Uncovering Hidden Framings in Dark Triad Self-Ratings: What Frames-of-Reference Do People Use When Responding to Generic Dark Triad Items?

In typical Dark Triad (DT) questionnaires, generic items oftentimes refer to "others" or "people" in general. Hence, respondents have to mentally aggregate their behavior across several kinds of "others" (e.g., work colleagues, family members, and friends). It remains unknown if individuals consider different kinds of interaction partners equally or if their self-reports contain "hidden" interaction partner-specific tendencies. To shed light on this issue, we assessed generic and contextualized DT items (referring to family, friends, work, and strangers; N = 814 from the general population). The correlated trait-correlated (method - 1) model was used to investigate preregistered research questions. On average, generic DT items showed the strongest association with work-contextualized DT items and the weakest association with family-contextualized DT items. However, the associations varied considerably across DT items and traits. In sum, our results suggest that hidden framings exist in some DT items, which may impact their ability to predict relevant criteria due to contextual (a)symmetries. The generalizability of the findings to other DT instruments, items, and participant groups should be examined in future research.

The interaction of narcissism, agreeableness and conscientiousness in entrepreneurial mentoring: Implications for learning outcomes

The personality configuration of mentors and mentees is important in understanding mentoring outcomes. While the best mentors appear to have higher degrees of agreeableness and conscientiousness, entrepreneurs generally score lower on agreeableness and have higher degrees of narcissism, a personality trait that could be detrimental to mentoring. We investigated the interaction of narcissism with two traits from the Big Five Inventory, namely agreeableness and conscientiousness, to see how this interaction influenced learning from the relationship of mentee entrepreneurs. Our findings suggest that mentee narcissism negatively influences learning, and mentor agreeableness mitigates the negative effects on mentee learning. These findings show certain beneficial personality configurations in entrepreneurial mentoring and provide elements to consider in managerial practice when pairing mentors and mentees in this context.

A multi-study investigation assessing the potential redundancy among the Dark Tetrad using a narrowband trait approach

We investigated the putative redundancy of the Dark Tetrad (specifically, Machiavellianism-psychopathy and sadism-psychopathy) through an examination of the differences between correlations with self-reported narrowband personality traits. In addition to measures of the Dark Tetrad, participants in four studies completed measures of various narrowband traits assessing general personality, aggression, impulsivity, Mimicry Deception Theory, and Reinforcement Sensitivity Theory. Results generally supported empirical distinctions between Machiavellianism and psychopathy, and between sadism and psychopathy. Machiavellianism significantly differed from psychopathy across correlations for nine of 10 traits (Study 1), 8 of 25 facets (Study 2), aggression (Study 3), 12 of 25 facets (Study 3), four of five facets (Study 4), impulsivity (Study 4), and five of six facets (Study 4). Sadism significantly differed from psychopathy across correlations with five of 10 traits (Study 1), eight of 25 facets (Study 2), reactive aggression (Study 3), 10 of 25 facets (Study 3), three of six facets (Study 4), impulsivity (Study 4), and three of six facets (Study 4). Our findings challenge the claims that Machiavellianism and psychopathy, as well as sadism and psychopathy, as currently measured, are redundant.

Adaptation of the Short Dark Triad (SD3) to Spanish Adolescents

(1) Background: The dark triad refers to a personality configuration mainly characterized by the presence of Machiavellianism, narcissism, and psychopathy. Even though adolescence is a critical stage in the development of dark triad traits, to date, this construct has not been studied among adolescents, mainly due to the lack of a measurement instrument adapted to this population. (2) Methods: Using a sample of 1642 adolescents, an adaptation of the Short Dark Triad (SD3) is proposed for this population. To this end, we performed a confirmatory factor analysis of the scale and examined its reliability and the intensity of the dark triad components by sex and sexual orientation. (3) Results: The adapted version of the scale (The Short Dark Triad-Adolescent Version; SD3-A) yielded good psychometric results. Confirmatory factor analysis corroborated the theoretical model of the three factors of dark personality. The results confirmed the greater presence of dark traits in male adolescents, and differences were observed based on sexual orientation. (4) Conclusions: The Short Dark Triad-Adolescent Version (SD3-A) is an effective and comprehensive instrument for the estimation of dark traits in adolescents and can be used as a screening test for this population.

Measuring the "Dark" Triad: Comparing the Five-Factor Model Antagonistic Triad Measure to Other Commonly Used Self-Report Instruments

The "Dark" Triad (DT) refers to three personality constructs with ties to socially aversive behaviors: psychopathy, narcissism, and Machiavellianism. These constructs are commonly assessed via omnibus self-report inventories such as the Short Dark Triad (SD3) or the Dirty Dozen. Alternatively, researchers wishing to measure "dark" traits can compile stand-alone measures of each construct. Recently, the Five Factor Model Antagonistic Triad Measure (FFM ATM) was developed, which measures the DT from the perspective of the widely used Five Factor Model of personality. Initial validation studies indicated that the FFM ATM addresses common concerns with other omnibus inventories (e.g., allows for multifaceted examination of DT constructs). The current study tested the FFM ATM in relation to these other methods of measuring the DT (i.e., omnibus inventories and combinations of single-construct measures). Across three tests of validity (i.e., nomological network analysis, intraclass correlations, and incremental validity analyses), the FFM ATM showed favorable results and outperformed other measures of the DT.

Dark Tetrad at Work: Perceived Severity of Bullying, Harassment, and Workplace Deviance

Although the Dark Tetrad has been linked to deviant behaviors, more research is needed about its expression in workplaces and continuity outside of work. The current study investigated the role of the antagonistic traits on perception of workplace harassment and bullying. Men were found to score higher on antagonistic traits and have a more lenient perception of harassment and bullying. Personality traits at work and outside were highly correlated. Regression analyses revealed that sadism predicted a more lenient perception of bullying, while a more lenient perception of harassment was predicted by sadism and industry type, and partially by psychopathy and gender. In summary, personality traits enduring across environments, but sadism was the most important predictor of a more lenient perception of harassment and bullying at work. The current study suggests a disparity between personality traits and expressed behaviors. Findings can be used to prevent workplace deviance and aid recruitment processes.

The relationships of sexually harassing behaviors to organizational context factors and working men's dark personality traits

This research examined the roles of organization contexts factors and dark personality traits in men's (N = 600) self-reports of sexually harassing behaviors toward women in the workplace. Four organization context factors (a permissive climate, a masculinized job/gender context, male/female contact, and Masculinity Contest Culture [MCC] Norms) and four dark personality traits (psychopathy, narcissism, Machiavellianism, and sadism) were examined. While only one organizational context factor, MCC Norms correlated with men's admissions of sexually harassing behaviors at work, all four dark personality traits evidenced significant correlations. In a multiple regression analysis, MCC Norms emerged again as the single organizational context predictor and psychopathy as the single personality predictor of men's admissions of sexually harassing behaviors at work. Moderation analyses showed that a masculinized job/gender context interacted with psychopathy to produce more admissions of sexually harassing behaviors. Mediation analyses showed that psychopathy, narcissism, and Machiavellianism had indirect relationships with admissions of sexually harassing behaviors through MCC Norms. Higher levels on these traits were related to higher levels of these workplace norms which, in turn, predicted more admissions of sexually harassing behavior. This research sheds new light on how both organizational contexts and enduring personal characteristics of men are related to sexual harassment in the workplace.

Attitudes towards AI: measurement and associations with personality

Artificial intelligence (AI) has become an integral part of many contemporary technologies, such as social media platforms, smart devices, and global logistics systems. At the same time, research on the public acceptance of AI shows that many people feel quite apprehensive about the potential of such technologies-an observation that has been connected to both demographic and sociocultural user variables (e.g., age, previous media exposure). Yet, due to divergent and often ad-hoc measurements of AI-related attitudes, the current body of evidence remains inconclusive. Likewise, it is still unclear if attitudes towards AI are also affected by users' personality traits. In response to these research gaps, we offer a two-fold contribution. First, we present a novel, psychologically informed questionnaire (ATTARI-12) that captures attitudes towards AI as a single construct, independent of specific contexts or applications. Having observed good reliability and validity for our new measure across two studies (N1 = 490; N2 = 150), we examine several personality traits-the Big Five, the Dark Triad, and conspiracy mentality-as potential predictors of AI-related attitudes in a third study (N3 = 298). We find that agreeableness and younger age predict a more positive view towards artificially intelligent technology, whereas the susceptibility to conspiracy beliefs connects to a more negative attitude. Our findings are discussed considering potential limitations and future directions for research and practice.

Dark side of leadership and information technology project success: the role of mindfulness

Purpose

The success of projects is a major challenge for information technology (IT) project-based businesses (PBOs). Employees' negative emotions (NE) disrupt the employees' usual work activities by creating obstacles to routine operations. Organizations should take steps to lessen these NE. The current study assessed the mediating role of NE and the moderating influence of employee mindfulness in the association between despotic leadership (DL) and IT project success (PS).

Design/methodology/approach

Time-lagged data were collected from 341 employees working in various IT-based project organizations in Pakistan using purposive sampling.

Findings

Results were consistent with the authors' hypothesized framework, as DL increases employees' NE, which in turn negatively affects IT PS. In addition, mindfulness plays a buffering role in mitigating the damaging impact of DL on NE.

Originality/value

Previous researchers focused on the positive aspects of leadership and its influence on PS and paid limited attention to the dark leadership style. The authors' study's findings help understand how project-based organizations can reduce employees' NE.

Is the dark triad always detrimental to firm performance? Testing different performance outcomes and the moderating effects of competitive rivalry

There is growing evidence that CEOs who have the ‘dark triad’ of personality traits (Machiavellianism, narcissism, and psychopathy) detrimentally influence firm performance. However, there is still much we do not know. The present study suggests that the CEO dark triad might directly influence typical performance indicators in different ways: positively affecting external performance indicators (breakthrough sales), but negatively affecting internal performance indicators (organizational performance). We argue that the CEO dark triad can be interpreted differently by those external to the firm versus internally, where managers are much closer to the CEO’s dark personality. Our model includes managerial capital as a mediator and competitive rivalry as a moderator, and ultimately tests a moderated mediation model. Using data from 840 New Zealand firms, we find that the dark triad links to outcomes, as expected. While the CEO dark triad is negatively related to managerial capital, managerial capital does positively predict both performance indicators, and partially mediates the CEO dark triad effect. Overall, moderating effects highlight that the CEO dark triad is less detrimental in fiercely competitive business environments, acting as a consistent boundary condition across models. As competitive rivalry increases, the indirect effect of the CEO dark triad on performance decreases. We discuss the implications for understanding the role that the CEO dark triad can play in firms.

Are narcissists always bad apples? The relationship between employee narcissism and creative deviance

This study aims to advance the understanding of the effect of employee narcissism on creative deviance through creative self-efficacy and the moderation of this effect through transformational leadership. Research data were collected using a three-wave lagged model (n = 446) from 446 employees of 6 Chinese companies to test our moderated mediation model. The findings show that narcissism positively and significantly predicted creative self-efficacy (β = 0.42, p < 0.001) and creative deviance (β = 0.64, p < 0.001), and that creative self-efficacy partially mediated that relationship. Transformational leadership strengthens the effect of narcissism on creative self-efficacy, and there is a positive indirect relationship between employee narcissism and creative deviance through creative self-efficacy when transformational leadership is high. These findings extend the understanding of the antecedents of creative deviance by showing the relations between employee narcissism and creative deviance. The study also contributes to the literature of mediating role of creative self-efficacy and the moderating role of transformational leadership to explain the relationship between employee narcissism and creative deviance.

Dark Tetrad and workplace deviance: Investigating the moderating role of organizational justice perceptions

This study tested the direct effects of Dark Tetrad traits on organizational and interpersonal counterproductive work behaviors (CWBs). We also examined the moderating effects of the three dimensions of organizational justice - distributive justice, procedural justice, and interactional justice - on the Dark Tetrad-CWBs relationships. Based on the data from 613 employees across different occupations, the results revealed that only psychopathy and sadism had significant effects on CWBs targeted at the organization. The results also supported the direct effect of sadism on interpersonal CWBs. The findings confirmed the moderating role of interactional justice but differentially, depending on the dark trait and the target of workplace deviance. Whereas low and medium levels of interactional justice moderated the relationship between Machiavellianism and CWBs directed to the organization, it did not play any role in narcissism, psychopathy, and sadism. Regarding CWBs aimed at other people, interactional justice emerged as a significant moderator in Machiavellianism and sadism. But, whereas sadistic employees performed more harmful behaviors toward other individuals whatever their level of interactional justice, if people high in Machiavellianism (Machs) perceived a high fair interpersonal treatment, they did not show deviant behaviors directed at other employees. The paper concludes with some suggestions and recommendations about the relevance of organizational justice in the influence of dark personality traits on CWBs.

Daily Work Role Stressors and Dark Triad States

Abstract. Organizational research on the dark triad has, so far, focused on individual differences in employees’ stable tendencies to act in manipulative, grandiose, or callous ways (i.e., dark triad traits). Research on momentary expressions of Machiavellianism, narcissism, and psychopathy (i.e., dark triad states) and the work situations that may trigger them is still in its infancy. Based on the conservation of resources theory, we hypothesized that daily role ambiguity and role conflict deplete employees’ daily self-control resources which, in turn, is related to the daily expression of dark triad states. To test our hypotheses, we conducted two daily diary studies across 5 and 10 workdays. Consistent with expectations, on days when employees experienced more role conflict than usual, they were more likely to express their darker side of personality. In contrast, hypotheses about the detrimental effects of daily role ambiguity and the mediating role of daily self-control depletion were not supported.

The downside of managers: The moderator role of political skill & deceptive situation

Relying on the trait activation theory and socioanalytic theory, this study investigate conditions that activate or restrain a manager's dark triad, which can predict exploitative leadership. First, we examine the interacting effect of narcissism, Machiavellianism, and psychopathy with deceptive situation cues at work. Then, we investigated the effect of a manager's political skill - into the emergence of exploitative leadership. A multisource data were collected across two studies administered first to employees then to their corresponding managers (N = 150). Structural equation modeling were used to test hypothesis. The study's findings show that the interaction of deceptive conditions with the dark triad is the most predictive of exploitative leadership, while managers' political skill was found to have a neutralize effect. The present study provides an effort to identify a potential cause and a solution to manager's exploitative behavior at work. Implications for the dark triad literature, theories underlying it, and exploitative leadership are discussed.

Relationship between emotional intelligence, personality, and self-perceived individual work performance: A cross-sectional study on the Swedish version of TEIQue-SF

People with high emotional intelligence (EI) understand themselves and others well, and perform well at work. Trait EI has been described as “a constellation of emotion-related self-perceptions and dispositions” (Petrides and Furnham 2006), and can be measured by the Trait Emotional Intelligence Questionnaire Short Form (TEIQue-SF). The aims were to validate the Swedish version of TEIQue-SF by (1) investigating its internal consistency; (2) exploring its relationships with “Big Six” and “Dark Triad” personality traits as well as with self-perceived individual work performance; and (3) identifying which personality traits best explain variations in Trait EI, and whether this trait can predict variations in work performance over and above personality traits. Multi-occupational employees in Sweden (N = 228; M = 34 years, SD = 12.6, range 16–71 years, 66% women) with an average work experience of 14 years (SD = 11.5) were surveyed. In line with past research, internal consistency of TEIQue-SF was good, for the global Trait EI scale score (.86), and for one of its subdimensions (Well-Being) (.81). Global trait EI scale score and its subscales correlated negatively with Neuroticism and Machiavellianism, and positively with Extraversion, Agreeableness, Conscientiousness, Openness to Experience, and Narcissism. Sociability and Self-Control had, however, almost zero correlations with Machiavellianism. All subscales of global trait EI scale score correlated positively with Task Performance and Contextual Performance. On separate regression analyses, Big Six traits explained 48%, and Narcissism 14%, of the variation in global trait EI scale score. Trait EI accounted for a significantly larger proportion of the variation in Contextual Performance than any of the Big Six traits, and an additional 6% of the variation in Task Performance when controlling for gender, age, Neuroticism and Conscientiousness. The Swedish version of TEIQue-SF has good reliability as a global trait EI scale, reasonably theoretically and empirically grounded relationships with relevant variables for the workplace, and incremental validity over and above Big Six traits in predicting work performance in younger people with relatively high educational levels. Its reliability on the subscale level and its item functioning need to be further investigated in more heterogeneous samples.

Shift, Suppress, Sever

Abstract. Leaders with dark personalities are notorious for their destructive influences at work. Yet, it may not be enough for organizations to solely focus their interventions on leaders exhibiting dark personalities. Instead, we argue that systemic interventions that rely on levers at multiple organizational levels may be more fruitful in tackling destructive leadership. Specifically, we propose that interventions accounting for the individual characteristics of leaders and followers, as well as the organizational contexts in which destructive leadership is allowed to occur, are more likely to be effective and sustainable. By integrating literature from management, psychology, and educational sciences, we propose a framework that could serve as a guideline for organizational interventions and spur future research on how to mitigate destructive leadership processes.

The Occupational Performance Assessment–Response Distortion (OPerA-RD) Scale

Abstract. The ubiquity and consequences of job performance evaluations necessitate accurate responding. This paper describes two studies designed to develop (Study 1) and provide initial validation (Study 2) for a new measure specifically designed to assist in this context: the Occupational Performance Assessment–Response Distortion (OPerA-RD) scale. This 20-item scale is contextualized to the workplace and was developed by identifying items that could detect over- and under-reporting of job performance by self- or other-report in four independent faking samples. Initial validation of the OPerA-RD was supported by expected differences between within-group faking and control conditions in subsequent samples, specifically over- and under-reporting of job performance by self- or other-reports. Implications for research and applied settings are discussed.

Current Approaches, Typologies and Predictors of Deviant Work Behaviors: A Scoping Review of Reviews

This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided.

Distinguishing the Explicit Power Motives

Abstract. Power is an important motivator at work, particularly for leaders. However, power also relates to dark personality traits, which negatively affect employees and organizations. Therefore, we argue that a high explicit power motive is a double-edged sword depending on whether people desire power for dominance, prestige, or leadership. We explored these research questions in a cross-sectional ( N = 151 employees) and a prospective study ( N = 371 leaders). Both studies revealed that dominance is most strongly related to Machiavellianism and moderately to narcissism and psychopathy. Prestige related strongly to narcissism and weakly to Machiavellianism, while leadership only weakly related to narcissism. Dominance best predicted counterproductive work behavior (CWB), while leadership best-predicted organizational citizenship behavior (OCB). In addition, Study 2 showed that transformational and, to a lesser extent, transactional leadership styles mediated the relations between the three power motives with OCB and CWB, respectively. Thus, promoting transformational leadership might be a fruitful way of channeling leaders’ power motives into pro-social actions.

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.

Curiosity did not kill the cat: It made it stronger and happy, but only if the cat was not "dark"

OBJECTIVE

The present research explores the path between work-related curiosity and positive affect. To justify this relationship, we rely on the conservation of resources theory (COR) and include performance as a mediator of the curiosity-positive affect path, such that curiosity was expected to stimulate performance, resulting in higher positive affect. We also aimed to explore whether the Dark Triad personality would moderate this mediating path.

METHODOLOGY

Three studies were conducted. Study 1 analyzed the indirect path of curiosity on positive affect through performance (n = 241). Study 2 resorted to two samples, one with participants in telework (n = 406), and the other one with participants in face-to-face work (n = 240), to explore the mediated link. Study 3 (n = 653) explored the moderating role of the Dark Triad traits (Machiavellianism, psychopathy, and narcissism) on the mediated relationship.

FINDINGS

Study 1 demonstrated that curiosity boosted positive affect through performance. Study 2 showed that, when workers were in telework, the mediated relationship occurred, however the same did not happen in face-to-face work. Study 3 showed that Machiavellianism and psychopathy moderated the indirect effect of curiosity on positive affect through performance, in a way that it was present for individuals low on these traits, but not for individuals high on such traits. Narcissism did not moderate the mediated relationship.

IMPLICATIONS

We discuss the impact that curiosity may have on behavioral and affective consequences (performance and affect), and the role that personality may have on this relationship.

Employment Precarity Strengthens the Relationships Between the Dark Triad and Professional Commitment

The Dark Triad traits of Machiavellianism, narcissism, and psychopathy have been found to negatively impact work behaviors including information sharing, reporting of unethical conduct, and mistreatment of colleagues and subordinates. However, research has found the Dark Triad can also be related to forms of organizational commitment which underpin positive work behaviors, including engaging in tasks and duties beyond those required (i.e., “going above and beyond”). Professional commitment is a broader form of commitment that has been found to be significantly related to organizational commitment, sharing antecedents, and having similar outcomes. Professional commitment, the affective, normative, and continuance commitment toward one's profession or occupation, has the benefit of applying to individuals employed by organizations as well as those working for themselves or between jobs. In this research, we explore relationships between professional commitment, using previous research on the relationship between the dark triad traits of Machiavellianism, psychopathy, and narcissism and organizational commitment, as a basis for predictions. We also explored two forms of precarious employment (career interruptions and part-time or casual work) as possible moderators of the dark triad-professional commitment relationship. Participants were 184 Australian professionals (52.2% men), a slight majority of whom had experienced a career interruption (69.6%) or a year or more of part-time or casual employment (70.7%). The results showed that psychopathy had a negative association with affective commitment, whereas Machiavellianism was positively related to normative commitment, and narcissism was positively related to normative and continuance commitment. Using regression analysis, we found that among individuals who have worked in part-time/casual employment longer, Machiavellianism and psychopathy had significantly stronger negative associations with affective commitment. In contrast, among individuals who have had a significant career interruption, Machiavellianism had significantly stronger positive association with continuance commitment. These findings help expand our understanding of both the dark triad and its contingent impact on workers' attachment to their profession.

In Leaders We Trust, or Should We? Supervisors' Dark Triad Personality Traits and Ratings of Team Performance and Innovation

Our study tests in a sample of 87 organizational groups (297 employees and 87 supervisors) the mediating role of leader-member exchange (LMX) and collective narcissism in the relationship between supervisors’ dark triad (SDT) personality traits and ratings of team outcomes made by supervisors and team members. We show that LMX mediates the association between SDT and team performance and innovation as rated by team members, while collective narcissism mediates the association between SDT and supervisory ratings of team innovation and team performance. Moreover, collective narcissism also mediates the association between SDT and team innovation as rated by team members. Results show that team-level performance appraisal is influenced by supervisory attributes and that the quality of relational exchanges and collective narcissism are plausible mechanisms explaining this association. The use of supervisory ratings of team outcomes in empirical research should also account for the supervisory attributes.

The Dark Side of High-Fliers: The Dark Triad, High-Flier Traits, Engagement, and Subjective Success

The aim of this study was to understand the relationship between bright-side, High Potential and dark-side Dark Triad traits, as well as work engagement on judgements of perceived success. In all, 290 working adults completed questionnaires assessing their High Potential Personality Traits (HPTI), their dark-triad traits, job engagement and self-rated success at work. The data showed that the three dark-triad traits (Narcissism, Psychopathy, Machiavellianism) were systematically and significantly correlated with High Potential traits Adjustment/neuroticism, Tolerance of Ambiguity and Conscientiousness. Three HPTI traits, namely curiosity, Conscientiousness, and courage, were systematically positively correlated with all three engagement measures. Narcissism was strongly related to all measures of engagement. Those with higher scores Adjustment, Courage, and Narcissism and of the male sex, rated their success highest. Job engagement mediated between high-flier and dark-side traits and success ratings. Implications and limitations are discussed.

QEPro: An ability measure of emotional intelligence for managers in a French cultural environment

Managers' interest in the concept of emotional intelligence (EI) has grown steadily due to an accumulation of published articles and books touting EI's benefits. For over thirty years, many researchers have used or designed tools for measuring EI, most of which raise important psychometric, cultural and contextual issues. The aim of this article is to address some of the main limitations observed in previous studies of EI. By developing and validating QEPro we propose a new performance-based measure of EI based on a modified version of Mayer and Salovey's (1997) four-branch model. QEPro is an ability EI measure specifically dedicated to managers and business executives in a French cultural environment (N = 1035 managers and executives). In order to increase both the ecological and the face validity of the test for the target population we used the Situational Judgment Tests framework and a theory-based item development and scoring approach. For all items, correct and incorrect response options were developed using established theories from the emotion and management fields. Our study showed that QEPro has good psychometric qualities such as high measurement precision and internal consistency, an appropriate level of difficulty and a clear factorial structure. The tool also correlates in meaningful and theoretically congruent ways with general intelligence, Trait EI measures, the Big Five factors of personality, and the Affect measures used in this study. For all these reasons, QEPro is a promising tool for studying the role of EI competencies in managerial outcomes.

Leader dark personality and team agreeableness: a recipe for volatile team performance

Purpose

This paper aims to examine the effects of the leaders’ dark triad (DT) personality traits, namely, Machiavellianism, Narcissism and Psychopathy, on the team performance variability. Furthermore, this work explores the role of team agreeableness in the above relationship.

Design/methodology/approach

The study is based on the longitudinal and archival data obtained from the sales team (team leaders: n = 190; team members: n = 832) of 19 firms dealing with fast-moving consumer goods in India.

Findings

From the finding of the study, it can be inferred that the presence of DT traits in the leaders causes high fluctuations in team performance. Besides, team agreeableness was found to moderate the relationship between the DT traits of the leaders and the team performance variability.

Originality/value

The theoretical and practical implications of the study are also 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.

The Measurement Invariance of the Short Dark Triad

Abstract. Given the fact that most of the dark personality measures are developed based on data collected in low-stake settings, the present study addresses the appropriateness of their use in high-stake contexts. Specifically, we examined item- and scale-level differential functioning of the Short Dark Triad (SD3; Paulhus & Jones, 2011 ) measure across testing contexts. The Short Dark Triad was administered to applicant ( N = 457) and non-applicant ( N = 592) samples. Item- and scale-level invariances were tested using an Item Response Theory (IRT)-based approach and a Structural Equation Modeling (SEM) approach, respectively. Results show that more than half of the SD3 items were flagged for Differential Item Functioning (DIF), and Exploratory Structural Equation Modeling (ESEM) results supported configural, but not metric invariance. Implications for theory and practice are discussed.

Five Factor Machiavellianism: Validation of a New Measure

Numerous scholars have criticized the traditional assessment of Machiavellianism due to insufficient construct coverage, some going so far as to question its distinctness from psychopathy. Tackling these issues, Collison, Vize, Miller, and Lynam developed the Five Factor Machiavellianism Inventory (FFMI), comprising antagonism, agency, and planfulness. We aimed to replicate the MACH-IV psychopathy relations, demonstrate the validity of the FFMI by assessing its relations with the NEO-PI-R and the HEXACO facets, and link the FFMI to a broad range of work-related criteria. We replicated the MACH-IV psychopathy relations and found a very high (rICCS = .91) absolute profile similarity between the FFMI's correlations with the NEO-PI-R in our sample (N = 572) and the correlation profile for the same variables reported by Collison and colleagues. Both the NEO-PI-R and HEXACO-PI-R profiles for the FFMI found in the current study supported its distinctiveness from traditional measures of Machiavellianism, which converged greatly with the correlation profiles for the FFMI-antagonism dimension. A cluster analysis also showed a substantial proportion of Five Factor Machiavellian individuals. In addition, the FFMI displayed positive relations with a broad range of criteria for vocational and work-related success and was clearly distinct from psychopathy.

The mechanism behind employee agreeableness and group performance ratings: a Pakistani study

Purpose

This study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.

Design/methodology/approach

In a laboratory setting, 42 groups of undergraduate students (N = 182) from a Pakistani university were assigned to group projects to be completed within four months. Data collected from three different questionnaires at four different times and actual scores awarded by the course instructor to each group were used for the analyses. Based on rWG(J) and ICC(1), level 1 (182 students') data were aggregated to level 2 (groups), and then analysed using regression analysis followed by Preacher and Hayes' bootstrapping procedure.

Findings

Results suggest that high agreeableness predicts group performance positively and peers' perceptions of threat of retaliation negatively. Moreover, relationship conflict among group members significantly mediates the agreeableness-group performance relationship. The above relationships may be sensitive to national culture.

Research limitations/implications

In this study, groups were formed for a few months, whereas in real organizational life, workgroups are formed for different durations. Therefore, the range of situations to which these findings generalize remains an open question.

Practical implications

Agreeableness of group members can be constructive for performance of the group. Managers may utilize this insight while forming groups, and rating performance.

Originality/value

There is dearth of research illuminating how employee's personality traits affect group performance and appraisal ratings. The study tests the effects of employee agreeableness on: (1) group performance, as rated by supervisors; (2) the threat of retaliation, as perceived by peer raters; and (3) the mediating effect of relationship conflict.

Age differences in Machiavellianism across the life span: Evidence from a large-scale cross-sectional study

OBJECTIVE

Lifespan perspectives on personality development have gained much momentum in recent years, mostly focusing on benevolent and neutral traits such as the Big Five. Despite their strong associations with critical personal outcomes, surprisingly little research has investigated the development of malevolent traits. Addressing this gap, we examined age trends in Machiavellianism across the lifespan.

METHODS

Using data from a large-scale cross-sectional sample (n = 1,118,643), we analyzed mean-level changes from age 10 to 67.

RESULTS

Age differences in Machiavellianism were most pronounced as a strong upward trend during the transition from late childhood to adolescence, when it peaked. Throughout adulthood it exhibited a steady downward trend, reaching an overall minimum at age 65. Across the lifespan, Machiavellianism tended to be higher in men and high-income participants. Compared to Machiavellianism, the age trends in Agreeableness and-to a lesser extent-Conscientiousness showed almost perfectly polar opposite patterns.

CONCLUSIONS

Age trends in malevolent personality conform to established patterns of normative change, indicating temporary disruption in adolescence and social maturation across adulthood. The results advance theory and research on personality trait development across the lifespan and highlight crucial developmental windows that can inform targeted interventions to keep socially aversive traits in check.

When the Dark Shines: The Role of Dark Personality Traits in Leadership Role Occupancy and Hiring Decisions in a Collectivistic Culture

Two studies investigated the role of the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism), conscientiousness, and intelligence on leadership role occupancy and hiring decisions in Indonesian culture, which is a collectivist culture. Study 1 used generalized linear model to examine two groups of participants with (i.e., school principals) and without (i.e., teachers) significant leadership responsibilities by controlling for participant grouping by school. The results indicated that, in comparison with teachers, school principals had significantly higher narcissism and conscientiousness and lower psychopathy and intelligence. In Study 2, video recordings of simulated job interviews of 133 undergraduates were evaluated by 133 professional recruiters. Interviewee narcissism was the only significant positive predictor for hiring decision. Both studies provide consistent evidence that narcissism is a significant positive factor in both leadership role occupancy and hiring decision in a collectivist culture.

Conditional Reasoning: An Integrated Approach to Item Analysis

This article provides a review of the approach that James used when conducting item analyses on his conditional reasoning test items. That approach was anchored in classical test theory. Our article extends this work in two important ways. First, we offer a set of test development protocols that are tailored to the unique nature of conditional reasoning tests. Second, we further extend James’s approach by integrating his early test validation protocols (based on classical test theory) with more recent protocols (based on item response theory). We then apply our integrated item analytic framework to data collected on James’s first test, the conditional reasoning test for relative motive strength. We illustrate how this integrated approach furnishes additional diagnostic information that may allow researchers to make more informed and targeted revisions to an initial set of items.