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İşyerinde Karanlık Özelliklerin Sonuçları: Sonuçları yönetmede organizasyonun rolü

Year 2023, Volume: 5 Issue: 3, 258 - 264, 26.09.2023
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.

References

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  • Blickle G, Schutte N. (2017). Trait psychopathy, task performance and counterproductive work behaviour directed toward the organization. Personality and Individual Differences, 109, 225-231. https://www.aow.unibonn.de/pdfs/blickle_schuette_2017_paid
  • Caliskan G, Ozer A. (2021). Relationship between dark triad personality traits and work values among athletes. Current Psychology, 40(1). https://doi.org/10.1007/s12144-019-00459-8.
  • Costa P, McCrae R, Dye D. (1991). Facet scales for agreeableness and conscientiousness: A revision of the NEO Personality Inventory. Personality and Individual Differences,12(9), 887–898. https://doi.org/10.1016/0191-8869(91)90177-D.
  • Castille CM, Kuyumcu D, Bennett RJ. (2017). Prevailing to the peer’s detriment: organisational constraints motivate Machiavellians to undermine their peers. Personality and Individual Differences, 104, 29-36. https://doi.org/10.1016/j.paid.2016.07.026.
  • 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. https://doi.org/10.1016/j.hrmr.2015.07.003.
  • Cohen A, Özsoy E. (2021). Dark triad and situational variables and their relationship to career success and counterproductive work behaviours among employees in Turkey. International Journal of Workplace Health Management, 14(5), 506-525. https://doi.org/10.1108/IJWHM-02-2020-0019.
  • De Clercq, D., Haq, I.U. and Azeem, M.U (2019). Time-related work stress and counterproductive work behaviour: Invigorating roles of deviant personality traits. Personnel Review, 48(7), 1756-1781. https://doi.org/10.1108/PR-07-2018-0241.
  • Diller S, Czibor A, Szabó Z, et al. (2021). The positive connection between dark triad traits and leadership levels in self- and other-ratings. Leadership, Education, Personality: An Interdisciplinary Journal, 3(2). https://doi.org/ 10.1365/s42681-021-00025-6.
  • Ellen B, Alexander K, Mackey J et al. (2021). Portrait of a Workplace Deviant: A Clearer Picture of the Big Five and Dark Triad as Predictors of Workplace Deviance. Journal of Applied Psychology, 106(12). https://doi.org/10.1037/apl0000880.
  • Furnham, A., & Treglown, L. (2021). The Dark Side of High-Fliers: The Dark Triad, High-Flier Traits, Engagement, and Subjective Success. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2021.647676.
  • Furnham A, Richards SC, and Paulhus DL., (2013). The Dark Triad of Personality: A 10-year Review. Social and personality psychology compass, 7(3), 199-216. https://doi.org/10.1111/spc3.12018.
  • Filipkowski J, Derbis R. (2020). The Dark Triad, goal achievement and work engagement as predictors of counterproductive work behaviors among IT employees. Current Issues in Personality Psychology, 8(3), 197-210. https://doi.org/10.5114/cipp.2020.100095.
  • Fodor, O. C., Curşeu, P. L., & Meslec, N. (2021). In Leaders We Trust, or Should We? Supervisors’ Dark Triad Personality Traits and Ratings of Team Performance and Innovation. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2021.650172.
  • Grijalva E, Newman DA. (2015). Narcissism and counterproductive work behaviour (CWB): meta-analysis and consideration of collectivist culture, Big Five personality, and narcissism’s facet structure. Applied psychology, 64(1), 93-126. https://doi.org/10.1111/apps.12025.
  • Hyde J, Grieve R, Norris K et al. (2020). The dark side of emotional intelligence: the role of gender and the dark triad in emotional manipulation at work. Australian journal of psychology, 72(4), 307-317. https://doi.org/10.1111/ajpy.12294.
  • Hart, W., Richardson, K., & Tortoriello, G. K. (2018). Meet your public relations team: People with dark traits may help you manage your image. Personality and Individual Differences, 134, 164-173. https://doi.org/10.1016/j.paid.2018.06.019.
  • Jonason, P. K., Slomski, S., & Partyka, J. (2012). The Dark Triad at work: How toxic employees get their way. Personality and Individual Differences, 52(3), 449-453. https://doi.org/10.1016/j.paid.2011.11.008
  • Kaufmann, L. M., Wheeler, M. A., & Sojo, V. E. (2021). Employment Precarity Strengthens the Relationships Between the Dark Triad and Professional Commitment. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2021.673226
  • Küfner, A. C., Nestler, S., & Back, M. D. (2013). The two pathways to being an (un‐) popular narcissist. Journal of personality, 81(2), 184-195. https://doi.org/10.1111/j.1467-6494.2012.00795.x
  • Lyons, B. D., Bowling, N. A., & Burns, G. N. (2022). Accentuating dark triad behavior through low organizational commitment: a study on peer reporting. Ethics & Behavior, 32(1), 32-43. https://doi.org/10.1080/10508422.2020.1850286
  • Leary, T. (1958). Interpersonal diagnosis of personality. American Journal of Physical Medicine & Rehabilitation, 37(6), 331. https://journals.lww.com/ajpmr/Citation/1958/12000/Interpersonal_Diagnosis_of_Personality.44.aspx
  • LeBreton, J. M., Binning, J. F., & Adorno, A. J. (2006). Subclinical psychopaths. Comprehensive handbook of personality and psychopathology, 1, 388-411.
  • Lee, K., & Ashton, M. C. (2005). Psychopathy, Machiavellianism, and narcissism in the Five-Factor Model and the HEXACO model of personality structure. Personality and Individual differences, 38(7), 1571-1582. https://doi.org/10.1016/j.paid.2004.09.016
  • LeBreton, J. M., Binning, J. F., & Adorno, A. J. (2006). Subclinical psychopaths. Comprehensive handbook of personality and psychopathology, 1, 388-411.
  • Levashina, J., & Campion, M. A. (2006). A model of faking likelihood in the employment interview. International Journal of Selection and Assessment, 14(4), 299-316. https://doi.org/10.1111/j.1468-2389.2006.00353.x
  • Mathieu, C., Neumann, C. S., Hare, R. D., & Babiak, P. (2014). A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction. Personality and Individual Differences, 59, 83-88. https://doi.org/10.1016/j.paid.2013.11.010
  • Mathieu, C., Neumann, C., Babiak, P., & Hare, R. D. (2014). Corporate Psychopathy and the Full-Range Leadership Model. Assessment. https://doi.org/10.1177/1073191114545490 McLarty, B. D., & Holt, D. T. (2019). A Bright Side to Family Firms: How Socioemotional Wealth Importance Affects Dark Traits–Job Performance Relationships. Family Business Review. https://doi.org/10.1177/0894486519888397
  • Nguyen, N., Pascart, S., & 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
  • Özsoy, E. (2018). Dark triad and counterproductive work behaviors: Which of the dark triad traits is more malevolent? İşletme Araştırmaları Dergisi, 10(4), 742-756. https://www.isarder.org/index.php/isarder/article/view/703
  • O'Boyle E, Forsyth D, Banks G, et al. (2012). A meta-analysis of the Dark Triad and work behaviour: A social exchange perspective. Journal of Applied Psychology, 97(3), 557-579. https://doi.org/10.1037/a0025679.
  • Prusik, M., & Szulawski, M. (2019). The Relationship Between the Dark Triad Personality Traits, Motivation at Work, and Burnout Among HR Recruitment Workers. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2019.01290
  • Pierce, J. R., & Aguinis, H. (2011). The Too-Much-of-a-Good-Thing Effect in Management. Journal of Management, 39(2). https://doi.org/10.1177/0149206311410060
  • Paulhus, D. L., & Williams, K. M. (2002). The Dark Triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of Research in Personality, 36(6), 556-563. https://doi.org/10.1016/S0092-6566(02)00505-6
  • Palmer, J. C., Komarraju, M., Carter, M. Z., & 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. https://doi.org/10.1016/j.paid.2017.01.018
  • Paleczek D, Bergner S, Rybnicek R. (2018). Predicting career success: is the dark side of personality worth considering? Journal of Managerial Psychology, 33(6). https://www.emerald.com/insight/content/doi/10.1108/JMP-11-2017-0402/full/html?af=R
  • Palmer, J. C., & Perrewé, P. L. (2020). The Cascading Effects of CEO Dark Triad Personality on Subordinate Behavior and Firm Performance: A Multilevel Theoretical Model. Group & Organization Management, 45(2). https://doi.org/10.1177/1059601120905728
  • Reina, C. S., Zhang, Z., & Peterson, S. J. (2014). CEO grandiose narcissism and firm performance: The role of organizational identification. The Leadership Quarterly, 25(5), 958-971. https://doi.org/10.1016/j.leaqua.2014.06.004
  • Rauthmann, J. F., & Kolar, G. P. (2012). How “dark” are the Dark Triad traits? Examining the perceived darkness of narcissism, Machiavellianism, and psychopathy. Personality and Individual Differences, 53(7), 884-889. https://doi.org/10.1016/j.paid.2012.06.020
  • Roulin, N., & Bourdage, J. S. (2017). Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews. Frontiers in Psychology, https://doi.org/10.3389/fpsyg.2017.00029
  • Schyns B, Wisse B, Sanders S. (2019), Shady strategic behaviour: Recognizing strategic followership of dark triad followers. Academy of Management Perspectives, 33(2). https://doi.org/10.5465/amp.2017.0005
  • Spurk, D., Keller, A. C., & Hirschi, A. (2015). Do Bad Guys Get Ahead or Fall Behind? Relationships of the Dark Triad of Personality with Objective and Subjective Career Success. Social Psychological and Personality Science, 7(2). https://doi.org/10.1177/1948550615609735
  • Spain S, Harms P, LeBreton JM. (2014). The dark side of personality at work. Journal of organizational behaviour, 35(S1), 41-60. https://doi.org/10.1002/job.1894
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Outcomes of Dark Traits at work: Role of organization in managing consequences

Year 2023, Volume: 5 Issue: 3, 258 - 264, 26.09.2023
https://doi.org/10.35365/ctjpp.23.3.08

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.

References

  • Al Abrrow H, Thajil K, Abdulla H et al. (2020). The dark triad and organisational citizenship behaviour in health care: The moderating role of positive emotions. Global business and organisational excellence, 39(5). https://doi.org/10.1002/joe.22010.
  • Blickle G, Schutte N. (2017). Trait psychopathy, task performance and counterproductive work behaviour directed toward the organization. Personality and Individual Differences, 109, 225-231. https://www.aow.unibonn.de/pdfs/blickle_schuette_2017_paid
  • Caliskan G, Ozer A. (2021). Relationship between dark triad personality traits and work values among athletes. Current Psychology, 40(1). https://doi.org/10.1007/s12144-019-00459-8.
  • Costa P, McCrae R, Dye D. (1991). Facet scales for agreeableness and conscientiousness: A revision of the NEO Personality Inventory. Personality and Individual Differences,12(9), 887–898. https://doi.org/10.1016/0191-8869(91)90177-D.
  • Castille CM, Kuyumcu D, Bennett RJ. (2017). Prevailing to the peer’s detriment: organisational constraints motivate Machiavellians to undermine their peers. Personality and Individual Differences, 104, 29-36. https://doi.org/10.1016/j.paid.2016.07.026.
  • 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. https://doi.org/10.1016/j.hrmr.2015.07.003.
  • Cohen A, Özsoy E. (2021). Dark triad and situational variables and their relationship to career success and counterproductive work behaviours among employees in Turkey. International Journal of Workplace Health Management, 14(5), 506-525. https://doi.org/10.1108/IJWHM-02-2020-0019.
  • De Clercq, D., Haq, I.U. and Azeem, M.U (2019). Time-related work stress and counterproductive work behaviour: Invigorating roles of deviant personality traits. Personnel Review, 48(7), 1756-1781. https://doi.org/10.1108/PR-07-2018-0241.
  • Diller S, Czibor A, Szabó Z, et al. (2021). The positive connection between dark triad traits and leadership levels in self- and other-ratings. Leadership, Education, Personality: An Interdisciplinary Journal, 3(2). https://doi.org/ 10.1365/s42681-021-00025-6.
  • Ellen B, Alexander K, Mackey J et al. (2021). Portrait of a Workplace Deviant: A Clearer Picture of the Big Five and Dark Triad as Predictors of Workplace Deviance. Journal of Applied Psychology, 106(12). https://doi.org/10.1037/apl0000880.
  • Furnham, A., & Treglown, L. (2021). The Dark Side of High-Fliers: The Dark Triad, High-Flier Traits, Engagement, and Subjective Success. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2021.647676.
  • Furnham A, Richards SC, and Paulhus DL., (2013). The Dark Triad of Personality: A 10-year Review. Social and personality psychology compass, 7(3), 199-216. https://doi.org/10.1111/spc3.12018.
  • Filipkowski J, Derbis R. (2020). The Dark Triad, goal achievement and work engagement as predictors of counterproductive work behaviors among IT employees. Current Issues in Personality Psychology, 8(3), 197-210. https://doi.org/10.5114/cipp.2020.100095.
  • Fodor, O. C., Curşeu, P. L., & Meslec, N. (2021). In Leaders We Trust, or Should We? Supervisors’ Dark Triad Personality Traits and Ratings of Team Performance and Innovation. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2021.650172.
  • Grijalva E, Newman DA. (2015). Narcissism and counterproductive work behaviour (CWB): meta-analysis and consideration of collectivist culture, Big Five personality, and narcissism’s facet structure. Applied psychology, 64(1), 93-126. https://doi.org/10.1111/apps.12025.
  • Hyde J, Grieve R, Norris K et al. (2020). The dark side of emotional intelligence: the role of gender and the dark triad in emotional manipulation at work. Australian journal of psychology, 72(4), 307-317. https://doi.org/10.1111/ajpy.12294.
  • Hart, W., Richardson, K., & Tortoriello, G. K. (2018). Meet your public relations team: People with dark traits may help you manage your image. Personality and Individual Differences, 134, 164-173. https://doi.org/10.1016/j.paid.2018.06.019.
  • Jonason, P. K., Slomski, S., & Partyka, J. (2012). The Dark Triad at work: How toxic employees get their way. Personality and Individual Differences, 52(3), 449-453. https://doi.org/10.1016/j.paid.2011.11.008
  • Kaufmann, L. M., Wheeler, M. A., & Sojo, V. E. (2021). Employment Precarity Strengthens the Relationships Between the Dark Triad and Professional Commitment. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2021.673226
  • Küfner, A. C., Nestler, S., & Back, M. D. (2013). The two pathways to being an (un‐) popular narcissist. Journal of personality, 81(2), 184-195. https://doi.org/10.1111/j.1467-6494.2012.00795.x
  • Lyons, B. D., Bowling, N. A., & Burns, G. N. (2022). Accentuating dark triad behavior through low organizational commitment: a study on peer reporting. Ethics & Behavior, 32(1), 32-43. https://doi.org/10.1080/10508422.2020.1850286
  • Leary, T. (1958). Interpersonal diagnosis of personality. American Journal of Physical Medicine & Rehabilitation, 37(6), 331. https://journals.lww.com/ajpmr/Citation/1958/12000/Interpersonal_Diagnosis_of_Personality.44.aspx
  • LeBreton, J. M., Binning, J. F., & Adorno, A. J. (2006). Subclinical psychopaths. Comprehensive handbook of personality and psychopathology, 1, 388-411.
  • Lee, K., & Ashton, M. C. (2005). Psychopathy, Machiavellianism, and narcissism in the Five-Factor Model and the HEXACO model of personality structure. Personality and Individual differences, 38(7), 1571-1582. https://doi.org/10.1016/j.paid.2004.09.016
  • LeBreton, J. M., Binning, J. F., & Adorno, A. J. (2006). Subclinical psychopaths. Comprehensive handbook of personality and psychopathology, 1, 388-411.
  • Levashina, J., & Campion, M. A. (2006). A model of faking likelihood in the employment interview. International Journal of Selection and Assessment, 14(4), 299-316. https://doi.org/10.1111/j.1468-2389.2006.00353.x
  • Mathieu, C., Neumann, C. S., Hare, R. D., & Babiak, P. (2014). A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction. Personality and Individual Differences, 59, 83-88. https://doi.org/10.1016/j.paid.2013.11.010
  • Mathieu, C., Neumann, C., Babiak, P., & Hare, R. D. (2014). Corporate Psychopathy and the Full-Range Leadership Model. Assessment. https://doi.org/10.1177/1073191114545490 McLarty, B. D., & Holt, D. T. (2019). A Bright Side to Family Firms: How Socioemotional Wealth Importance Affects Dark Traits–Job Performance Relationships. Family Business Review. https://doi.org/10.1177/0894486519888397
  • Nguyen, N., Pascart, S., & 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
  • Özsoy, E. (2018). Dark triad and counterproductive work behaviors: Which of the dark triad traits is more malevolent? İşletme Araştırmaları Dergisi, 10(4), 742-756. https://www.isarder.org/index.php/isarder/article/view/703
  • O'Boyle E, Forsyth D, Banks G, et al. (2012). A meta-analysis of the Dark Triad and work behaviour: A social exchange perspective. Journal of Applied Psychology, 97(3), 557-579. https://doi.org/10.1037/a0025679.
  • Prusik, M., & Szulawski, M. (2019). The Relationship Between the Dark Triad Personality Traits, Motivation at Work, and Burnout Among HR Recruitment Workers. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2019.01290
  • Pierce, J. R., & Aguinis, H. (2011). The Too-Much-of-a-Good-Thing Effect in Management. Journal of Management, 39(2). https://doi.org/10.1177/0149206311410060
  • Paulhus, D. L., & Williams, K. M. (2002). The Dark Triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of Research in Personality, 36(6), 556-563. https://doi.org/10.1016/S0092-6566(02)00505-6
  • Palmer, J. C., Komarraju, M., Carter, M. Z., & 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. https://doi.org/10.1016/j.paid.2017.01.018
  • Paleczek D, Bergner S, Rybnicek R. (2018). Predicting career success: is the dark side of personality worth considering? Journal of Managerial Psychology, 33(6). https://www.emerald.com/insight/content/doi/10.1108/JMP-11-2017-0402/full/html?af=R
  • Palmer, J. C., & Perrewé, P. L. (2020). The Cascading Effects of CEO Dark Triad Personality on Subordinate Behavior and Firm Performance: A Multilevel Theoretical Model. Group & Organization Management, 45(2). https://doi.org/10.1177/1059601120905728
  • Reina, C. S., Zhang, Z., & Peterson, S. J. (2014). CEO grandiose narcissism and firm performance: The role of organizational identification. The Leadership Quarterly, 25(5), 958-971. https://doi.org/10.1016/j.leaqua.2014.06.004
  • Rauthmann, J. F., & Kolar, G. P. (2012). How “dark” are the Dark Triad traits? Examining the perceived darkness of narcissism, Machiavellianism, and psychopathy. Personality and Individual Differences, 53(7), 884-889. https://doi.org/10.1016/j.paid.2012.06.020
  • Roulin, N., & Bourdage, J. S. (2017). Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews. Frontiers in Psychology, https://doi.org/10.3389/fpsyg.2017.00029
  • Schyns B, Wisse B, Sanders S. (2019), Shady strategic behaviour: Recognizing strategic followership of dark triad followers. Academy of Management Perspectives, 33(2). https://doi.org/10.5465/amp.2017.0005
  • Spurk, D., Keller, A. C., & Hirschi, A. (2015). Do Bad Guys Get Ahead or Fall Behind? Relationships of the Dark Triad of Personality with Objective and Subjective Career Success. Social Psychological and Personality Science, 7(2). https://doi.org/10.1177/1948550615609735
  • Spain S, Harms P, LeBreton JM. (2014). The dark side of personality at work. Journal of organizational behaviour, 35(S1), 41-60. https://doi.org/10.1002/job.1894
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There are 53 citations in total.

Details

Primary Language English
Subjects Psychology
Journal Section Review
Authors

Vaıshalı Choudhary 0000-0001-6051-006X

Shadab Ahmad Ansari 0000-0002-1831-9912

Publication Date September 26, 2023
Acceptance Date September 6, 2023
Published in Issue Year 2023 Volume: 5 Issue: 3

Cite

APA Choudhary, V., & Ansari, S. A. (2023). Outcomes of Dark Traits at work: Role of organization in managing consequences. Kıbrıs Türk Psikiyatri Ve Psikoloji Dergisi, 5(3), 258-264. https://doi.org/10.35365/ctjpp.23.3.08