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

Year 2023, , 305 - 329, 28.07.2023

Gülçin Aksöl , Nezire Derya Ergun Özler

https://doi.org/10.51290/dpusbe.1310969

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

References

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

Year 2023, , 305 - 329, 28.07.2023

Gülçin Aksöl , Nezire Derya Ergun Özler

https://doi.org/10.51290/dpusbe.1310969

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

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  • 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.
  • 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.
  • 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.
  • Bennett, R. J. ve Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-360.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
  • Cropanzano, R. ve Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
  • 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.
  • 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.
  • 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.
  • 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.
  • 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.
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  • 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.
  • 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.
  • 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.
  • Fox, S. ve Spector, P. E. (1999). A model of work frustration-aggression. Journal of Organizational Behavior, 20, 915-931.
  • 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.
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There are 86 citations in total.

Details

Primary Language Turkish
Subjects Organisational Behaviour
Journal Section RESEARCH ARTICLES
Authors

Gülçin Aksöl 0000-0003-3049-4956

Nezire Derya Ergun Özler 0000-0001-9020-0206

Publication Date July 28, 2023
Published in Issue Year 2023

Cite

APA Aksöl, G., & Ergun Özler, N. D. (2023). Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi(77), 305-329. https://doi.org/10.51290/dpusbe.1310969
AMA Aksöl G, Ergun Özler ND. Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. July 2023;(77):305-329. doi:10.51290/dpusbe.1310969
Chicago Aksöl, Gülçin, and Nezire Derya Ergun Özler. “Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, no. 77 (July 2023): 305-29. https://doi.org/10.51290/dpusbe.1310969.
EndNote Aksöl G, Ergun Özler ND (July 1, 2023) Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 77 305–329.
IEEE G. Aksöl and N. D. Ergun Özler, “Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü”, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, no. 77, pp. 305–329, July 2023, doi: 10.51290/dpusbe.1310969.
ISNAD Aksöl, Gülçin - Ergun Özler, Nezire Derya. “Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 77 (July 2023), 305-329. https://doi.org/10.51290/dpusbe.1310969.
JAMA Aksöl G, Ergun Özler ND. Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2023;:305–329.
MLA Aksöl, Gülçin and Nezire Derya Ergun Özler. “Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, no. 77, 2023, pp. 305-29, doi:10.51290/dpusbe.1310969.
Vancouver Aksöl G, Ergun Özler ND. Karanlık Kişilik Özelliklerinin Üretkenlik Karşıtı İş Davranışları Üzerindeki Etkisinde Algılanan Yönetici Desteğinin Rolü. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2023(77):305-29.

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