Araştırma Makalesi
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The Moderating Role of Dark Personality Characteristics in the Relationship between Careerist Tendencies and Impression Management Tactics

Yıl 2022, Cilt: 24 Sayı: 4, 1417 - 1432, 29.12.2022
https://doi.org/10.32709/akusosbil.1027016

Öz

In current study, it is aimed to reveal the associations between the careerist tendencies of the employees and the impression management tactics and to determine whether the dark personality traits have moderator effects on those possible associations. In this context, a quantitative research was designed in which employees from private sector were included. The sample of the study consists of 236 participants. The Careerism scale developed by Feldman and Weitz (1991) was used to measure the careerist tendencies of the participants. Impression Management scale developed by Bolino and Turnley (1999) was used to measure impression management tactics. The Dark Triad scale developed by Jonason and Webster (2010) was used to determine dark personality traits. The findings reveal that careerist tendencies are positively related to all impression management tactics and dark personality traits. On the other hand, positive associations were found between dark personality traits and all impression management tactics. Machiavellianism was found to have no moderator effect on the positive relations between careerist tendencies and impression management tactics. On the other hand, the moderator effects of psychopathy and narcissism were observed in the relations between careerist tendencies and impression management tactics such as trying to make oneself feel sorry, trying to make one realize his/her own importance, and trying to present himself/herself as an exemplary staff. Considering the moderator effects of psychopathy and narcissism, it has been concluded that personality has a critical role not only in social life but also in the organizational context. The study is expected to contribute to management, organizational psychology and organizational behavior fields.

Kaynakça

  • Adams, J. W., Srivastava, A., Herriot, P., & Patterson, F. (2013). Careerist orientation and organizational citizenship behavior in expatriates and non-expatriates. Journal of Career Development, 40(6), 469–489. https://doi.org/10.1177/0894845312472255
  • Ağırbaş, Z. B., (2019). Nevrotik kişilik özelliğinin kariyerizm eğilimi üzerindeki etkisinde ahlaki çözülmenin aracı etkisi. (Yayınlanmış yüksek lisans tezi) İstanbul Üniversitesi Sosyal Bilimler Enstitüsü.
  • Akhtar, S., Muhammad Malik, & M. Afridi. 2019. Antecedents of careerism: a mediated- moderated model. Global Social Sciences Review 4 (3), 65-76.
  • Aryee, S., & Chen, Z. X. (2004). Countering the trend towards careerist orientation in the age of downsizing: test of a social exchange model. Journal of Business Research, 57(4), 321-328. https://doi.org/10.1016/S0148-2963(02)00408-3
  • Basım, N., Tatar, İ., Şahin, N. (2006). Çalışma yaşamında izlenim yönetimi: bir ölçek uyarlama çalışması. Türk Psikolojisi Yazıları, 9(18), 1-17.
  • Benton, D. M. (2016). Examining dark side leadership and impression management of King David: A social-culture texture analysis of 2 Samuel 11 (Doctoral dissertation, Regent University).
  • Boey, L. & Vantilborgh, T. (2016). A theoretical model relating the dark triad of personality to the content of employees’ psychological contracts. New Zealand Journal of Employment Relations, 40 (3), 44-66.
  • Bolino, M.C. & Turnley. W.H. (1999). Measuring ımpression management in organizations: a scale development based on the jones and pittman taxonomy. Organizational Research Methods, 2, 187-206.
  • Bolino, M. & David, L. & William, T. (2016). Impression management in organizations: critical questions, answers, and areas for future research. The Annual Review of Organizational Psychology and Organizational Behavior, 3, 377-406.
  • Bratton, V.K. & Kacmar, K.M. (2004). The Dark Side of Organizational Behavior, In O'Leary-Kelly, A., Griffin, R. W. (Eds), Extreme careerism: The dark side of impression (s.291- 308), United States of America: John Wiley & Sons.
  • Brouer, R. L., Gallagher, V. C. & Badawy, R. L. (2016). Ability to manage resources in the ımpression management process: the mediating effects of resources on job performance. Journal of Business and Psychology, 31(4), 515-531. https://doi.org/ 10.1007/s10869-015-9426-5.
  • Buchanan, F. R., Kim K. H., Basham, R. (2007). Career orientations of business master's students as compared to social work students: further ınquiry into the value of graduate education, Career Development International, 12(3), 282-303, https://doi.org/10.1108/13620430710745908
  • Chiaburu, D.S., Diaz, I., Vos, A. (2013). Employee Alienation: Relationships with Careerism and Career Satisfaction. Journal of Managerial Psychology, 28(1), 4-20, https://doi.org/10.1108/02683941311298832.
  • Chiaburu, D.S., Muñoz, G.J. & Gardner, R.G. (2013). How to Spot a Careerist Early On: Psychopathy and Exchange Ideology as Predictors of Careerism, Journal of Business Ethics, 118, 473-486 https://doi.org/10.1007/s10551-012-1599-5.
  • Coşkun, R., Altunışık, R., & Yıldırım, E. (2017). Sosyal Bilimlerde Araştırma Yöntemleri SPSS Uygulamalı. 9. Baskı, Sakarya Yayıncılık.
  • Crysel, L. C & Benjamin, S. C. & Gregory, D. W. (2013). The dark triad and risk behavior. Personality and Individual Differences, 54, 35-40.
  • DeCenzo, D. A. & Robbins, S. P. (2010). Fundamentals of Human Resource Management, Tenth Edition, United States of America: Wiley & Sons.
  • Erdem, A. T. (2021). A Tipi kişilik özelliğinin kariyerizm eğilimi üzerine etkisinde ahlaki çözülme eğiliminin aracı rolü. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 45, 47-62.
  • Feldman, D. C. & Weitz, B. A. (1991). From the ınvisible hand to the gladhand: understanding a careerist orientation to work. Human Resource Management, 30, 237-257. doi:10.1002/hrm.3930300206
  • Girdap, E. (2019). Kariyerizm İle İş-Yaşam Dengesi Arasındaki İlişki Üzerine Bir Araştırma. (Yayınlanmış Yüksek Lisans Tezi) Sakarya Üniversitesi İşletme Fakültesi.
  • Goffman, E. (1959). The Presentation of Self in Everyday Life. Garden City, NY: Doubleday.
  • Guadagno, R. E. & Cialdini, R. B. (2007). Gender Differences in Impression Management. Sex Roles, 56, 483–494.
  • Hamilton, S. M., Treuer, K. V. (2012). An Examination of Psychological Contracts, Careerism and ITL, Career Development International, 17(5), 475-494, https://doi.org/10.1108/13620431211269711
  • Hart, W. & Breeden, C. J. & Richardson, K. (2019). Differentiating Dark Personalities on Impression Management. Personality and Individual Differences, 147 (1), 58-62.
  • Hayes, A. F. (2013). Methodology in The Social Sciences. Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach, Guilford Press.
  • Hsiung, H. & Lin, C. & Lin, C. (2012), Nourishing or suppressing? the contradictory ınfluences ıf perception of organizational politics on organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 85, 258-276. doi:10.1111/j.2044-8325.2011.02030.
  • Jonason, P. & Webster, G. D. (2010). The dirty dozen: a concise measure of the Dark Triad. Psychological Assessment, 22, 420-432.
  • Jones, D. N. & Delroy L. P. (2013). Introducing the Short Dark Triad (SD3): A Brief Measure of Dark Personality Traits. Assessment, 1-14.
  • Jones, D. N., & Paulhus, D. L. (2010). Differentiating the dark triad within the interpersonal circumplex. In L. M. Horowitz & S. N. Strack (Eds.), Handbook of interpersonal theory and research (pp. 249-267). New York, NY: Guilford.
  • Jones, E.E. & Pittman T. (1982). Toward a General Theory of Strategic Self-Presentation. In Psychological Perspectives on the Self, ed. J Suls, 231–62. Hillsdale: Lawrence Erlbaum Assoc.
  • Leary, M. R. & Kowalski, R. M. (1990). Impression Management: A Literature Review and Two-Component Model. Psychological Bulletin, 107, 34-47. https://doi.org/10.1037/0033-2909.107.1.34.
  • Mano, R. & Kirschenbaum, A. (1999). Push and Pull Factors in Medical Employees' Turnover Decisions: the Effect of a Careerist Approach and Organizational Benefits on The Decision to Leave The Job. International Journal of Human Resource Management. 10, 689-702. 10.1080/095851999340341.
  • Orpen, C. (1998). The Effect of Performance Measurability on the Relationship Between Careerist Attitudes and Career Success. The Journal of Social Psychology, 138, 128-130. 10.1080/00224549809600362.
  • Özsoy, E. & Rauthmann, J. F. & Jonason, P. K., & Ardıç, K. (2017). Reliability and validity of the turkish versions of dark triad dirty dozen (DTDD-T), Short Dark Triad (SD3-T), and Single Item Narcissism Scale (SINS-T). Personality and Individual Differences, 117, 11–14. https://doi.org/10.1016/j.paid.2017.05.019
  • Paulhus, D. L. & Kevin, M. W. (2002). The Dark Triad of Personality: Narcissism, Machiavellianism, and Psychopathy. Journal of Research in Personality, 36, 556–563.
  • Rosenfeld, P. & Edwards, J. E. & Thomas, M. D. (2015). Impression Management. Wiley Encyclopedia of Management, 1-2.
  • Sabuncuoğlu, Z. (2008). İnsan kaynakları Yönetimi, 3. Baskı, İstanbul: Beta Basım.
  • Schlenker, B. R. (1980). Impression Management: The Self-Concept, Social Identity, and Interpersonal Relations. Monterey, CA: Brooks/Cole.
  • Tolbert, P. S. (1996). Occupations, Organizations, and Boundaryless Careers. In M. B. Arthur & D. M. Rousseau (Eds.), The Boundaryless Career (s. 331-349). New York, NY: Oxford University Press.
  • Tomprou, M. & Nikolaou, I. & Vakola, M. (2012). Experiencing Organizational Change in Greece: The Framework of Psychological Contract, The International Journal of Human Resource Management, 23(2), 385-405, DOI: 10.1080/09585192.2011.561223
  • Tedeschi, J.T. & Melburg V. (1984). Impression Management and Influence in the Organization. In Research in the Sociology of Organizations, ed. SB Bacharach, EJ Lawler, 31–58. Greenwich, CT: JAI
  • Treadway, D. C., Hochwarter, W. A., Kacmar, C. J., & Ferris, G. R. (2005). Political will, political skill, and political behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(3), 229-245. https://doi.org/10.1002/job.310.
  • Wayne, S.J. & Ferris G.R. (1990). Influence tactics, affect, and exchange quality ın supervisor-subordinate ınteractions: a laboratory experiment and field study. J. Appl. Psychol. 75(5), 487–99.
  • Yıldız, B. (2015). The antecedents of constructive and destructive deviant workplace behaviors. (Yayınlanmamış doktora tezi), Gebze Teknik Üniversitesi Sosyal Bilimler Enstitüsü.

Kariyerist Eğilimlerin İzlenim Yönetimi Taktikleri ile İlişkilerinde Karanlık Kişilik Özelliklerinin Düzenleyici Rolü

Yıl 2022, Cilt: 24 Sayı: 4, 1417 - 1432, 29.12.2022
https://doi.org/10.32709/akusosbil.1027016

Öz

Bu çalışmada çalışanların kariyerist eğilimleri ile izlenim yönetimi taktikleri arasındaki ilişkilerin ortaya konulması ve muhtemel ilişkilerde karanlık kişilik özelliklerinin düzenleyici etkilerinin olup olmadığının tespit edilmesi amaçlanmıştır. Bu kapsamda özel sektör çalışanlarının dâhil edildiği nicel bir araştırma kurgulanmıştır. Araştırmanın örneklemi 236 katılımcıdan oluşmaktadır. Katılımcıların kariyerist eğilimleri ölçmek üzere Feldman ve Weitz (1991) tarafından geliştirilmiş Kariyerizm ölçeği; izlenim yönetimi taktiklerini ölçmek üzere Bolino ve Turnley (1999) tarafından geliştirilmiş İzlenim Yönetimi ölçeği; karanlık kişilik özellikleri belirlemek üzere Jonason ve Webster (2010) tarafından geliştirilen Karanlık Üçlü ölçeği kullanılmıştır. Bulgular kariyerist eğilimlerin bütün izlenim yönetimi taktikleri ve karanlık kişilik özellikleri ile pozitif ilişkili olduğunu ortaya koymaktadır. Diğer yandan karanlık kişilik özellikleri ile bütün izlenim yönetimi taktikleri arasında da pozitif ilişkilere rastlanmıştır. Kariyerist eğilimler ile izlenim yönetimi taktikleri arasındaki pozitif ilişkilerde Makyavelizmin hiçbir surette düzenleyici etkisinin olmadığı görülmüştür. Buna karşın kariyerist eğilimler ile izlenim yönetimi taktiklerinden kendini acındırmaya çalışma, kendi önemini fark ettirmeye çalışma ve kendini örnek personel gibi göstermeye çalışma arasındaki ilişkilerde karanlık kişilik özelliklerinden psikopati ve narsizimin düzenleyici etkileri gözlenmiştir. Özellikle psikopati ve narsisizmin düzenleyici etkileri göz önüne alındığında, kişiliğin yalnızca sosyal yaşamda değil örgütsel ortamda da kritik bir rolünün olduğu görülmüştür. Çalışmanın yönetim, örgütsel psikoloji ve örgütsel davranış alanlarına katkı sağlaması beklenmektedir.   

Kaynakça

  • Adams, J. W., Srivastava, A., Herriot, P., & Patterson, F. (2013). Careerist orientation and organizational citizenship behavior in expatriates and non-expatriates. Journal of Career Development, 40(6), 469–489. https://doi.org/10.1177/0894845312472255
  • Ağırbaş, Z. B., (2019). Nevrotik kişilik özelliğinin kariyerizm eğilimi üzerindeki etkisinde ahlaki çözülmenin aracı etkisi. (Yayınlanmış yüksek lisans tezi) İstanbul Üniversitesi Sosyal Bilimler Enstitüsü.
  • Akhtar, S., Muhammad Malik, & M. Afridi. 2019. Antecedents of careerism: a mediated- moderated model. Global Social Sciences Review 4 (3), 65-76.
  • Aryee, S., & Chen, Z. X. (2004). Countering the trend towards careerist orientation in the age of downsizing: test of a social exchange model. Journal of Business Research, 57(4), 321-328. https://doi.org/10.1016/S0148-2963(02)00408-3
  • Basım, N., Tatar, İ., Şahin, N. (2006). Çalışma yaşamında izlenim yönetimi: bir ölçek uyarlama çalışması. Türk Psikolojisi Yazıları, 9(18), 1-17.
  • Benton, D. M. (2016). Examining dark side leadership and impression management of King David: A social-culture texture analysis of 2 Samuel 11 (Doctoral dissertation, Regent University).
  • Boey, L. & Vantilborgh, T. (2016). A theoretical model relating the dark triad of personality to the content of employees’ psychological contracts. New Zealand Journal of Employment Relations, 40 (3), 44-66.
  • Bolino, M.C. & Turnley. W.H. (1999). Measuring ımpression management in organizations: a scale development based on the jones and pittman taxonomy. Organizational Research Methods, 2, 187-206.
  • Bolino, M. & David, L. & William, T. (2016). Impression management in organizations: critical questions, answers, and areas for future research. The Annual Review of Organizational Psychology and Organizational Behavior, 3, 377-406.
  • Bratton, V.K. & Kacmar, K.M. (2004). The Dark Side of Organizational Behavior, In O'Leary-Kelly, A., Griffin, R. W. (Eds), Extreme careerism: The dark side of impression (s.291- 308), United States of America: John Wiley & Sons.
  • Brouer, R. L., Gallagher, V. C. & Badawy, R. L. (2016). Ability to manage resources in the ımpression management process: the mediating effects of resources on job performance. Journal of Business and Psychology, 31(4), 515-531. https://doi.org/ 10.1007/s10869-015-9426-5.
  • Buchanan, F. R., Kim K. H., Basham, R. (2007). Career orientations of business master's students as compared to social work students: further ınquiry into the value of graduate education, Career Development International, 12(3), 282-303, https://doi.org/10.1108/13620430710745908
  • Chiaburu, D.S., Diaz, I., Vos, A. (2013). Employee Alienation: Relationships with Careerism and Career Satisfaction. Journal of Managerial Psychology, 28(1), 4-20, https://doi.org/10.1108/02683941311298832.
  • Chiaburu, D.S., Muñoz, G.J. & Gardner, R.G. (2013). How to Spot a Careerist Early On: Psychopathy and Exchange Ideology as Predictors of Careerism, Journal of Business Ethics, 118, 473-486 https://doi.org/10.1007/s10551-012-1599-5.
  • Coşkun, R., Altunışık, R., & Yıldırım, E. (2017). Sosyal Bilimlerde Araştırma Yöntemleri SPSS Uygulamalı. 9. Baskı, Sakarya Yayıncılık.
  • Crysel, L. C & Benjamin, S. C. & Gregory, D. W. (2013). The dark triad and risk behavior. Personality and Individual Differences, 54, 35-40.
  • DeCenzo, D. A. & Robbins, S. P. (2010). Fundamentals of Human Resource Management, Tenth Edition, United States of America: Wiley & Sons.
  • Erdem, A. T. (2021). A Tipi kişilik özelliğinin kariyerizm eğilimi üzerine etkisinde ahlaki çözülme eğiliminin aracı rolü. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 45, 47-62.
  • Feldman, D. C. & Weitz, B. A. (1991). From the ınvisible hand to the gladhand: understanding a careerist orientation to work. Human Resource Management, 30, 237-257. doi:10.1002/hrm.3930300206
  • Girdap, E. (2019). Kariyerizm İle İş-Yaşam Dengesi Arasındaki İlişki Üzerine Bir Araştırma. (Yayınlanmış Yüksek Lisans Tezi) Sakarya Üniversitesi İşletme Fakültesi.
  • Goffman, E. (1959). The Presentation of Self in Everyday Life. Garden City, NY: Doubleday.
  • Guadagno, R. E. & Cialdini, R. B. (2007). Gender Differences in Impression Management. Sex Roles, 56, 483–494.
  • Hamilton, S. M., Treuer, K. V. (2012). An Examination of Psychological Contracts, Careerism and ITL, Career Development International, 17(5), 475-494, https://doi.org/10.1108/13620431211269711
  • Hart, W. & Breeden, C. J. & Richardson, K. (2019). Differentiating Dark Personalities on Impression Management. Personality and Individual Differences, 147 (1), 58-62.
  • Hayes, A. F. (2013). Methodology in The Social Sciences. Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach, Guilford Press.
  • Hsiung, H. & Lin, C. & Lin, C. (2012), Nourishing or suppressing? the contradictory ınfluences ıf perception of organizational politics on organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 85, 258-276. doi:10.1111/j.2044-8325.2011.02030.
  • Jonason, P. & Webster, G. D. (2010). The dirty dozen: a concise measure of the Dark Triad. Psychological Assessment, 22, 420-432.
  • Jones, D. N. & Delroy L. P. (2013). Introducing the Short Dark Triad (SD3): A Brief Measure of Dark Personality Traits. Assessment, 1-14.
  • Jones, D. N., & Paulhus, D. L. (2010). Differentiating the dark triad within the interpersonal circumplex. In L. M. Horowitz & S. N. Strack (Eds.), Handbook of interpersonal theory and research (pp. 249-267). New York, NY: Guilford.
  • Jones, E.E. & Pittman T. (1982). Toward a General Theory of Strategic Self-Presentation. In Psychological Perspectives on the Self, ed. J Suls, 231–62. Hillsdale: Lawrence Erlbaum Assoc.
  • Leary, M. R. & Kowalski, R. M. (1990). Impression Management: A Literature Review and Two-Component Model. Psychological Bulletin, 107, 34-47. https://doi.org/10.1037/0033-2909.107.1.34.
  • Mano, R. & Kirschenbaum, A. (1999). Push and Pull Factors in Medical Employees' Turnover Decisions: the Effect of a Careerist Approach and Organizational Benefits on The Decision to Leave The Job. International Journal of Human Resource Management. 10, 689-702. 10.1080/095851999340341.
  • Orpen, C. (1998). The Effect of Performance Measurability on the Relationship Between Careerist Attitudes and Career Success. The Journal of Social Psychology, 138, 128-130. 10.1080/00224549809600362.
  • Özsoy, E. & Rauthmann, J. F. & Jonason, P. K., & Ardıç, K. (2017). Reliability and validity of the turkish versions of dark triad dirty dozen (DTDD-T), Short Dark Triad (SD3-T), and Single Item Narcissism Scale (SINS-T). Personality and Individual Differences, 117, 11–14. https://doi.org/10.1016/j.paid.2017.05.019
  • Paulhus, D. L. & Kevin, M. W. (2002). The Dark Triad of Personality: Narcissism, Machiavellianism, and Psychopathy. Journal of Research in Personality, 36, 556–563.
  • Rosenfeld, P. & Edwards, J. E. & Thomas, M. D. (2015). Impression Management. Wiley Encyclopedia of Management, 1-2.
  • Sabuncuoğlu, Z. (2008). İnsan kaynakları Yönetimi, 3. Baskı, İstanbul: Beta Basım.
  • Schlenker, B. R. (1980). Impression Management: The Self-Concept, Social Identity, and Interpersonal Relations. Monterey, CA: Brooks/Cole.
  • Tolbert, P. S. (1996). Occupations, Organizations, and Boundaryless Careers. In M. B. Arthur & D. M. Rousseau (Eds.), The Boundaryless Career (s. 331-349). New York, NY: Oxford University Press.
  • Tomprou, M. & Nikolaou, I. & Vakola, M. (2012). Experiencing Organizational Change in Greece: The Framework of Psychological Contract, The International Journal of Human Resource Management, 23(2), 385-405, DOI: 10.1080/09585192.2011.561223
  • Tedeschi, J.T. & Melburg V. (1984). Impression Management and Influence in the Organization. In Research in the Sociology of Organizations, ed. SB Bacharach, EJ Lawler, 31–58. Greenwich, CT: JAI
  • Treadway, D. C., Hochwarter, W. A., Kacmar, C. J., & Ferris, G. R. (2005). Political will, political skill, and political behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(3), 229-245. https://doi.org/10.1002/job.310.
  • Wayne, S.J. & Ferris G.R. (1990). Influence tactics, affect, and exchange quality ın supervisor-subordinate ınteractions: a laboratory experiment and field study. J. Appl. Psychol. 75(5), 487–99.
  • Yıldız, B. (2015). The antecedents of constructive and destructive deviant workplace behaviors. (Yayınlanmamış doktora tezi), Gebze Teknik Üniversitesi Sosyal Bilimler Enstitüsü.
Toplam 44 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm İktisadi ve İdari Bilimler
Yazarlar

Osman Uslu 0000-0002-0571-6281

Duygu Terzi Çoban 0000-0003-2280-0538

Yayımlanma Tarihi 29 Aralık 2022
Gönderilme Tarihi 22 Kasım 2021
Yayımlandığı Sayı Yıl 2022 Cilt: 24 Sayı: 4

Kaynak Göster

APA Uslu, O., & Terzi Çoban, D. (2022). Kariyerist Eğilimlerin İzlenim Yönetimi Taktikleri ile İlişkilerinde Karanlık Kişilik Özelliklerinin Düzenleyici Rolü. Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi, 24(4), 1417-1432. https://doi.org/10.32709/akusosbil.1027016