Karanlık Üçlü Kişilik Özellikleri, Risk Alma Eğilimi, Örgütsel Bağlılık, Kariyer Bağlılığı ve İşten Ayrılma Niyeti Arasındaki İlişkiler

Abstract

Bu çalışmada son yıllarda işe dönük pek çok tutum ve davranışla ilişkili olduğu görgül çalışmalarca raporlanan ve karanlık üçlü kişilik özellikleri olarak adlandırılan Makyavelizm, narsisizm ve klinik-altı psikopati kişilik özelliklerinin çalışanların risk alma eğilimi, duygusal örgütsel bağlılık, kariyer bağlılığı ve işten ayrılma niyetiyle ilişkileri araştırılmıştır. Araştırmanın örneklemini tam zamanlı çalışan 236 beyaz yaka çalışan oluşturmuştur. Katılımcılara demografik bilgi formu, karanlık üçlü kişilik ölçeği, risk alma ölçeği, örgütsel bağlılık ölçeği, kariyer odaklı bağlılık ölçeği ve işten ayrılma niyeti ölçeklerini içeren bir anket formu uygulanmıştır. Çalışmanın verileri Google Forms üzerinden çevrimiçi olarak toplanmıştır. Korelasyon analizleri, hem Makyavelizm hem de narsisizm kişilik özelliklerinin kariyer bağlılığı ve finansal risk alma eğilimi ile pozitif yönde ilişkili olduğunu göstermektedir. Ayrıca, finansal risk alma eğilimi kariyer odaklı bağlılık ve işten ayrılma niyeti ile pozitif yönde, duygusal örgütsel bağlılık ile ise negatif yönde ilişkilidir. Regresyon analizi bulguları kariyer odaklı bağlılığın çalışılan pozisyon ve narsisizm kişilik özelliği tarafından pozitif ve anlamlı yönde yordadığını göstermektedir. Son olarak, işten ayrılma niyeti ise sadece finansal risk alma değişkeni tarafından anlamlı ve pozitif yönde yordanmaktadır. Araştırma bulguları konuyla ilgili alan yazın temelinde tartışılmaktadır.

Keywords

• Karanlık üçlü kişilik özellikleri
• risk alma
• örgütsel bağlılık
• kariyer bağlılığı
• işten ayrılma niyeti

The Relationships among Dark Triad Personality Traits, Risk Taking Tendency, Organizational Commitment, Career Commitment and Turnover Intention

Abstract

This study examined dark triad personality traits’ (i.e., Machiavellianism, narcissism and subclinical psychopathy), which have been reported by empirical studies to be related to many work-related attitudes and behaviors in recent years, relationship with employees’ risk-taking tendency, affective organizational commitment, career commitment, and turnover intention. The sample of the study consisted of 236 white-collar employees who are working full-time. A survey package including demographic information form, dark triad personality scale, risk-taking scale, organizational commitment scale, career-oriented commitment scale, and turnover intention scale was administered to the participants. The data of the study were collected online via Google Forms. Correlation analyses indicated that both Machiavellian and narcissistic personality traits are positively associated with career commitment and financial risk-taking propensity. In addition, the tendency to take financial risks is positively related to both career-oriented commitment and intention to leave but negatively related to employees’ affective commitment to the organization. Results of regression analyses showed that career-oriented commitment is significantly and positively predicted by the position and narcissism personality trait variables. Finally, the turnover intention was found to be significantly and positively predicted only by the financial risk-taking variable. The findings of the study are discussed on the basis of the relevant literature.

Keywords

• Dark Triad personality traits
• risk taking
• organizational commitment
• career commitment
• turnover intention

References

1. Allen, N. J. ve Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18.
2. Bıçaksız, P. (2019). Karanlık üçlü kişilik özellikleri ve sürücü davranışları arasındaki ilişkilerin incelenmesi [Examination of the links between the dark triad personality traits and driver behaviors]. Trafik ve Ulaşım Araştırmaları Dergisi, 2(2), 66–77.
3. Bıçaksız, P. (2021). Kişilik özellikleri ve riskli sürücülük: Bir derleme çalışması [Personality traits and risky driving: A review]. Güvenlik Bilimleri Dergisi, 10(1), 259–284.
4. Blais, A. R. ve Weber, E. U. (2006). A Domain-Specific Risk-Taking (DOSPERT) Scale for adult populations. Judgment and Decision Making, 1(1), 33–47.
5. Campbell, W. K., Goodie, A. S. ve Foster, J. D. (2004). Narcissism, confidence, and risk attitude. Journal of Behavioral Decision Making, 17, 297–311.
6. Carre, J.R. ve Jones, D.N. (2016). The impact of social support and coercion salience on Dark Triad decision making. Personality and Individual Differences, 94, 92–95.
7. Chatterjee, A. ve Hambrick, D.C. (2011). Executive personality, capability cues, and risk taking how narcissistic CEOs react to their successes and stumbles. Administrative Science Quarterly, 56, 202–237.
8. Christie, R. ve Geis, F. L. (1970). Studies in Machiavellianism. New York: Academic Press.

9. Cleckley, H. (1976). The Mask of Sanity (5. Baskı). St. Louis, MO: Mosby.
10. Crysel, L. C., Crosier, B. S. ve Webster, G. D. (2013). The Dark Triad and risk behavior. Personality and Individual Differences, 54(1), 35–40.
11. Curry, J. (2014). A closer look at entrepreneurship and attitude toward risk. Unpublished Master’s thesis. Graduate College of Bowling Green State University, USA.
12. Dean, A. C., Altstein, L. L., Berman, M. E., Constans, J. I., Sugar, C. A. ve McCloskey, M. S. (2013). Secondary Psychopathy, but not Primary Psychopathy, is associated with risky decision-making in noninstitutionalized young adults. Personality and Individual Differences, 54(2), 272–277.
13. Egan, V. ve Bull, S. (2020). Social support does not moderate the relationship between personality and risk-taking/antisocial behavior. Personality and Individual Differences, 163, 110053.
14. Ellemers, N., de Gilder, D. ve van den Heuvel, H. (1998). Career-oriented versus team-oriented commitment and behavior at work. Journal of Applied Psychology, 83(5), 717–730.
15. Figner, B. ve Weber, E. U. (2011). Who takes risks when and why? Determinants of risk taking. Current Directions in Psychological Science, 20(4) 211–216.
16. Foster, J. D., Shenesey, J. W. ve Goff, J. S. (2009). Why do narcissists take more risks? Testing the roles of perceived risks and benefits of risky behaviors. Personality and Individual Differences, 47, 885–889.
17. Furnham, A., Richards, S. C. ve Paulhus, D. L. (2013). The dark triad of personality: A 10 year review. Social and Personality Psychology Compass, 7(3), 199–216.
18. Griffeth, R. W., Hom, P. W. ve Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488.
19. Grover, H. K. (2018). The upside to the dark side: An empirical investigation into the moderators and mediators of the Dark Triad and work related outcomes. Unpublished doctoral thesis. University College London, UK.
20. Grover, S. ve Furnham, A. (2021). The moderating effects of emotional stability on the relationship between the Dark Triad and different measures of risk-taking. Personality and Individual Differences, 171, 110450. https://doi.org/10.1016/j.paid.2020.110450
21. Hunt, M. K., Hopko, D. R., Bare, R., Lejuez, C. W. ve Robinson, E. V. (2005). Construct validity of the Balloon Analog Risk Task (BART): Associations with Psychopathy and impulsivity. Assessment, 12(4), 416–428.
22. Jakobwitz, S. ve Egan, V. (2006). The dark triad and nor¬mal personality traits. Personality and Individual Differences, 40, 331–339.
23. Jauk, E., Weigle, E., Lehmann, K., Benedek, M. ve Neubauer, A. C. (2017). The relationship between grandiose and vulnerable (hypersensitive) narcissism. Frontiers in Psychology, 8, 1600. doi: 10.3389/fpsyg.2017.01600
24. Jones, D. N. (2013). What's mine is mine and what’s yours is mine: The Dark Triad and gambling with your neighbor’s money. Journal of Research in Personality, 47(5), 563–571.
25. Jung, K. B., Kang, S.-W. ve Choi, S. B. (2020). Empowering leadership, risk-taking behavior, and employees’ commitment to organizational change: The mediated moderating role of task complexity. Sustainability, 12, 2340–2358.
26. Lauriola, M., Panno, A., Levin, I. P. ve Lejuez, C. W. (2014). Individual differences in risky decision making: A meta‐analysis of sensation seeking and impulsivity with the balloon analogue risk task. Journal of Behavioral Decision Making, 27(1), 20–36.
27. Levenson, M. R., Kiehl, K. A. ve Fitzpatrick, C. M. (1995). Assessing psychopathic attributes in a noninstitutionalized population. Journal of Personality and Social Psychology, 68(1), 151–158.
28. Lilienfeld, S. O., Patrick, C. J., Benning, S. D., Berg, J., Sellbom, M. ve Edens, J. F. (2012). The role of fearless dominance in psychopathy: Confusions, controversies, and clarifications. Personality Disorders: Theory, Research, and Treatment, 3(3), 327–340.
29. Lyons, B. D., Bowling, N. A. ve Burns, G. N. (2020): Accentuating dark triad behavior through low organizational commitment: a study on peer reporting. Ethics & Behavior.
30. Mathieu, J. E. ve Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171–194.
31. Meyer, J. P. ve Allen, N. J. (1997). Commitment in the Workplace: Theory, Research, and Application. Sage Publications.
32. Meyer, J. P., Allen, N. J. ve Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538–551.
33. Meyer, J. P., Stanley, D. J., Herscovitch, L. ve Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20–52.
34. Miller, J. D., Hoffman, B. J., Gaughan, E. T., Gentile, B., Maples, J. ve Campbell, K. W. (2011). Grandiose and vulnerable narcissism: A nomological network analysis. Journal of Personality, 79, 1013–1042.
35. Mowday, R. T., Porter, L. W. ve Steers, R. M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. Academic Press.
36. Neves, P. ve Eisenberger, R. (2014). Perceived organizational support and risk taking. Journal of Managerial Psychology, 29(2), 187–205.
37. Nicholson, N., Soane, E., Fenton-O’Creevy, M. ve Willman, P. (2005). Personality and domain-specific risk taking. Journal of Risk Research, 8(2), 157–176.
38. 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, 110432. https://doi.org/10.1016/j.paid.2020.110432
39. O’Boyle, Jr., E. H., 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.
40. Ok, A. B. (2007). Correlates of organizational commitment: A special emphasis on organizational communication. Yayınlanmamış doktora lisans tezi, Orta Doğu Teknik Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
41. Paulhus, D. L. (2014). Toward a taxonomy of dark personalities. Current Directions in Psychological Science, 23(6), 421–426.
42. Pincus, A. L., Ansell, E. B., Pimentel, C. A., Cain, N. M., Wright, A. G. C., ve Levy, K. N. (2009). Initial construction and validation of the Pathological Narcissism Inventory. Psychological Assessment, 21(3), 365–379.
43. Sedikides, C. ve Gregg, A. P. (2008). Self-enhancement: Food for thought. Perspectives on Psychological Science, 3(2), 102–116.
44. Shrout, P. E. ve Bolger, N. (2002). Mediation in experimental and non-experimental studies: New procedures and recommendations. Psychological Methods, 7(4), 422–445.
45. Stinglhamber, F., Bentein, K. ve Vandenberghe, C. (2002). Extension of the three-component model of commitment to five foci: Development of measures and substantive test. European Journal of Psychological Assessment, 18(2), 123–138.
46. Şahin, M. Y. ve Ağralı Ermiş, S. (2020). The relationship between academics’ dark triad traits and their organizational commitment in physical education and sport. International Education Studies, 13(9), 75–81.
47. Vize, C. E., Lynam, D. R., Collison, K. L. ve Miller, J. D. (2018). Differences among dark triad components: A meta-analytic investigation. Personality Disorders: Theory, Research, and Treatment, 9(2), 101–111.
48. Walsh, J. P., Ashford, S. J. ve Hill, T. E. (1985). Feedback obstruction: The influence of the information environment on employee turnover intention. Human Relations, 38(1), 23-46.
49. Wasti, S. A. (1998). Cultural barriers in the transferability of Japanese and American human resources practices to developing countries: The Turkish case. The International Journal of Human Resource Management, 9(4), 608-631.
50. Wasti, S. A. (1999). Organizational Commitment and Collectivism: The Case of Turkey. Unpublished doctoral dissertation, University of Illinois, Urbana-Champaign.
51. Wasti, S. A. (2000). Örgütsel baglılıgı belirleyen evrensel ve kültürel etmenler: Türk kültürüne bir bakıs. In Z. Aycan (Ed.) Akademisyenler ve profesyoneller bakıs açısıyla Türkiye’de yönetim, liderlik, ve insan kaynakları uygulamaları (pp. 201-224). Türk Psikologlar Dernegi Yayınları.
52. Weber, E. U., Blais, A.-R. ve Betz, N. E. (2002). A domain-specific risk-attitude scale: Measuring risk perceptions and risk behaviors. Journal of Behavioral Decision Making, 15, 263–290.
53. Zettler, I., Friedrich, N. ve Hilbig, B. E. (2011). Dissecting work commitment: The role of Machiavellianism. Career Development International, 16(1), 20–35.
54. Zuckerman, M. ve Kuhlman, D. M. (2000). Personality and risk-taking: Common biosocial factors. Journal of Personality, 68(6), 999–1029.