Professor, Departments of Medicine and Health Services, University of California Los Angeles. 911 Broxton Plaza, Room 106, Box 951736, Los Angeles, California, 90095-1736 USA. .
Industrial Relations A Journal of Economy and Society (Impact Factor: 1.48). 01/2011; 50(1):149-173. DOI: 10.1111/j.1468-232X.2010.00629.x
Source: PubMed

ABSTRACT Despite recent interest in how psychiatric disorders affect work outcomes, little is known about the role of personality disorders (PDs), which are poorly understood yet prevalent (15%) and impairing. We used nationally representative data for 12,457 men and 16,061 women to examine associations of PDs with any employment, full-time employment, chronic unemployment, being fired or laid off, and having trouble with a boss or co-worker. Antisocial, paranoid, and obsessive-compulsive PDs demonstrated the broadest patterns of associations with adverse outcomes. Findings suggest that PDs may have implications for the productivity of co-workers as well as that of the disordered employees themselves.

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    ABSTRACT: Although there has been increasing interest in dark personality traits in the organizational sciences, these characteristics remain relatively understudied and somewhat misunderstood. The present manuscript aims to clarify some of the issues surrounding dark personality traits by discussing the history of dark personality traits, how they relate to normal personality traits, their relative importance as determinants of organizational outcomes, and measurement issues surrounding the assessment of these characteristics. We will then discuss potential future directions for research investigating the causes and consequences of these traits as well as providing guidance on the implementation of dark personality assessment in the workplace for selection and training. In the wake of public scandals during this century, there has been increasing attention within the organizational sci-ences toward negative aspects of organizational life. These areas are often demarcated by the evocative adjectives applied to them—deviant, aberrant, and toxic. Organizational researchers have shown an upsurge of interest in the dark side of work experiences. Consequently, there has been increasing interest among organizational scholars in the "dark side" of personality. Although normal personality characteristics can be good predictors of workplace outcomes, notably aspects of job performance (Barrick & Mount, 1991), but the extant research may be limited by over-reliance on the dominant paradigm in trait psychology: the five-factor model or Big Five. A number of scholars have noted that other individual differences, such as motives, interests, and goals, are not easily subsumed by the five factors (James & LeBreton, 2010; Roberts, Harms, Smith, Wood, & Webb, 2006a); consequently, there have been increasing calls for research in the organizational sciences that go beyond the five factors (e.g., Judge, Piccolo, & Kosalka, 2009). The current article sets out to review research relevant to understanding the dark side of person-ality at work, which we contrast with the aforementioned work on the bright side of personality. More specifically, this paper seeks to justify why the dark side of personality is one meaningful approach to going beyond the Big Five. We review evidence that the constructs of the dark side are useful in their own right and incremen-tally above normal-range personality characteristics. We first attempt to create a tighter definition of what is meant by the dark side of personality, which we revisit later in the manuscript in an attempt to set an initial taxonomy of dark side characteristics. We then review the literature on the dark side, focusing on its relationships to the most common bright side taxonomies in organizational research (i.e., the five-factor model and the HEXACO model), and we explore the utility of dark traits in predicting various organizational outcomes. We also address the measurement of dark side traits, introduce a rudimentary taxonomy of dark side characteristics, and highlight areas for future research.
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    ABSTRACT: Careerism refers to an individual’s propensity to achieve their personal and career goals through nonperformance-based activities (Feldman, The Indus Org Psychol 39–44, 1985). We investigated the role of several dispositional predictors of careerism, including Five-factor model (FFM) personality traits, primary psychopathy, and exchange ideology. Based on data from 131 respondents, as expected, we observed that emotional stability was negatively correlated with careerism. Primary psychopathy and exchange ideology explained additional variance in careerism after accounting for FFM traits. Relative importance analyses indicated that psychopathy (relative weight percentage of explained variance = 42.1 %) and exchange ideology (relative weight percentage = 44.1 %) were equally important in predicting careerism. We highlight the need for future research efforts investigating the combined effects of contextual factors—particularly, human resource practices—and individual differences to understand careerism in the workplace.
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    ABSTRACT: We study the relationship between early life health and adult earnings using a unique dataset that covers almost the entire population of Swedish males born between 1950 and 1970. The health information is obtained from medical examinations during the mandatory military enlistment tests at age 18, which we have further linked to register data on adult earnings. We find that most types of major diagnoses have long-run effects on future earnings with the largest effects resulting from mental conditions. Including sibling fixed effects or twin-pair fixed effects reduces the magnitudes of the estimates, although remaining substantial.


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