The higher you climb: Dark side personality and job level

Correlates of the Dark Tetrad

This study explored demographic, ideological, self-rating and personality traits correlates of the Dark Tetrad (DT4) which measures Narcissism (Special), Machiavellianism (Crafty), Psychopathy (Wild), and Sadism (Mean) traits. In total, 447 adults completed three tests: a bright-side, work-related, personality test (HPTI: High Performance Type Indicator), a dark-side test (Short Dark Tetrad) and a number of self-ratings. Correlations and regressions showed that all four dark traits were associated with low Adjustment (Neuroticism), but also with high Risk-Taking and Competitiveness (low Agreeableness). The various measures accounted for a third of the variance in explaining the Mean (Sadistic) score, and 40 % for Special (Narcissism). Trait Competitiveness was most closely associated with all four dark traits.

Analysis of Soft Skills and Job Level with Data Science: A Case for Graduates of a Private University

This study shows the significant features predicting graduates’ job levels, particularly high-level positions. Moreover, it shows that data science methodologies can accurately predict graduate outcomes. The dataset used to analyze graduate outcomes was derived from a private educational institution survey. The original dataset contains information on 17,898 graduates and approximately 148 features. Three machine learning algorithms, namely, decision trees, random forest, and gradient boosting, were used for data analysis. These three machine learning models were compared with ordinal regression. The results indicate that gradient boosting is the best predictive model, which is 6% higher than the ordinal regression accuracy. The SHapley Additive exPlanations (SHAP), a novel methodology to extract the significant features of different machine learning algorithms, was then used to extract the most important features of the gradient boosting model. Current salary is the most important feature in predicting job levels. Interestingly, graduates who realized the importance of communication skills and teamwork to be good leaders also had higher job positions. Finally, general relevant features to predict job levels include the number of people directly in charge, company size, seniority, and satisfaction with income.

Age, Sex, Education, Emotional Intelligence, Cognitive Intelligence, and Management Level: A Study from Great Britain

Do non-, first-line, middle and senior managers differ in their cognitive ability and emotional intelligence? In this study we interested in the demographic and ability differences of people at different management levels. Over 6000 adults completed a multidimensional intelligence test (IQ) with five subscales and a measure of Trait Emotional Intelligence (EQ) with 15 subscales. First, we examined sex, age, educational and management level correlates of both EQ and IQ. Whilst there were many significant results, effect sizes were small. The focus of the paper was the regression using management level as the criterion variable and demography, EQ and, IQ as the predictor variables at facet and domain levels. Age and sex, particularly the former, accounted for nearly 30% of the variance, but both EQ and IQ added incremental variance. Facet level variance showed that specifically IQ number speed, and EQ sociability and emotionality (negatively) related to managerial level. Implications for general management and limitations are acknowledged.

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.

Psychological capacity limitations according to Mini-ICF-APP are differently related with sick leave in patients from different professional fields

OBJECTIVE

Up to 29% of the working population suffer from (chronic) mental disorders and work disability. As different professions pose different psychological capacity demands, one core aspect for describing work disability is psychological capacity limitations. The distribution of capacity limitations in patients with chronic mental disorders (CMD) from different professional fields is unknown, as well as their relation with sick leave.

OBJECTIVE

Are there different work ability limitations in CMD patients working in different professions?

METHODS

263 CMD patients from different professions were investigated cross-sectionally in a thorough medical and psychological assessment by a trained psychosomatic study physician. Besides CMD diagnostic (MINI) and subjective work ability limitations (IMET), an observer rating on capacity limitations was conducted with Mini-ICF-APP.

RESULTS

No relevant differences in perceived work ability limitations were found between the professions. Differences of capacity limitations were better explained by psychopathology than by profession. But capacity limitations were differently related with sick leave in different professions and there are differences in sick leave duration.

CONCLUSIONS

The variance of capacity limitations was explained by psychopathology. The variance of sick leave duration was explained by profession. Similar capacity limitations are associated differently with sick leave in different professions. Different professional fields may have different tolerances towards the same capacity limitations. Therefore, similar capacity limitations are more or less strongly associated with sick leave in different professions.