İşyerinde Karanlık Özelliklerin Sonuçları: Sonuçları yönetmede organizasyonun rolü

Year 2023, , 258 - 264, 26.09.2023

Vaıshalı Choudhary , Shadab Ahmad Ansari

https://doi.org/10.35365/ctjpp.23.3.08

Abstract

Son on yılda, özellikle endüstriyel ve örgütsel psikoloji alanında, akademisyenler arasında Karanlık üçlü (DT) özelliklerine önemli bir ilgi dile getirildi. Bu makale, karanlık üçlü özellikler ile karakterize edilen personel ile bağlantılı örgütsel sonuçları ve bireyselleştirilmiş yansımaları vurgulayan araştırmaların yönlendirici bir analizini sunmaktadır. Makale, karanlık kişilik kavramına bir giriş sağlamakla başlıyor, ardından Karanlık özelliklerin olumlu ve olumsuz örgütsel sonuçlarını gözden geçirmeye ve karşılaştırmaya odaklanan bir tartışmaya geçiyoruz, "DT özellikleri işyerinde bir varlık mı yoksa yükümlülük mü? ? Ayrıca, DT'nin düzenleyici değişkenlerini belirler ve gelecekteki çalışmalar için öneriler sunarız. Karanlık üçlü özelliklerinin bir sorumluluk olduğu ve organizasyonun, yalnızca kuruluş içinde kök salmış karanlık üçlünün moderatörlerini yöneterek olumsuz sonuçlarını etkin bir şekilde azaltabileceği sonucuna varıldı.

Keywords

Karanlık üçlü özellikler, moderatörler, üretkenliğe karşı çalışma davranışı, kişilerarası sonuçlar, organizasyon

Outcomes of Dark Traits at work: Role of organization in managing consequences

Abstract

Over the last decade, a significant interest in Dark triad (DT) traits has been expressed among scholars, especially in the area of industrial and organisational psychology. This article offers a directive analysis of researches highlighting the organisational outcomes and individualised repercussions linked with dark triad traits characterised personnel. The article begins with providing an introduction to the concept of dark personality, then we transition into a discussion focusing on reviewing and comparing the positive and negative organisational outcomes of Dark traits with the purpose of answering, “Are DT traits an asset or liability at workplace?”. Furthermore, we identify the moderating variables of DT and provide recommendations for future work. It was concluded that dark triad traits are a liability and organizations can actively reduce its aversive consequences by managing moderators of dark triad exclusively rooted within the organisation.

Keywords

Dark triad traits, moderators, counter productive work behaviour, interpersonal consequences, organization.

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