.
77. Spector, P.E., Fox, S., Penney, L.M., Bruursema, K., Goh, A. ve Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?. Journal of Vocational Behavior, 68, 446-460.
78. Spector, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An Integration of perspectives. Human Resource Management Review, 21(4), 342-352.
79. Tuna, A. ve Boylu, Y. (2016). Algılanan örgütsel destek ve işe ilişkin duyuşsal iyi oluş halinin üretkenlik karşıtı iş davranışları üzerine etkileri: Hizmet sektöründe bir araştırma. İşletme Araştırmaları Dergisi (İAD), 8(4), 505-521.
80. Tuzun, K.İ ve Kalemci, R.A. (2012). Organizational and supervisory support in relation to employee turnover intentions. Journal of Managerial Psychology, 27(5), 518-534.
81. Tüzün, İ.K., Çetin, F. ve Basım, H.N. (2017). Deviant employee behavior in the eyes of colleagues: The role of organizational support and self-efficacy. Eurasian Business Review, 7, 389-405.
82. Ülbeği, İ.D., Dağtekin, H. ve Yalçın, A. (2021). Algılanan yönetici desteğinin çalışan performansına etkisinde örgütsel özdeşleşmenin rolü, Süleyman Demirel Üniversitesi Vizyoner Dergisi, 12(32), 1040-1051.
83. Vardi, Y. ve Wiener, Y. (1996). Misbehavior in organizations: A motivational framework. Organization Science, 7(2), 151-165.
84. Vedel, A., ve Thomsen, D.K. (2017). The dark triad across academic majors. Personality and Individual Differences, 116, 86-91.
85. Von Kanel R., Herr R. M., Van Vianen A.E.A., ve Schmid B. (2017). Association of adaptive and maladaptive narcissism with personal burnout: Findings from a cross-sectional study. Industrial Health, 55, 233-242.
86. Ying, C. H. ve Cohen, A. (2018). Dark triad personalities and counterproductive work behaviors among physicians in China. The International Journal of Health Planning and Management, 33, 985-998.