Occupational niches and the Dark Triad traits

Dark and light university: The relationship between dark and light personality traits and educational choices and the desire for power as a mediating factor

The present research investigates the role of dark and light personality traits in determining academic discipline preferences among university students. Two studies showed that university students with relatively high scores on dark personality traits (specifically, narcissism and Machiavellianism) and relatively low scores on light personality traits are over-represented in business and law programs, compared to psychology and other academic disciplines. The results further suggest that personality is a distal determinant of academic discipline choice, with human values being the proximal determinant. Specifically, high scores in dark/low light personalities express a desire for power, which explains why they choose economics or law as their academic discipline. Contrary to our expectations, low dark/high light personalities were not over-represented in psychology, compared to other academic disciplines. Overall, our findings highlight the importance of considering personality traits and human values in understanding academic discipline choices among university students. Recognizing these factors can inform educational institutions in developing strategies to better support students in aligning their academic pursuits with their personal characteristics and values.

Dark triad traits, study and power motives among medical students-A cross-sectional study at a German medical faculty

Background

A good physician should be empathic and altruistic, among other qualities. Therefore, the levels of socially undesirable personality traits (Dark Triad) as well as implicit motives of achievement, affiliation and power (Multi-Motive Grid) among medical students as future physicians were analyzed at two different points in their medical training.

Methods

This study includes 380 medical students in their first year and 217 in their third year in Germany. All participants completed the Dirty Dozen (DD) and Multi-Motive Grid (MMG) questionnaires at the end of two different classes as paper-and-pencil tests. Relevant differences of the Dark Triad traits between the medical students and reference sample and the two different cohorts, as well as their implicit motives, the associations of Dark Triad traits and MMG components and gender differences of the Dark Triad traits were calculated.

Results

There were no significant group differences between year one and year three medical students in narcissism, psychopathy and Machiavellianism (Dark Triad). There were no significant differences between the medical students and reference sample except in psychopathy. Male students scored significantly higher in the Dark Triad traits than female students. In the MMG, first-year students scored significantly higher levels in Fear of Rejection, and lower levels in Hope of Success and Hope of Power than the third-year students. Some associations were found between narcissism and Machiavelliansim with Hope of Success, Hope of Power and Fear of power.

Conclusions

Dark Triad traits already appear to exist before the commencement of medical studies. These traits do not differ significantly between the medical students and reference sample; only a few MMG components seem to differ at different stages of their studies. This lack of differences between the medical students and validation cohort indicates that tests based on (undesirable) personality traits are not suitable criteria for the admission selection of medical students.

Exploring Substance Abuse and the Dark Tetrad in Health Sciences and Non-Health Sciences Students

Substance abuse can be used as a coping strategy to manage stress related to academic activities and is a risk-taking behavior that is also associated with people with higher levels of the Dark Tetrad personality traits. Our study aimed to investigate the association between substance abuse and the Dark Tetrad in students in health and non-health sciences fields. Our sample was composed of 174 college students between 18 and 58 years old (M = 25.60; SD = 9.14). Students completed self-report psychopathy, narcissism, Machiavellianism, sadism, and substance use scales. Results suggest that men consumed more substances and scored higher on the Dark Tetrad than women. Also, when comparing fields, men from health sciences tended to score higher on dark personality traits. These results emphasize the potential risk factors associated with dark personality traits and the consumption of licit and illicit substances by college students, highlighting the need for further studies with this population and the impact of these behaviors and characteristics on future professional practice.

The Pathway between Social Dominance Orientation and Drop out from Hierarchy-Attenuating Contexts: The Role of Moral Foundations and Person-Environment Misfit

The present study examines the role of individuals' preference for unequal intergroup relations in exacerbating a process of differential attrition from organizations that value intergroup equality (i.e., hierarchy-attenuating contexts). We proposed that people functioning within a well-recognized hierarchy-attenuating context (i.e., students of social work) who were higher on social dominance orientation (SDO) would be more likely to leave their institution through two pathways; first, people higher on SDO would have fewer moral concerns of social fairness and human harm-avoidance (i.e., individualizing); in turn, a lack of individualizing morality would stimulate a perceived person-environment misfit, ultimately increasing their intention to leave. We conducted a single cross-sectional design study involving a convenience sample of 245 undergraduate social work students. Overall, the results of the serial mediation model suggest that people higher on SDO intend to leave their organization that supports inclusive equality via reduced individualizing morality and high perceived P-E misfit. These findings contribute to understanding the role of socio-political orientations and moral beliefs in hindering proper adaptation to contexts that value egalitarian social norms, with relevant implications for individuals and groups.

Personality Traits as Predictors of Malevolent Creative Ideation in Offenders

Malevolent creativity, which can be defined as creativity that is deliberately planned to damage others, is a concept that explains how the capacity to generate novel and effective outcomes (creativity) may, on occasion, be misapplied. The present study used 130 male inmates of the Oradea Maximum Security Penitentiary in Romania to explore the ability of a set of personality variables (the dark triad, self-efficacy, and self-esteem) to predict malevolent creative ideation. The findings indicate that Machiavellianism and self-efficacy were significant predictors of malevolent creative ideation in the form of lying, while only Machiavellianism was a significant predictor of malevolent creative ideation in the form of hurting people. In addition, the present study found significant differences among subgroups in the sample, with more experienced offenders showing higher levels of malevolent creative ideation.

The buffering effect of micro-daily events on the relationship between the dark triad traits and counterproductive work behavior

Purpose

The purpose of this study was to analyze the moderating role of micro-events on the relationship between the three Dark Triad dimensions and counterproductive work-brehaviors. The social exchange theory and the person–situation interactionist model supported this study’s model that analyzed whether micro-events at work would moderate the relationship between the three dimensions of the dark triad personality (Machiavellianism, psychopathy and narcissism) and specific types of counterproductive work behaviors (CWB; toward the organization, and the individual).

Design/methodology/approach

To achieve this goal, this study used a sample of 241 currently employed participants.

Findings

The results showed that individuals who scored higher on their dark triad traits engaged more frequently in CWB; however, when they experienced more daily uplifts than daily hassles, their CWBs significantly decreased.

Research limitations/implications

The cross-sectional design should be regarded as a limitation, and the authors assessed all the variables through self-reported measures.

Originality/value

Such results proved to be fundamental for a better understanding of employees’ behavior, as well as the impact of micro-events in the organizational settings.

Dark Triad but a bright future? Socially malevolent personality traits and proactive career behavior

We explored the effect of the toxic characteristics of the Dark Triad of personality traits, comprising narcissism, Machiavellianism, and psychopathy, on proactive career behavior, and the role of career adaptability as a mediator. We used two-wave lagged data from a survey conducted with 449 Master of Business Administration university students in China. Machiavellianism and narcissism were both positively related to proactive career behavior and career adaptability, but psychopathy was not positively related to either. Further, the effects of Machiavellianism and narcissism on proactive career behavior were mediated by career adaptability. Our results show that narcissism and Machiavellianism play a positive role in explaining important career-related behavior. Theoretical implications and directions for future research are discussed.

The Dark Triad of personality and attitudes toward cognitive enhancement

Background

Cognitive enhancement (CE) refers to the voluntary improvement of human cognitive capabilities. Few studies have examined the general attitude of the public towards CE. Such studies have suggested that the use of CE is considered largely unacceptable by the public. In parallel, past research indicates that individuals scoring high on the Dark Triad of personality (Machiavellianism, narcissism, and psychopathy) and competitiveness have atypical views of ethical questions. In this study, we examined (a) whether attitudes towards CE are associated with individual differences in the Dark Triad of personality as well as in trait and contextual competitiveness and (b) whether the Dark Triad moderates the effect of trait and contextual competitiveness on attitudes towards CE.

Method

US employees (N = 326) were recruited using Mechanical Turk. Participants completed a web survey. Data were analyzed by means of (robust) hierarchical regression and (robust) ANCOVAs.

Results

The Dark Triad of personality and one of its subscales, Machiavellianism, predicted positive attitudes towards CE. Neither trait competitiveness nor contextual competitiveness were linked to general attitudes towards CE, but the DT was a positive moderator of the association between contextual competitiveness and positive attitudes.

Conclusion

Our findings extend the incipient knowledge about the factors relating to favourable views of CE by highlighting the role of dark personality traits in shaping such views. Our study further shows contextual factors can play a differentiated role with respect to such attitudes depending upon dark personality traits. Implications for policy-making are discussed.

Career success in the University setting: Examining the role of narcissism facets

The purpose of this research is to examine the association of narcissism facets with subjective and objective career success, as well as the impact of the professional field. Data from 282 employees of a German university – both scientists and administrative staff – who completed an online survey were analysed. Results showed a significant negative relationship between vulnerable narcissism and career success. The associations of the grandiose narcissism subfacets: grandiose exhibitionism and entitlement/exploitativeness, as well as vulnerable narcissism with subjective career success were affected by professional field. However, leadership/authority, the remaining subfacet of grandiose narcissism, was not associated with career success.

The "Why" and "How" of Narcissism: A Process Model of Narcissistic Status Pursuit

We propose a self-regulation model of grandiose narcissism. This model illustrates an interconnected set of processes through which narcissists (i.e., individuals with relatively high levels of grandiose narcissism) pursue social status in their moment-by-moment transactions with their environments. The model shows that narcissists select situations that afford status. Narcissists vigilantly attend to cues related to the status they and others have in these situations and, on the basis of these perceived cues, appraise whether they can elevate their status or reduce the status of others. Narcissists engage in self-promotion (admiration pathway) or other-derogation (rivalry pathway) in accordance with these appraisals. Each pathway has unique consequences for how narcissists are perceived by others, thus shaping their social status over time. The model demonstrates how narcissism manifests itself as a stable and consistent cluster of behaviors in pursuit of social status and how it develops and maintains itself over time. More broadly, the model might offer useful insights for future process models of other personality traits.

The Relationship Between the Dark Triad Personality Traits, Motivation at Work, and Burnout Among HR Recruitment Workers

We focus on the Dark Triad personality traits (Machiavellianism, narcissism, and psychopathy) and their relationships to the mechanisms of motivation and level of burnout that people experience at work. From the motivational perspective, the needs associated with the Dark Triad traits might be satisfied in work environments by selecting different goals or motives. Moreover, the selection of different goals and motives may be related to the level of burnout syndrome that some people develop. We use the Short Dark Triad Personality Test, Barbuto’s Motivation Sources Inventory, and Oldenburg Burnout Inventory to measure triad traits, preferred work motives, and level of burnout, respectively. The results show that in general, some part of the relationship between the Dark Triad traits and burnout is mediated by the motivational sources. As expected, the Dark Triad traits are more closely related to external sources of motivation (especially instrumental motivation), which are in turn partly associated with higher levels of burnout. The results also suggest that the trajectory of the relationship between the Dark Triad traits and burnout via motivation sources is different from expected, presenting a background for discussion.

The Light vs. Dark Triad of Personality: Contrasting Two Very Different Profiles of Human Nature

While there is a growing literature on "dark traits" (i.e., socially aversive traits), there has been a lack of integration with the burgeoning research literature on positive traits and fulfilling and growth-oriented outcomes in life. To help move the field toward greater integration, we contrasted the nomological network of the Dark Triad (a well-studied cluster of socially aversive traits) with the nomological network of the Light Triad, measured by the 12-item Light Triad Scale (LTS). The LTS is a first draft measure of a loving and beneficent orientation toward others ("everyday saints") that consists of three facets: Kantianism (treating people as ends unto themselves), Humanism (valuing the dignity and worth of each individual), and Faith in Humanity (believing in the fundamental goodness of humans). Across four demographically diverse samples (N = 1,518), the LTS demonstrated excellent reliability and validity, predicting life satisfaction and a wide range of growth-oriented and self-transcendent outcomes above and beyond existing measures of personality. In contrast, the Dark Triad was negatively associated with life satisfaction and growth-oriented outcomes, and showed stronger linkages to selfish, exploitative, aggressive, and socially aversive outcomes. This exploratory study of the contrasting nomological networks of the Light vs. Dark Triad provides several ways forward for more principled and data driven approaches to explore both the malevolent and beneficent sides of human nature.

Basic Values and the Dark Triad Traits

Abstract. In samples from America, Brazil, and Hungary (N = 937), we examined the associations between the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) and individual differences in excitement (i.e., valuing personal enjoyment), promotion (i.e., valuing achievements), existence (i.e., valuing physical survival), suprapersonal (i.e., valuing abstract ideas), interactive (i.e., valuing social relationships), and normative (i.e., valuing cultural norms) values. The traits were associated with the values of excitement and promotion, psychopathy was associated with a diminished emphasis on existence, psychopathy and Machiavellianism were associated with limited interactive or normative values, whereas narcissism was associated with a greater emphasis on suprapersonal, interactive, and normative values. We also found that sex differences in psychopathy were mediated by individual differences in the existence and normative values. Results are discussed from a life history framework.

Narcissistic Force Meets Systemic Resistance: The Energy Clash Model

This article focuses on the interplay between narcissistic leaders and organizations. It attempts to capture the gist of this interplay with a model outlining the narcissistic organizational trajectory. The Energy Clash Model borrows and adapts a phase/state physics metaphor to conceptualize narcissism as a force that enters or emerges in a stable system (i.e., organization) as a leader, destabilizes it, and stabilizes it at a different state or is expelled. The model consists of three time-contingent phases: perturbation, conflict, and resolution. Narcissists create instability through waves of excitement, proposed reforms, and an inspiring vision for organization’s future ( perturbation). With the passage of time, though, systemic awareness and alertness intensify, as organizational costs—in terms of human resources and monetary losses—accrue. Narcissistic energy clashes directly with the organization ( conflict), a clash likely to restabilize the system eventually. The conflict may provoke the exit of the narcissistic leader or his or her accommodation, that is, steps or controls negotiated between the system and the leader ( resolution). Although narcissism is subject to organizational liability, narcissistic energy, when managed and directed properly, may contribute to organizational innovation and evolution. Thus, several interventions for working with narcissistic leaders are discussed.

The Malevolent Side of Human Nature

The term dark triad refers to the constellation of narcissism, Machiavellianism, and psychopathy. Over the past few years, the concept has gained momentum, with many researchers assuming that the dark triad is a prominent antecedent of transgressive and norm-violating behavior. Our purpose in this meta-analytic review was to evaluate (a) interrelations among narcissism, Machiavellianism, and psychopathy; (b) gender differences in these traits; (c) how these traits are linked to normal personality factors; and (d) the psychosocial correlates of the dark triad. Our findings show that dark triad traits are substantially intercorrelated, somewhat more prevalent among men than women, predominantly related to the Big Five personality factor of agreeableness and the HEXACO factor of honesty-humility, and generally associated with various types of negative psychosocial outcomes. We question whether dark triad traits are sufficiently distinct and argue that the way they are currently measured is too simple to capture the malevolent sides of personality. Because most research in this domain is cross-sectional and based on self-reports, we recommend using a cross-informant approach and prospective, longitudinal research designs for studying the predictive value of dark triad features.

The Validity of Crowdsourcing Data in Studying Anger and Aggressive Behavior

Abstract. Crowdsourcing platforms provide an affordable approach for recruiting large and diverse samples in a short time. Past research has shown that researchers can obtain reliable data from these sources, at least in domains of research that are not affectively involving. The goal of the present study was to test if crowdsourcing platforms can also be used to conduct experiments that incorporate the induction of aversive affective states. First, a laboratory experiment with German university students was conducted in which a frustrating task induced anger and aggressive behavior. This experiment was then replicated online using five crowdsourcing samples. The results suggest that participants in the online samples reacted very similarly to the anger manipulation as participants in the laboratory experiments. However, effect sizes were smaller in crowdsourcing samples with non-German participants while a crowdsourcing sample with exclusively German participants yielded virtually the same effect size as in the laboratory.

The enemy has passed through the gate

Purpose

– The purpose of this paper is to highlight the potential role that the so-called “toxic triangle” (Padilla et al., 2007) can play in undermining the processes around effectiveness. It is the interaction between leaders, organisational members, and the environmental context in which those interactions occur that has the potential to generate dysfunctional behaviours and processes. The paper seeks to set out a set of issues that would seem to be worthy of further consideration within the Journal and which deal with the relationships between organisational effectiveness and the threats from insiders.

Design/methodology/approach

– The paper adopts a systems approach to the threats from insiders and the manner in which it impacts on organisation effectiveness. The ultimate goal of the paper is to stimulate further debate and discussion around the issues.

Findings

– The paper adds to the discussions around effectiveness by highlighting how senior managers can create the conditions in which failure can occur through the erosion of controls, poor decision making, and the creation of a culture that has the potential to generate failure. Within this setting, insiders can serve to trigger a series of failures by their actions and for which the controls in place are either ineffective or have been by-passed as a result of insider knowledge.

Research limitations/implications

– The issues raised in this paper need to be tested empirically as a means of providing a clear evidence base in support of their relationships with the generation of organisational ineffectiveness.

Practical implications

– The paper aims to raise awareness and stimulate thinking by practising managers around the role that the “toxic triangle” of issues can play in creating the conditions by which organisations can incubate the potential for crisis.

Originality/value

– The paper seeks to bring together a disparate body of published work within the context of “organisational effectiveness” and sets out a series of dark characteristics that organisations need to consider if they are to avoid failure. The paper argues the case that effectiveness can be a fragile construct and that the mechanisms that generate failure also need to be actively considered when discussing what effectiveness means in practice.