Workplace bullies, not their victims, score high on the Dark Triad and Extraversion, and low on Agreeableness and Honesty-Humility

The differential effect of psychopathy on active and bystander trolling behaviors: the role of dark tetrad traits and lower agreeableness

This study aimed to develop the Global Assessment of Active Trolling and Passive Bystanderism (GAATPB) scale and investigate the influence of personality traits on trolling behaviors. Focusing on the Dark Tetrad (DT) traits and agreeableness, the present study examined their associations and predictive utility on active trolling and passive bystanderism. Participants were recruited from social networking sites (SNSs), and eligibility criteria included active SNS usage and engagement in online interactions. A total of 797 healthy adult students participated in the study, with data from 300 used for the initial exploratory factor analysis (EFA) and the remaining 497 (Mage = 22.25 years, SD = 3.37) for the subsequent analyses. Results indicated a significant correlation between DT traits and agreeableness across both active trolling and passive bystanderism, revealing a shared personality profile. Hierarchical multiple regression analyses showed that narcissism, Machiavellianism, and trait sadism were predictors of active trolling, with psychopathy being the strongest predictor. However, psychopathy did not emerge as a predictor for passive bystanderism. The study also highlighted that DT traits mediated the relationship between lower agreeableness and overall trolling behavior, suggesting that trolling manifests from lower agreeableness through the instigation of callous-unemotional, manipulative, and self-centered traits inherent in DT.

Personality traits and workplace bullying among contract trainee doctors in Malaysia

Introduction

Workplace bullying (WPB) among trainee doctors is a concerning problem in Malaysia. However, there is still limited understanding regarding the influence of trainee doctors' personality traits on WPB. Furthermore, the impact of contract employment status on WPB among trainee doctors is not yet well-defined. To address these gaps, this study was aimed to determine the prevalence of WPB among trainee doctors and to examine the association of sociodemographic characteristics, job characteristics, and personality traits with WPB among trainee doctors in Malaysia.

Methods

A multi-center cross-sectional study was conducted with 264 trainee doctors in Selangor, Malaysia. Eligible participants were provided with sociodemographic characteristics questionnaire, job characteristics questionnaire, WPB questionnaire, and the Big Five Inventory-10 (BFI-10). Chi-square tests were used to examine the association between: (i) sociodemographic characteristics and WPB, (ii) job characteristics and WPB; and (iii) personality traits and WPB. Multivariate logistic regression was performed to evaluate the association between the significant independent variables (as determined from Chi-square tests) and WPB.

Results

The prevalence of WPB was 45.1 %, with verbal abuse being the most common form of bullying (46.2 %). Chi-square test showed that only marital status and low agreeableness were significantly associated with WPB. Subsequently, multiple logistic regression demonstrated that being married (OR: 1.866; 95 % CI: 1.077-3.234) and low agreeableness (OR: 2.287; 95 % CI: 1.169-4.473) were significant predictors of WPB.

Conclusion

The high prevalence of WPB among trainee doctors could be attributed by marriage and low agreeableness personality traits in this population. In order to minimise WPB and maximise workforce potential, it is essential for healthcare institutions and medical training programmes to recognise this vulnerabilities and take steps to protect and support trainee doctors who are married and/or with low agreeableness personality trait.

A Matter of Health? A 24-Week Daily and Weekly Diary Study on Workplace Bullying Perpetrators' Psychological and Physical Health

Workplace bullying (WB) studies focusing on perpetrators are increasing. Many processes, events, circumstances and individual states are being studied to understand and inhibit what causes some employees to become perpetrators. Using a 24-week diary design and drawing on the Conservation of Resources Theory, we investigated how sleep, physical activity (PA), and being bullied predicted perpetration on a within-level. On a between-level, we controlled for a supervisory position, psychological distress and mental illnesses over 38 employees from Spain and Turkey. Their average age was 38.84 years (SD = 11.75). They were from diverse sectors (15.8% in manufacturing, 15.8% in education, 13.2% in wholesale and retail trade, 13.2% in information and communication, 7.9% in health, 7.9% in other services and 26.3% from other sectors) with diverse professions such as finance manager, psychologist, graphic designer, academic, human resources professional, forensic doctor, IT and Administration head, municipality admin executive, waiter, and sales executives. Data collection was conducted over 24 consecutive work weeks, where only 31 participants were involved in perpetration (final observations = 720). We analyzed the data using multilevel structural equation modeling decomposed into within-and-between-person variance parts. The results indicated that on a within-level, PA as steps taken during the work week and being bullied positively predicted perpetration the same week, while sleep quality did not. By connecting sleep, physical exercise and WB literature, we draw attention to the health condition of perpetrators. Organizations should actively inhibit workplace bullying and be mindful of employees' physical activities at work or commuting to work. Managers should also be attentive to physical fatigue that employees may feel due to their responsibilities in their private lives and allow employees to rest and recuperate to inhibit negative behaviors at work.

Leading with a cool head and a warm heart: trait-based leadership resources linked to task performance, perceived stress, and work engagement

Leaders of today need to achieve well in terms of task performance, perceiving low stress, and having high levels of work engagement. One may ask whether trait-based leadership resource factors can be identified and how such resource factors might relate to task performance, perceived stress, and work engagement. Our aim was to test the hypothesis, derived from Hobfoll's motivational Conservation of Resources (COR) theory, that there are trait-based leadership resource factors, which are differentially correlated to the leaders' task performance, perceived stress, and work engagement. Leaders (N = 344) aged from 23 to 65 years (M = 49, SD = 8.6; 58% women) completed an online questionnaire including measures of task performance, perceived stress, work engagement, personality traits, trait emotional intelligence, empathy, performance-related self-esteem, compassionate and rational leadership competence, and coping resources for stress. Using exploratory factor analysis, we identified four trait-based leadership resource factors. With Bonferroni adjustment, and controlling for sex, age, number of years in the current managerial position, self-deceptive enhancement, and impression management, only Rational Mastery was significantly positively correlated with task performance. Rational Mastery, Efficient Coping, and Modesty were negatively correlated with perceived stress, and all factors except Modesty, but including the fourth (Good-Heartedness) were positively correlated with work engagement. Organizations striving for sustainable work conditions should support trait-based leadership, which depends not only on a task-oriented resource such as rational mastery, but also on human-oriented resources such as efficient coping, modesty, and good-heartedness, all of them being differentially related to task performance, perceived stress, and work engagement.

Supplementary Information

The online version contains supplementary material available at 10.1007/s12144-022-03767-8.

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.

Animal House: The Dark Tetrad traits and membership in sororities and fraternities

Very little is known about the relationship between antagonistic personality traits and membership in Greek-letter organizations (GLOs). The present study (N = 2191) examined the association between the Dark Tetrad traits-Machiavellianism, grandiose narcissism, psychopathy, and everyday sadism-and membership in sororities and fraternities. Participants who were high in grandiose narcissism were more likely to be in sororities and fraternities, whereas participants who were high in Machiavellianism and everyday sadism were less likely to be in these organizations. Psychopathy was not significantly associated with membership in GLOs. Taken together, the present results suggest that members of GLOs are not necessarily more manipulative, cold-hearted, or cruel than their non-GLO counterparts, but they may be more entitled, domineering, and status-seeking.

Long-Term Profiles of Bullying Victims and Aggressors: A Retrospective Study

Bullying is a widespread and worrying phenomenon, related to many different personal, behavioral, and social variables which can modulate it and its outcomes, also in the long term. These relationships are usually studied in children and adolescents, but less often in adults who have suffered or perpetrated bullying in the past. The present work explored the long-term characteristics of bullying victims and aggressors using a retrospective design. A sample of 138 adults of different ages completed an on-line protocol that included measures of bullying and victimization, substance use, sensitivity to reward and punishment, social skills, antisocial behavior, emotional regulation strategies, depression, anxiety, stress, self-esteem, and risk of suicide. The sample was divided into three groups (victims, aggressors, and controls) based on their responses to bullying-related questions. A set of Multiple Analyses of Variance with group as a fixed factor was carried out for each dependent variable. Victims and aggressors did not significantly differ in their self-reported substance consumption. Victims showed higher global depression, anxiety and stress in the past than aggressors (M = 34.66, SD = 11.74; aggressors: M = 19.70, SD = 16.53), higher emotional lack of control (M = 23.97, SD = 10.62; controls: M = 17.11, SD = 7.95) and rejection (M = 21.72, SD = 7.24; controls: M = 16.33, SD = 5.67), lower self-esteem (M = 27.72, SD = 6.70; controls: M = 31.60, SD = 6.60), and a larger frequency of suicidal thoughts (in the past) than controls. Aggressors showed higher sensitivity to reward (M = 12.03, SD = 3.66; controls: M = 8.42, SD = 3.92), larger communicational and relational skills (M = 22.10, SD = 7.20; controls: M = 17.96, SD = 7.16), and lower emotional sensitivity (M = 14.80, SD = 4.10; controls: M = 16.76, SD = 2.21). Accordingly, the logistic regression analysis identified sensitivity to reward and low psychological adjustment as the main predictors of the aggressor and victim profiles, respectively. The present results are discussed considering the extant literature on bullying and may help to improve prevention programs for this relevant social scourge.

Mobbing, subjective perception, demographic factors, and prevalence of burnout syndrome in nurses

OBJECTIVES

The aim of the study was to assess the prevalence of burnout syndrome and mobbing, to determine their mutual relationship, and to identify predictors related to the probability of occurrence of burnout syndrome in general nurses working in hospitals.

METHODS

The work is designed as a cross-sectional study. The research took place in 2018 and the sample included 250 general nurses. Statistical evaluation was performed by means of descriptive statistics, Spearman's correlation coefficient, and logistic regression. Three standardized questionnaires were used - Maslach Burnout Inventory, Negative Questionnaire Act and SUPSO.

RESULTS

The research revealed burnout syndrome in the area of emotional exhaustion in 28.8% of nurses, of depersonalization in 15.2%, and in the area of personal accomplishment in 38.4%. 51.2% of nurses never experienced mobbing at workplace, one act of mobbing over the last six months was reported by 17.6% of respondents, two and more acts by 31.2%. Logistic regression revealed that the probability of occurrence of burnout syndrome in the area of emotional exhaustion is influenced by age, sex and by the size of an urban area, it is increased by anxiety and depression. In the area of depersonalization the probability of incidence increases with impulsiveness and dejection. In the area of personal accomplishment the probability of burnout syndrome incidence is increased by the lack of psychological wellbeing and activeness, by restlessness and impulsiveness. Though there were found significant relationships between all component parts of burnout syndrome and mobbing, multivariate logistic regression did not show the impact of any component part of mobbing on the probability of occurrence of burnout syndrome.

CONCLUSIONS

The research revealed that the probability of burnout syndrome incidence is related to socio-demographic factors as well as to an individual's psychological states and perceptions. Direct impact of mobbing on the probability of burnout syndrome incidence was inconclusive.