Bright aspects to dark side traits: Dark side traits associated with work success

Personality and good business judgement: the bright and dark side of business reasoning

The current study explored the relationship between measures of "bright-side" and "dark-side" personality traits and business reasoning (BR)/judgment using the Hogan Business Reasoning Inventory (HBRI). Participants were a global sample (N = 2,342) who completed the Hogan Personality Inventory (HPI), a bright-side trait measure; the Hogan Development Survey (HDS), a dark-side trait measure; and the HBRI, which is similar to a measure of general cognitive ability. The analyses showed gender effects (men scored higher) but not age effects. Correlation and regression analyses showed that Learning Approach and Adjustment traits were positively associated with business reasoning, while Prudence and Inquisitive traits were negatively associated with business reasoning. In cases where significant dark-side factor relationships were observed, they were negatively associated with business reasoning, except for Reserved and Imaginative traits. However, these traits accounted for relatively little of the variance (approximately 5%) in business reasoning. Stable, ambitious, and intellectually curious individuals who are not high on Conscientiousness and have few dark-side traits appear to be better at business reasoning.

Which Dark Personality Traits Could Predict Insomnia? The Mediated Effects of Perceived Stress and Ethical Judgments

This study aimed to investigate the relationship between dark personality traits and insomnia by considering the mediated effects of perceived stress and ethical judgments. This descriptive and correlational study was conducted with 464 university athlete students from individual and team sports. Dark Triad Scale (DTS), Insomnia Severity Index (ISI), Perceived Stress Scale (PSS), and Moral Content Judgment in Sport Questionnaire (MCJSQ) were used. Significant correlation coefficients were observed between the dark personality traits and other variables. Regression analysis showed that psychopathy (about 19%) and ethical judgments (about 16%) could predict insomnia. It was shown that among dark personality traits, psychopathy along with ethical judgments could predict insomnia.

Association between conscientiousness and team emotional intelligence: A moderated mediation model

To investigate the influence of interpersonal emotion regulation and conscientiousness on team emotional intelligence. A total of 1369 college students were investigated with the conscientiousness subscale of Big Five Personality Questionnaire, Team Emotional Intelligence Scale and Leadership Positive Emotional Operation Questionnaire. Variance analysis, Pearson product difference correlation analysis, multiple regression analysis and path analysis were used. In order to avoid the possible skew problem, the bootstrap method was used to calculate the structural equation model. SPSS 22.0, Amos 24, R software were used for statistical analysis. A total of 1600 questionnaires were sent out and 1369 effective questionnaires were recovered. The total score of College Students' team emotional intelligence was 5.07 ± 0.70, with 4.88 ± 0.87, 5.38 ± 0.79, 4.74 ± 0.91, 4.71 ± 0.83, 5.23 ± 1.00, and 5.46 ± 0.91 for interpersonal understanding, asking for feedback, emotional management, organizational cognition, relationship building and problem-solving ability, respectively. Conscientiousness significantly predicted team emotional intelligence, and leadership's positive emotional operation. Furthermore, conscientiousness could predict team emotional intelligence through mediating individual emotional intelligence. Interpersonal positive emotion regulation played a part of mediating role between conscientiousness and team emotional intelligence.

Grandiose and vulnerable narcissism and regulatory focus at work in relation to strengths use and deficit correction in the workplace

Extant research has shown that grandiose narcissism predicts a wide range of work-related outcomes. However, despite differentiating in the social-personality literature besides grandiose narcissism also its vulnerable form, there is little organizational research that would include both expressions of narcissism, in particular with regard to positive organizational behaviors, including strengths use and deficit correction in the workplace. In addition, the role of dark-side personality traits, such as narcissism, in predicting strengths use and deficit correction in the workplace, in particular in regard to motivational factors, seems understudied. Accordingly, this study adds to the literature on narcissism in the organizational context by investigating the direct effects of grandiose and vulnerable narcissism and motivational orientation in the form of regulatory focus at work on strengths use and deficit correction in the workplace. Based on a sample of 446 working adults from the Polish population, it was found that grandiose narcissism positively predicted both strengths use and deficit correction. In turn, vulnerable narcissism was unrelated to strengths use and deficit correction. Furthermore, drawing on the distal-proximal model of work-specific regulatory focus, it also tested whether regulatory focus at work has the incremental validity over grandiose and vulnerable narcissism in predicting strengths use and deficit correction. The hierarchical regression analyses indicated that both promotion and prevention focus were positively associated with strengths use and deficit correction, predicting them beyond grandiose and vulnerable narcissism. The theoretical and practical implications of this study in the context of narcissism in the workplace and positive organizational scholarship are discussed.

Bright and Dark-Side Traits Associated With Interests in Commerce vs Science: Different Personality Profiles of the Scientist-Practitioner

This study focused on the idea that there are predictable differences between those individuals who opt for Scientific rather than the Commerce/Practitioner jobs and consulting assignments. A total of 2278 adults from a variety of occupations completed three validated questionnaires: the first assessed the behavioural tendency of an individual when one is exposed to stress and which could derail one's business career (HDS: Hogan Development Survey); the second the values and preferences that indicate work motivation (MVPI: The Motives, Values and Preferences Inventory), and the third, seven bright-side personality factors (HPI: Hogan Personality Inventory). The MVPI measured interests in scientific and commercial/enterprising activities. Correlations, regressions and SEM indicated both similarities and differences in the relationship between personality traits and values. Bright-side personality traits accounted for more the variance for those interested in Science while dark-side traits accounted for more variance for those interested in the Commerce. The biggest difference occurred in Inquisitiveness (Curiosity, Openness to Experience) which was much higher for those interested in science. Implications for personnel selection, job-fit and promotion were discussed.

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.

Ideal Point Modeling of Non-cognitive Constructs: Review and Recommendations for Research

Most psychological measurement models assume a monotonically increasing relation between the latent trait and the probability of responding. These models have historically been based on the measurement of abilities (e.g., cognitive), which have dominance properties. However, they are less appropriate for the measurement of non-cognitive constructs, or self-reported typical behaviors (e.g., attitudes, emotions, interests, personality), which have historically been assumed to have ideal point properties, or a nonmonotonic relation between the latent trait and the probability of responding. In this paper, we review the literature on ideal point modeling of non-cognitive constructs to present a theoretical framework that can help guide researchers on pertinent factors that may influence ideal point responding when assessing non-cognitive constructs. We also review the practical implications of not using ideal point response models for non-cognitive constructs and propose areas for research in non-cognitive construct assessment.

The perception of sub-clinical personality disorders by employers, employees and co-workers

This study set out to determine people's perceptions of different dark-side personality types in the workplace. A total of 240 adults with at least one year's work experience rated vignettes describing job candidates with sub-clinical PDs. PDs were grouped into (Hogan and Hogan's 1997) personality clusters 'Moving Away from', 'Moving Against' and 'Moving Toward' others. PDs in the Moving Toward cluster were rated as the most desirable employees. Participants were least willing to work with or for PDs in the Moving Against cluster. Moving Against candidates were perceived as less successful than Moving Towards candidates, suggesting that people believe the costs of working with people with many PDs (e.g. psychopathy and narcissism) outweigh any benefits there may be. Implications and limitations are noted.

A Big Five facet analysis of sub-clinical dependent personality disorder (Dutifulness)

This study aimed to examine a Big Five, normal personality trait, "bright side" analysis of a sub-clinical personality disorder: Dependency Personality Disorder. Around 6000 British adults completed the NEO-PI-R which measures the Big Five personality factors at the domain and the facet level. They also completed the Hogan Development Survey (HDS) which has a measure of sub-clinical Dependency Personality Disorder called Dutiful as one of its eleven dysfunctional interpersonal tendencies. Correlation and regression results confirmed many of the associations between the Big Five domains and facets and sub-clinical Dependency. The Dutiful (Dependent) scale from the HDS was the criterion variable in all analyses. The results showed that those high on Dutiful are highly unstable Neurotic, Agreeable people who are low on Openness. They are Anxious, Compliant, Self-Conscious, Unassertive and Vulnerable. It is thus possible to assess subclinical personality disorder "dark-side" traits, like Dutifulness, in terms of normal "bright-side" traits. Limitations of the study are acknowledged.

Establishing Construct Continua in Construct Validation: The Process of Continuum Specification

Many areas of psychological science rely heavily on theoretical constructs, such as personality traits, attitudes, and emotions, and many of these measured constructs are defined by a continuum that represents the different degrees of the attribute. However, these continua are not usually considered by psychologists during the process of scale development and validation. Unfortunately, this can lead to numerous scientific problems, such as incomplete measurement of the construct, difficulties in distinguishing between constructs, and compromised evidence for validity. The purpose of the current article is to propose an approach for carefully considering these issues in psychological measurement. This approach, which we term continuum specification, is a two-stage process in which the researcher defines and then properly operationalizes the target continuum. Defining the continuum involves specifying its polarity (i.e., the meaning of its poles, or ends) and the nature of its gradations (i.e., the quality that separates high from low scores). Operationalizing the continuum means using this definition to develop a measure that (a) sufficiently captures the entire continuum, (b) has appropriate response options, (c) uses correct procedures for assessing dimensionality, and (d) accounts for the underlying response process. These issues have significant implications for psychological measurement.

Intention to quit and the role of dark personality and perceived organizational support: A moderation and mediation model

This study investigated the role of individual differences (dark personality) and situational factors (perceived organisational support) in explaining intention to quit. Four hundred and fifty-one (50 of which females) ambulance personnel completed three questionnaires (Hogan Development Survey; Perceived Organisational Support Survey; and a single item Intention to Quit measure) as a part of a selection and development assessment. Employees high on Excitable, Sceptical, and Mischievous, but low on Colourful were found to have greater intentions to quit. Additionally, employees high on Excitable, Sceptical, Reserved, and Leisurely, but low on Dutiful and Diligent had lower perceptions of organisational support. Structural Equation Modelling revealed that perceived organisational support plays both a mediating and moderating role on dark personality and intention to quit. Theoretical implications of personality's role in perceived organisational support and intention to quit are discussed.

The higher you climb: Dark side personality and job level

The purpose of this study was to explore the idea that there are dark side personality differences in the profiles of people at different levels in organizations. This study replicates and extends existing leadership research by focusing on self-defeating behavioral tendencies. A Danish consultancy provided data on 264 adults based on assessment reports. This paper explored linear and quadratic relationships between personality and de facto job level. More senior managers scored high on Cluster B/Moving Against Others scales of Bold, Colorful and Imaginative, and low on Cautious and Dutiful. These Danish data are compared to data from Great Britain and New Zealand which show very similar findings. Practice should take into account that dark side personality traits associated with an assertive, sometimes hostile, interpersonal orientation, predict leadership level up to a point.

Personality correlates of passive-aggressiveness: a NEO-PI-R domain and facet analysis of the HDS Leisurely scale

BACKGROUND

This study looked at the relationship between "bright-side" and "dark-side" personality variables by focusing on the controversial trait of Passive-Aggressiveness. Around 4800 British adults completed the NEO-PI-R which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey (HDS) which has a measure of Passive-Aggressiveness called Leisurely.

AIM

To determine to what extent the well-established Big Five traits measured at both domain and facet level can account for the variance in a measure of passive-aggressiveness.

FINDINGS

Correlations and regressions indicated that Leisurely individuals are introverted, closed-minded Neurotics, with particular needs for order and deliberation. Neuroticism facets accounted for most of the variance. Overall, the Big Five measured at Domain and Facet level accounted for relatively small amounts of variance, suggesting the divergent validity of this measure of PAPD.

CONCLUSIONS

This scale measures something that is not captured by comprehensive taxonomies of personality. Limitations and implications for clinical practice are noted.

A Big Five Facet Analysis of a Paranoid Personality Disorder

Abstract. Around 4,100 British adults completed the NEO-PI-R ( Costa & McCrae, 1985 ), which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey ( Hogan & Hogan, 2009 ) measure of Paranoid Personality Disorder called Sceptical. This study sought to validate this measure by comparing NEO facet correlational results with other studies. The Sceptical score from the HDS was the criterion variable in the correlations and multiple regressions. Sceptical people were Disagreeable, Neurotic, and Conscientious. Facet analysis showed them low on Trust, Compliance, and Straightforwardness but high on Depression and Angry Hostility. Limitations of the study are discussed.

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.

A bright side, facet analysis of histrionic personality disorder: the relationship between the HDS Colourful factor and the NEO-PI-R facets in a large adult sample

This study looks at "bright-side," Big Five Personality trait correlates of a "dark-side" Personality Disorder, namely Histrionic Personality Disorder (HPD). More than 5000 British adults completed the Neuroticism Extraversion Openness Personality Inventory-Revised (Costa & McCrae, 1985), which measures the Big Five Personality factors at the Domain (Super Factor) and the Facet (Factor) level, as well as the Hogan Development Survey (HDS; Hogan & Hogan, 2009), which has a measure of HPD, exclusively called "Colourful" in the HDS terminology. Correlation and regression results confirmed many of the associations between these "bright" and "dark" side individual difference variables. The Colourful (HPD) score from the HDS was the criterion variable in all analyses. Colourful individuals are high on Extraversion and Openness, but also Stable and disagreeable. The Facet analysis identified Assertiveness and Immodesty as particularly characteristic of that type. The study confirmed work on HPD using different population groups and different measures, showing that personality traits are predictable and correlated with various personality disorders.

A Big Five facet analysis of sub-clinical narcissism: understanding boldness in terms of well-known personality traits

This study aimed to examine a Big Five 'bright-side' analysis of a sub-clinical personality disorder, i.e. narcissism. A total of 6957 British adults completed the NEO-PI-R, which measures the Big Five Personality factors at the domain and the facet level, as well as the Hogan Development Survey (HDS), which has a measure of Narcissism called Bold as one of its dysfunctional interpersonal tendencies. Correlation and regression results confirmed many of the associations between the Big Five domains and facets (NEO-PI-R) and sub-clinical narcissism. The Bold (Narcissism) scale from the HDS was the criterion variable in all analyses. Bold individuals are disagreeable extraverts with very low scores on facet Modesty but moderately high scores on Assertiveness, Competence and Achievement Striving. The study confirmed work using different population groups and different measures.

Theorizing and Researching the Dark Side of Organization

The paper offers an introduction to research that concerns itself with the ‘dark side’ of organization and attempts to bring theoretical resources from a range of disciplines to bear upon the problem. This stream of research has emerged most visibly since the 1990s, although its concerns can be found in much earlier research. Frustrations with the tendencies of mainstream work to overlook, ignore or suppress difficult ethical, political and ideological issues, which may well mean life or death to some people, has in recent years led to a research that self-identifies its concerns as being with the dark side. We structure our review around key contributions on the dark side of organizational behaviour, mainly in psychology but also including the concept of organizational misbehaviour; the sociology of the dark side, with particular reference to mistakes, misconduct and disaster; and a wider range of critical approaches to the dark side including Marxist, post-Marxist and postcolonial perspectives. We also undertake a review of methodologies for investigating dark side phenomena, and finally introduce the five papers that comprise this special issue.

A bright side facet analysis of borderline personality disorder

BACKGROUND

This study looks at the "bright-side" normal, personality trait correlates of the "dark-side" Borderline Personality Disorder (BPD).

METHODS

Over 5000 British adults completed the NEO-PI-R which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey which has a measure of Borderline Personality Disorder (BPD) called Excitable.

RESULTS

Correlation and regression results confirmed many of the associations between these "bright" and "dark" side individual difference variables. The Excitable score from the HDS was the criterion variable in all analyses. Excitable individuals are high on Neuroticism, but also Introverted and Disagreeable. The facet analysis identified Angry Hostility, Anxiety, Depression and Vulnerability as particularly characteristic of that type.

CONCLUSIONS

The study confirmed work on BPD using different population groups and different measures, showing that it is possible to describe personality disorders in terms of extreme scores on personality traits.