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Snakes in suits when Psychopaths go to Work
... The impact of individuals with disordered personalities on the workplace environment is thought to be pervasive, filtering from toplevel management down through staff in lower-level positions within the organization, even impacting upon suppliers and consumers (Babiak, 1995). Bold, fearless, and ruthless personality styles often appeal to corporations in need of strong leadership and guidance (Babiak and Hare, 2006;Patrick et al., 2012). In short, psychopathic individuals in the workplace often appear to be charming, successful, decisive, and competent while possessing underlying dysfunctional characteristics that ultimately precipitates their involvement in behavior that is amoral, abusive, criticizing, coercive, demeaning, rude, selfish, self-interested, unethical and potentially illegal (Boddy, 2011;Brooks & Fritzon,2020;Sheehy et al., 2020). ...
... However, individuals with PPD may not always be inclined to criminality or destructive behaviors. Dutton (2012) and Babiak and Hare (2006) have found that specific personality features such as boldness may have positive qualities in the workplace, and it is only when coupled with other personality features such as fearlessness and disinhibition that individuals with PPD may become problematic (Patrick et al., 2012). ...
... Given the lack of recognition of personality characteristics in the majority of the BSR literature, and especially Schorsch et al. (2017) recommendations for developing a more behavioral stream of research in the field, we explicitly questioned the antecedent structural bias in existing assumptions relating to BSR actors' behavior. Additionally, the limited literature on non-criminal psychopaths indicates that a distinct gap in the understanding of non-criminal psychopathy is evident (Babiak and Hare, 2006;Skeem et al., 2011). The aim of the current study was to investigate the personality characteristics associated with individuals in senior management positions, specifically traits associated with psychopathic personality disorder, and thus we demonstrate the potential contribution of further examination of personality traits within buyer-supplier relationships. ...
The buyer-supplier relationships (BSRs) literature to date has neglected the implications of individual personality differences amongst the parties to any relationship, thereby ignoring the complex dynamics of human interaction and behaviors on the progress and performance in such relationships. This Notes & Debates paper takes the view that personality matters, particularly toxic personality traits, and argues that for purchasing & supply researchers a cross-disciplinary approach to the study of BSRs will advance our understanding. Our study brought together psychology and supply management researchers.
We begin by arguing that much of the extant literature demotes behavior and personality to peripheral, exogenous, or even irrelevant to the study of BSRs. Second, by focusing on the emergent research into corporate psychopathy, we explore one specific aspect of individual personality differences – psychopathic personality disorder. Third, we present our findings from a study of psychopathy in two executive samples, one consisting of exclusively procurement executives, to illustrate some of the personality traits likely to prevail within BSRs.
Key to our argument, we found significant individual differences across our samples. Indeed, the incidence of psychopathic traits was higher than reported in the few prior studies of corporate psychopathy. We also found significant gender differences, marked not only by slightly higher levels of psychopathy in males than females, but by differences in the disposition of psychopathy. We also found that the relationship between psychopathy and seniority was significant, indicative of a relationship between executive status and potentially toxic behaviors.
Future studies of BSRs thus need to recognize and account for individual differences in BSRs; such differences are not inconsequential.
... Research has shown that psychopathic traits can be found among the general population as well, albeit to a less severe extent (Ray & Fritzon, 2020). Nonetheless, studies in this area indicate that individuals with heightened psychopathic traits harm people, disrupt different kinds of human interactions and relationships, and generally cause personal and social damage in everyday life (Babiak & Hare, 2006;Babiak et al., 2010;Boddy, 2010;Kardum et al., 2017;Mathieu 2021;Mathieu & Babiak 2016;Mooney et al., 2019). ...
... The social environment should be rearranged to reduce the negative effects associated with different psychopathic traits. In fact, individuals with elevated psychopathic traits may be found in many areas of social life, and more surprisingly, even occupying leading business or social roles (Babiak & Hare, 2006;Babiak et al., 2010;Boddy, 2010;Fritzon et al., 2020;Pavlić & Međedović, 2019). This often puts psychopathic individuals in a position to cause great personal and material damage. ...
... These results suggest that employees and colleagues perceive individuals with elevated psychopathic traits as not being good in managing staff, teamwork, and accomplishing their tasks. In fact, individuals with elevated psychopathic traits are perceived as causing problems ranging from bullying their colleagues or subordinates to creating hostile working environments, thereby reducing job satisfaction and productivity of other workers (Babiak & Hare, 2006;Boddy, 2010). ...
The harm usually associated with psychopathy requires therapeutically, legally, and ethically satisfactory solutions. Scholars from different fields have, thus, examined whether empirical evidence shows that individuals with psychopathic traits satisfy concepts, such as responsibility, mental disorder, or disability, that have specific legal or ethical implications. The present paper considers the less discussed issue of whether psychopathy is a disability. As it has been shown for the cases of the responsibility and mental disorder status of psychopathic individuals, we argue that it is undecided whether psychopathy is a disability. Nonetheless, based on insights from disability studies and legislations, we propose that interventions to directly modify the propensities of individuals with psychopathic tendencies should be balanced with modifications of the social and physical environments to accommodate their peculiarities. We also suggest how this social approach in some practical contexts that involve non-offender populations might be effective in addressing some of the negative effects of psychopathy.
... We propose that in the psychological profile of the psychopathic leader the need for domination may be combined with a specific set of other features that may make such psychopathic individuals appear to be organizationally or politically successful in leadership (Palmen et al., 2019). The majority of studies on those high in psychopathy in high profile positions indicate that although such individuals may seem successful outwardly they are a risk in a powerful position (Babiak, 1995(Babiak, , 1996(Babiak, , 2007(Babiak, , 2016Babiak & Hare, 2007;Babiak et al., 2010;Blickle et al., 2006;Blickle et al., 2018;Boddy, 2011;Boddy et al., 2010;Boddy & Taplin, 2017;Bucy et al., 2008;Clarke, 2005;Kets de Vries, 2012;Lilienfeld et al., 2012;Palmen et al., 2018;: Mathieu et al., 2014Mullins-Sweatt et al., 2010;Ray, 2007). Because these psychopathic leaders are a risk in leadership positions, better detection of psychopathic individuals in leadership roles is crucial. ...
... This combination of traits may support 'success' in a high-profile position (Babiak et al., 2010;Benning et al., 2018;Gao & Raine, 2010;Mullins-Sweatt et al., 2010;Ishikawa et al., 2001;Palmen et al., 2018Palmen et al., , 2019Porter, ten Brinke, & Wilson, 2009;Poythress & Hall, 2011). Moreover, research additionally indicates that certain psychopathic individuals may prefer high profile positions, such as leadership positions in business, non-profit organizations, and politics, through which they can fulfill their need for sensation seeking, gain financial success, and have power and control over other people (Babiak, 1995(Babiak, , 1996(Babiak, , 2007(Babiak, , 2016Babiak & Hare, 2007;Babiak et al., 2010;Blickle et al., 2006;Boddy, 2011;Boddy et al., 2010;Boddy & Taplin, 2017;Bucy et al., 2008;Cangemi & Pfohl, 2009;Lilienfeld et al., 2012;Mathieu & Babiak, 2016;Mathieu et al., 2014;Mullins-Sweatt et al., 2010;Palmen et al., 2018Palmen et al., , 2019Ray, 2007). ...
... Whether these 'successful' psychopathic individuals are an advantage or a risk in a leadership positions is still a subject of debate (Lilienfeld et al., 2015). However, the majority of the studies that have been conducted on psychopathic leadership and psychopathy in other high profile positions shows a similar pattern: the presence of psychopathic individuals is associated with a diversity of maladaptive outcomes (Babiak, 1995(Babiak, , 1996(Babiak, , 2007(Babiak, , 2016Babiak & Hare, 2007;Babiak et al., 2010;Blickle et al., 2006;Boddy, 2011;Boddy et al., 2010;Boddy & Taplin, 2017;Bucy et al., 2008;Cangemi & Pfohl, 2009;Kets de Vries, 2012;Mathieu & Babiak, 2016;: Mathieu et al., 2014Mullins-Sweatt et al., 2010, Palmen et al., 2018Ray, 2007;Ten Brinke et al., 2018). ...
In this article we hypothesize that psychopathic leaders may be attracted to positions of power because in such environments they can fulfill their need for domination and control over other people. Although social dominance is a well-established trait in psychopathy, social dominance as a motivational factor in those high in psychopathy has received surprisingly little attention in literature and research. In this article we propose that social dominance and dominance motivation may be part of the psychological profile of certain psychopathic subtypes, but not of others. Furthermore, the scarce theory and research on psychopathy and dominance motivation is reviewed. Finally, we will additionally analyze research on the different motivations between the larger group of the Dark Triad and propose new insights on the importance of the need for domination for those high in psychopathy in comparison to other fundamental life motivations. Based on these analyses we propose a clarification for the (estimated) high prevalence of psychopathic individuals in leadership positions.
... The "successful psychopath" refers to an individual who encompasses the core traits of psychopathy, whilst being able to assimilate within society with intact or superior (successful) functioning (Lilienfeld, 2015). Such individuals are thought to be able to gain status and resources whilst exuding minimal effort (Babiak & Hare, 2006), and may display adaptive characteristics, such as resilience (Watts et al., 2017), intact executive functioning (Lantrip et al., [SHORTENED TITLE UP TO 50 CHARACTERS] 5 2016), and a dominant interpersonal style, which enables establishment of superficial rapport (Hare, 1999). Thus, successful psychopathic traits might include superficial charm, callousunemotional affect, manipulative interpersonal tactics, and reduced shame, guilt, and remorse (Cale & Lilienfeld, 2002;Lilienfeld & Windows, 2005;McCord & McCord, 1964), as well as a lack of affective empathy, or the presence of dark empathic traits which may indicate preserved levels of emotional intelligence (Davis & Nichols, 2016;Heym et al., 2021). ...
... Thus, alternative applications for psychopathic traits have been demonstrated, and do not result in maladaptive outcomes and incarceration. Indeed, certain psychopathic traits may in fact be adaptive in certain professions, increasing effectiveness and/or mediating internalization problems (Babiak & Hare, 2006). Support for the successful psychopath concept is growing (e.g., Lilienfeld et al., 2015;Wallace et al., 2022), which highlights the benefits of the positive-adjustment traits indicated by Cleckley (1955Cleckley ( /2016, and although criminality is indeed a correlate of psychopathic personalities, and perhaps a likely consequence, from a personality-based approach it is not believed to be a core characteristic (Cooke & Michie, 2001;Skeem & Cooke, 2010) and so may not be conducive towards an understanding of successful psychopathy. ...
... It has been estimated that around three million employees within the workforce are, by all accounts, individuals with high psychopathic traits (Schuette et al., 2015). Furthermore, psychopathy has been previously associated with a rise in power and success (Cheng et al., 2010) with around 3.5% of top executives believed to be high scoring on psychopathy personality measures (Babiak & Hare, 2006;Babiak et al., 2010). When we consider psychopathic traits within a work environment, it is often associated with dysfunctional management style and poor team playing abilities. ...
Successful psychopathy is characterized by core traits of callousness and interpersonal manipulation associated with clinical definitions of psychopathy, whilst largely being successful or adaptive in daily life. Despite rising interest in the field, the construct is still not well understood, partially due to competing theoretical models and the lack of a well-validated measurement. Using theoretical literature and expert opinion, we developed and validated the Successful Psychopathy Scale (SPS) for use within the general population. The pilot study (N = 208) developed an initial item pool which was subjected to Deductive Rational Strategy, reliability testing and an Exploratory factor analysis on 51-items which indicated a 5-facet structure. Study 1 (N = 403) developed on the pilot structure using an extended item pool based on researchers’ theoretical knowledge and expert ratings conducted in the pilot in an independent sample. The finalized structure of the SPS was 6-facets representing the key domains within successful psychopathy; core psychopathic traits, risk taking, confidence, stress immunity, social potency, and manipulation. Rasch analysis was used to verify the most suitable candidate items for a reliable and valid SPS measure its shorter form. The final 54-item long form and 30-item short form versions were satisfied expectations of unidimensionality with minor modifications resolved by creating super-items. The final versions of the SPS were correlated in expected directions with existing measures of psychopathic traits, professional skills, and success expectancy.
... This particular constellation of personality and interpersonal features has also long been associated with criminality and assorted antisocial behaviors (Skeem et al., 2011) as well as other forms of maladaptive personality functioning. However, an unknown proportion of individuals exhibiting the core traits of psychopathy simultaneously engage in "successful behaviors," achieving wealth, influence, and power despite their psychopathic traits (Babiak & Hare, 2006). Such individuals have frequently been referred to as "successful psychopaths" (Lilienfeld et al., 2015;Widom, 1977). ...
... For example, in his seminal clinical observations, Cleckley documented adaptive features such as charm, social prowess, and an absence of anxiety , while Hare (1991Hare ( , 2003 includes the item "Glib and Superficial Charm" in the PCL-R in an effort to tap into this enigmatic trait. Additionally, there are countless clinical anecdotes and qualitative descriptive reports of psychopathic individuals who are identified as "charismatic" or "charming," (e.g., Babiak & Hare, 2006;Boddy, 2017;Lykken, 1995). However, to date, research examining the direct empirical relation between psychopathy and charisma remains essentially nonexistent. ...
... While the prototypical psychopath is thought to operate behind a "mask" of sanity (Cleckley, 1941(Cleckley, , 1976Crego & Widiger, 2016), the charismatic psychopath emanates the social and interpersonal signals that are appealing to those with whom they interact. Some do, however, "go overboard" with the charm, coming across as glib and superficial, rather than genuinely charismatic (Babiak & Hare, 2006). ...
Psychopathic traits are associated with negative outcomes; however, they have also been associated with adaptive outcomes (e.g., corporate success, etc.). We tested the Moderated-Expression Model of psychopathy in a sample of community adults (N = 315; 50.8% female; 22-65 years) utilizing a battery of self-report measures (Self-Report Psychopathy Scale; Triarchic Psychopathy Measure; Conger & Kanungo Scale of Charismatic Leadership; General Charisma Inventory; Evading Detection/Punishment; and Occupational Success). The effect of psychopathic traits on evading detection and punishment (not occupational success) was moderated by leadership (and to a lesser extent, general) charisma, net of the effects of pathological narcissism and several other covariates. These results support the Moderated-Expression Model and warrant further research on the associations among psychopathy, charisma, and success.
... The dimensional perspective gives rise to the possibility of differential presentations of psychopathy. Babiak and Hare (2006) outline that some contexts within the limits of the law are actually ideal for some manifestations of psychopathy. For example, individuals who are highly manipulative are likely to thrive in a business setting requiring negotiation and deal-making skills. ...
... Earlier work by Babiak (1995) suggests that modern business or corporate structures (of that time) actually promote characteristics of psychopathy, as they are arguably likely to contribute to greater productivity and profits than highly empathic and emotive characteristics. In addition, research suggests that highly psychopathic individuals might actually be more successful and rewarded within corporate arenas; elevations in psychopathy are 3.5 times more frequently found in high-ranking corporate officials than the general population (Babiak and Hare, 2006). Importantly, research also suggests that elevations in psychopathy are more commonly found in concrete and practical careers in contrast to more nuanced and interpersonal jobs, further suggesting that individuals with certain elevations in psychopathy can find success and are not inherently dysfunctional (Boddy et al., 2010). ...
... Importantly, research also suggests that elevations in psychopathy are more commonly found in concrete and practical careers in contrast to more nuanced and interpersonal jobs, further suggesting that individuals with certain elevations in psychopathy can find success and are not inherently dysfunctional (Boddy et al., 2010). Babiak and Hare (2006) further provide evidence that individuals with elevations in psychopathy have found success in other positions in which their characteristics are adaptive such as cult leaders and politicians. They suggest that interpersonal skills in combination with diminished experiences of empathy can contribute to success in climbing competitive hierarchies. ...
Purpose
This paper aims to evaluate trends in research and clinical practice that may contribute to the limited utility of assessment and treatment modalities designed to capture and address psychopathy. It identifies a lack of consistency between the academic understanding of psychopathy and how the construct is applied in clinical contexts. The authors provide clarity and direction for a more effective application of the psychopathy construct in practical contexts.
Design/methodology/approach
This review first examines the etiology of important limitations to psychopathy research and practical application, and proposes the adoption of the most recent empirical conceptualization of the construct into practical contexts. It then evaluates the current functionality of psychopathy in practical contexts. The review ultimately proposes a method for designing intervention practices based on the model used in the development of dialectical behavior therapy (DBT) for borderline personality disorder, which will improve the practical utility of the construct.
Findings
The present review provides evidence that a multifaceted and dimensional perspective of psychopathy will improve the practical utility of the construct and help move the field forward. It suggests that considering independent components of the psychopathy construct along a continuous scale, as with DBT, will contribute to improvements in assessments and treatments that target psychopathy.
Practical implications
The current review applies relevant research to a model for developing an intervention modality particularly in forensic or correctional settings where individuals high in psychopathy are often seen. The implications outlined provide a framework that could impact practice and assessment in forensic contexts moving forward.
Originality/value
Previous research has not concisely outlined problems concerning the link between psychopathy research and how the construct is applied in practical settings. Few researchers have proposed plausible solutions that could improve the utility of the construct in such settings.
... For any individual to "successfully" maintain longterm fraud, it can be argued that certain predispositions are required. Unethical decision-making, lying for one's own gain, a sense of superiority, and a lack of guilt and remorse are all consequences of having a dark triad personality (Babiak & Hare, 2006;Blickle et al., 2006;Boddy, 2015;Corry et al., 2008;Furnham et al., 2013;Stevens et al., 2012). According to psychological research, such traits are particularly prevalent among fraud offenders (Clarke, 2005;Kirkman, 2005). ...
... Finally, (subclinical) psychopathy is considered to be the most negative trait of the dark triad (Rauthmann & Kolar, 2012). Psychopathy has been linked to deficits of conscience, empathy, and remorse (Babiak & Hare, 2006;Bailey, 2017); it facilitates fraudulent acts by ensuring that rationalization becomes negligible and leads to manipulative behavior (Bailey, 2017). Individuals with psychopathic traits are also said to be thrill-seeking (Hare, 1985;Lilienfeld & Andrews, 1996), reckless, selfish, and aggressive (Patrick, 2007). ...
... The correlations between the both leadership variables and the dark triad measure are significantly negative. While this may be surprising given that the literature argues that dark personality traits may facilitate a rise to leadership positions in organizations (Babiak & Hare, 2006;Rovelli & Curnis, 2020), Hogan and Hogan (2001) observe that dark personality traits are typically noticed first by subordinates. At the same time, it may be possible that employees who are dissatisfied with their jobs may judge their supervisor as a poor leader and having a dark personality. ...
We investigate the relationship between the dark triad personality traits (Machiavellianism, narcissism, and psychopathy) of managers and the practice of reporting manipulation using a primary survey of 837 professionals working in accounting and finance departments. We find that (a) managers who exhibit dark personality traits are associated with a higher prevalence of fraudulent accounting practices in their accounting and finance departments and (b) traditional risk management mechanisms are only partially effective in mitigating this effect. Internal audits are effective in curtailing the negative behavior of managers with dark triad traits only if these internal audits are outsourced and performed by independent external personnel but not if they are conducted by internal personnel. This suggests that managers with dark triad traits are able to manipulate other employees quite effectively. Consequently, having external personnel perform the auditing task provides a safeguard against such unethical practices and manipulation. This finding has strong practical implications, as it provides support for outsourcing internal audits rather than keeping them in-house.
... Existing research has highlighted the problems that may arise when people with dark personality traits are at the top management level (Babiak & Hare, 2006;Petrenko et al., 2016). Dark triad personality traits have been connected with unethical decision-making, lack of guilt and remorse, and a sense of superiority (Babiak & Hare, 2006;Boddy, 2006;Furnham et al., 2013;Hauser et al., 2021;Paulhus & Williams, 2002;Stevens et al., 2012). ...
... Existing research has highlighted the problems that may arise when people with dark personality traits are at the top management level (Babiak & Hare, 2006;Petrenko et al., 2016). Dark triad personality traits have been connected with unethical decision-making, lack of guilt and remorse, and a sense of superiority (Babiak & Hare, 2006;Boddy, 2006;Furnham et al., 2013;Hauser et al., 2021;Paulhus & Williams, 2002;Stevens et al., 2012). ...
... Machiavellianism, narcissism, and psychopathy are the most prominent negative personality traits discussed in the psychological and management literature (Paulhus & Jones, 2015;Paulhus & Williams, 2002). These dark triad personality traits are associated with a tendency to self-promotion, emotional coldness, unethical decision-making, a socially evil character, a lack of guilt and remorse, and a sense of superiority (Babiak & Hare, 2006;Furnham et al., 2013;Paulhus & Williams, 2002). In the organizational context, they are linked to job performance, team processes, citizenship behavior, leadership, counterproductive workplace behaviors, job attitudes, and negotiations (Cohen, 2016;LeBreton et al., 2018;O'Boyle Jr. et al., 2012;Smith et al., 2016;Spain et al., 2014;Volmer et al., 2016). ...
Middle managers responsible for sustainability operationalize top management decisions on the organization's social and environmental activities. With their focus on sustainability, they could be expected to consider ethical issues particularly well in their decisions and to possess ethical personality traits. While earlier research has focused on top management this paper examines the influence of personality traits of middle managers on their corporate sustainability preferences. Based on a primary survey sample of 204 professionals responsible for sustainability in their company, we study the relationship between dark triad personality traits (Machiavellianism, narcissism, and psychopathy) of sustainability managers and their environmental and social responsibility preferences. The analysis shows that managers who score higher on the dark triad personality scale are less concerned about environmental and social responsibility issues. The business environment, analyzed in a cross-cultural comparison between the United States and Europe, and the organizational context function as a moderator of the influence of personality traits on sustainability preferences. The results suggest that dark triad personality traits should be considered in recruitment and assessment processes of middle managers responsible for corporate sustainability.
... Dark triad traits predict individuals' propensity to take financial, investment, and gambling risks (Sekścińska & Rudzinska-Wojciechowska, 2020). Dark personality traits also predict various (workplace) behaviors (Neo et al. 2018) and may inflict financial damage on the firm (see, e.g., Babiak & Hare, 2006, for the case of corporate psychopathy). Dark triad personality features have been associated with a series of undesirable (firm) outcomes, such as extreme and fluctuating organizational performance (Chatterjee & Hambrick, 2007) or reduced investment performance (ten Brinke et al., 2018). ...
... Dark personality traits are prevalent among the overall population (Boddy, 2017;Caponecchia et al., 2012), and even more so in the corporate environment (Babiak et al., 2010). Various characteristics of a person with dark personality traits seem to be advantageous when rising to leadership positions in organizations (Babiak & Hare, 2006;Rovelli & Curnis, 2020). Organizations might even hire managers with dark personality traits because their willingness to push ethical boundaries aligns with organizational objectives (Harris et al., 2021). ...
... Individuals with psychopathic traits exhibit a significant lack of consciousness and feelings for others. They experience low empathy and remorse (Babiak & Hare, 2006) and do as they please without any feeling of guilt (Hare, 1999). Individuals with psychopathic traits are characterized as reckless, selfish, and aggressive (Patrick, 2007). ...
We study the relationship between risk managers’ dark triad personality traits (Machiavellianism, narcissism, and psychopathy) and their selective hedging activities. Using a primary survey of 412 professional risk managers, we find that managers with dark personality traits are more likely to engage in selective hedging than those without. This effect is particularly pronounced for older, male, and less experienced risk managers. The effect is also stronger in smaller firms, less centralized risk management departments, and family-owned firms.
... This is documented in several studies conducted by Babiak since 1995(e.g., Babiak, 1995Babiak et al., 2010). For instance, Babiak and Hare (2006) describe the high functionality of corporate psychopaths and their manipulative capacity, innovation, dissimulation, and high communication skills. Lastly, Machiavellianism has received increased attention from entrepreneurship scholars (e.g., Hmieleski & Lerner, 2016;Wu et al., 2019), as well as extensive focus among ethics researchers (Kish-Gephart et al., 2010). ...
... The study of psychopathy as a correlating factor with the white-collar crime has deep roots in white-collar crime literature (e.g., Jones, 2014, Lesha & Lesha, 2012Lingnau et al., 2017), since there are authors that suggest the prevalence of psychopaths in corporations is higher than in other workplaces (Babiak, 1995;Babiak & Hare, 2006). Although the DT traits of personality may be widely considered dark traits, literature shows us that psychopathy has been linked to corporate leaders' business success (Pusch & Holtfreter, 2021). ...
... In fact, there is evidence that high extroversion and conscientiousness (e.g., Katongole et al., 2013;Zhou et al., 2019)-which are inversely associated with some Dark traits-are related to entrepreneurial success. Additionally, personal characteristics that promote ethical flexibility overlap with entrepreneurial success (Babiak & Hare, 2006). Therefore, it may be a matter of being aware of the fact that entrepreneurial contexts are niches where higher levels of the Dark Triad traits should be expected, and accordingly, structuring the organizational unregulated environment to prevents the nefarious effects of these traits and promoting the positive aspects of the Dark Triad traits to boost entrepreneurial success. ...
Entrepreneurs create businesses and employment. However, their behaviors might generate negative outcomes. Since external funding for startups is vital and challenging to get, this ecosystem becomes a breeding ground for unethical behaviors. This paper will explore the association between the tolerance to unethical behaviors and the Dark Triad Traits (DT) of personality, as well as the moderator role of being an entrepreneur in this relationship. For that purpose, 84 entrepreneurs and 112 non-entrepreneurs completed a survey comprising the Dirty Dozen Scale (Jonason & Webster, 2010) to assess the DT and the new Tolerance to Unethical Behaviors in Entrepreneurship (TUBE) scale which was able to distinguish entrepreneurs from non-entrepreneurs. Findings suggest that entrepreneurs show higher levels of Machiavellianism and tolerance to unethical behaviors than non-entrepreneurs.
... Over the past years, the dark triad of personality has found increasing attention in the field of occupational choice and organizational behavior, as personality is likely to play a decisive role in operational decision-making. Research has thereby focused in particular on the traits of corporate leaders and managers (e.g., Babiak and Hare, 2006;Rosenthal and Pittinsky, 2006;Babiak, et al., 2010;Chatterjee and Hambrick, 2007), most likely driven by the increasing problem of white-collar crime (Benson and Simpson 2009). However, also in the field of entrepreneurship there has been a growing interest regarding the influence of dark traits onto entrepreneurs and how these traits might affect the behavior of entrepreneurs, such as their social, sustainable, and economical decisionmaking (Hmieleski and Lerner, 2016;Miller, 2014;DeNisi, 2015;Webb et al., 2009). ...
... They have been linked to behaviors such as stealing, fraud, cheating, gaining at the costs of others (Babiak et al., 2006;Hare, 1999;Williams et al., 2010), limited affective empathy Jonason and Krause, 2013), and as lacking "altruistic or prosocial ideals" (Hmieleski and Lerner, 2016, p. 9). Beyond this element of "callousmanipulation" (Jones, 2013, p. 563) however the traits present distinct constructs (Paulhus and Williams, 2002;Vernon et al., 2008;Rauthmann, 2011). ...
... Psychopaths have generally been described as individuals with manipulative behavior, superficial charm, sensation and risk seeking, an inclination to violate social norms, impulsivity, and lacking empathy (Hart et al.,1994;Hare, 2006;Newman et al., 1987;Patrick et al., 2005). However, at the same time, people with elevated levels of psychopathy might demonstrate positive attributes such as being charming, entertaining and intelligent (Akhtar et al., 2013). ...
Unterscheidet sich die Ausprägung sozialer Präferenzen zwischen Unternehmern und Nicht-Unternehmern? Beeinflussen die sozialen Präferenzen von Unternehmern welchen Geschäftstyp (soziales vs. kommerzielles Unternehmen) sie gründen? Haben soziale Präferenzen einen Einfluss auf produktive und/oder unproduktive unternehmerische Motive? Spielt die Persönlichkeitsstruktur in diesem Kontext eine Rolle? Die vorliegende Dissertation behandelt diese Fragen anhand von vier experimentellen Studien mit Unternehmern, Landwirten, Studierenden der Betriebs- und Volkswirtschaftslehre, sowie Mitarbeitern, Kollaboratoren und Investoren von Start-up-Unternehmen. Dabei werden unterschiedliche Methoden in Labor, Online, sowie „Lab-in-the field“ Experimenten angewendet. Die Ergebnisse zeigen, dass Unternehmer im Vergleich zu den anderen Testgruppen, generell stärker ausgeprägte soziale Präferenzen besitzen, insbesondere bezüglich kooperativer Eigenschaften. Darüber hinaus wird kein Zusammenhang zwischen den sozialen Präferenzen von Unternehmern und ihrer Entscheidung ein soziales oder kommerzielles Unternehmen zu gründen gefunden.
... The majority of serial killers are viewed as sane compos mentis (the ability to think clearly and be in control of and responsible for your actions) as defined by legal and psychiatric standards (Babiak & Hare, 2006;Cahill, 1986;Hare, 1993;Linedecker, 1980;Morrison, 2004;Samenow, 2004;Schechter, 2009;Vronsky, 2004 ). They may torture, kill, and mutilate their victims, but in most cases, there is no evidence that they are deranged, mentally confused, or psychotic (Hare, 1993;Morrison, 2004;Schechter, 2009;Vronsky, 2004). ...
... Examples are business leaders who hire and fire relentlessly, unreasonably tough teachers, and politicians who further their own interests regardless of the unfavourable effects on the individuals involved (Babiak & Hare, 2006;Levin & Fox, 2007). Conclusively, dehumanisation can be viewed as moral disengagement, effectively describing the everyday depreciation and damage (including political, military, and terrorist violence) to people, while pursuing egocentric interests (Bandura, 2003). ...
A PSYCHOBIOGRAPHY OF THE SERIAL KILLER: JOHN WAYNE GACEY
... Thus, psychopaths pursue their agendas by focusing another party's attention on something other than the task at hand (e.g., encouraging hostility among coworkers). Further, psychopaths are commonly described as remorseless, conscienceless risk-takers (Babiak & Hare, 2006;Cohen, 2016Cohen, , 2018Wu & Lebreton, 2011). Hence, they are more likely to engage in abuse. ...
... Hence, they are more likely to engage in abuse. Unsurprisingly, psychopathy is believed to underlie deviance and destructive work behavior (Babiak & Hare, 2006;Boddy, 2014). ...
This paper develops a conceptual model of PhD supervisors' abuse and exploitation of their students and the outcomes of that abuse. Based on the literature about destructive leadership and the "dark side" of supervision, we theorize about why and how PhD student abuse and exploitation may occur. We offer a novel contribution to the literature by identifying the process through which PhD students experience supervisory abuse and exploitation, the various factors influencing this process, and its outcomes. The proposed model presents the Dark Triad, perceptions of goal blockage, and perceptions of ethical culture as potential characteristics of the PhD supervisor and implies the mediation of the perceptions of power and politics in the relationship between the Dark Triad and student abuse and exploitation. Institutional policies and practices concerning doctoral students and their characteristics are proposed as moderators in such a relationship. Finally, the model suggests that student abuse and exploitation may hinder or even end students' academic careers. The manuscript discusses the theoretical and practical contributions and managerial implications of the proposed model and recommends further exploration of the dark sides of academia.
... Research has indicated that around 1% of the general population exhibit psychopathic traits (Coid et al., 2009;Neumann & Hare, 2008). However, Babiak and Hare (2006) claimed that the figure was as high as 3% to 4% in senior business positions. Other estimates are slightly higher. ...
... It is important to note that, as awareness of the problem of "corporate psychopathy" has grown, psychologists (e.g., Babiak & Hare, 2006;Boddy, 2017) have recommend that corporations take measures to screen for psychopathic candidates. As Boddy (2017) has suggested, "If professionals within human resources want the opportunity to play a greater role in contributing to organizational success, then they may have to start to screen leadership candidates for psychopathy because organizational success and psychopathy are inimical" (p. ...
The essence of any psychologically healthy society—and the basis of the utopian or eupsychian society envisaged by Abraham Maslow—is an individual state of empathic connection that gives rise to qualities such as compassion, responsibility, justice, fairness, and equality. Opposed to this, is a psychological state of hyperindividuation and psychological disconnection, that generates traits of selfishness and a lack of empathy, compassion, and conscience. In turn, such traits give rise to social injustice, inequality, brutality, and oppression. In its most extreme form, hyperindividuation is associated with “disorders of disconnection” such as psychopathy and narcissistic personality disorder. I discuss the concept of “pathocracy,” which explains why individuals with personality disorders are likely to rise into positions of power, both in politics and in business. Any attempt to develop a eupsychian society has to deal with the issue of pathocracy, including possible measures to prevent individuals with personality disorders from attaining power, and other measures to encourage empathic and conscientious individuals to take up leadership roles. This would help realize Maslow’s concept of enlightened management. At the same time, as Maslow emphasized, we need to take account of the social and institutional structures and circumstances that encourage authoritarianism and pathocracy.
... Although there is support for this in research on sex differences in the influence of betrayal trauma on antisocial personality pathology (e.g., Yalch et al., 2021), it is unclear whether this would extend to psychopathy, since psychopathy is more nuanced in interpersonal presentation and does not necessarily entail violent and otherwise criminal behavior as a prerequisite (Patrick & Brislin, 2018). Psychopathy is also more commonly encountered in daily life (Babiak & Hare, 2006), making this research question an especially relevant one. ...
... First, although this study reported a high rate of trauma, it was not an incarcerated, clinical, or other sample selected for high levels of psychopathic characteristics. Although psychopathy is subclinical to the extent that people encounter psychopathic traits in their daily lives (Babiak & Hare, 2006;Furnham et al., 2013), psychopathy is almost certainly more pronounced in populations involved with the criminal justice system. In a similar vein, our sample was also predominantly White, overwhelmingly college-educated, and entirely from the U.S., all of which limits the generalizability of our findings. ...
Psychopathy is a virulent form of personality pathology that exerts a costly burden on society. Although there is a strong hereditary component to psychopathy, the environment also has an impact. One of the most salient environmental influences is trauma, although not all forms of trauma may be equally predictive of psychopathy. Many studies suggest that trauma perpetrated by someone whom the victim trusts and relies upon (i.e., betrayal trauma) has an especially robust influence on personality pathology. However, there has not yet been research examining this with respect to psychopathy specifically. In this study we examined the influence of traumas with varying degrees of betrayal on psychopathy in a sample of men and women working for Amazon's Mechanical Turk (N = 444) using partial least square structural equation modeling. Results suggest that interpersonal trauma in general was associated with psychopathy for both men and women, and that trauma high in betrayal was uniquely associated with psychopathy among men. These results clarify previous research on the association between betrayal trauma and personality pathology and on the traumatic antecedents of psychopathy in particular.
... Much research has been devoted to studying general personality traits, such as agreeableness, conscientiousness, and neuroticism, within the context of workplace outcomes (Judge et al., 2008). One area of personality that has received particular attention from researchers and popular culture in regard to problems in the workplace is psychopathy (e.g., Babiak & Hare, 2006;Babiak et al., 2010;Howe et al., 2014). ...
... has galvanized interest in psychopathy's potential adaptivity or harmfulness in occupational settings (e.g., Babiak & Hare, 2006;DeShong et al., 2015;Palmer et al., 2017). To our knowledge, this is the first study to compare the relationships of psychopathic personality traits to interpersonal and organizational workplace behaviors. ...
Relatively little is known about the relations between psychopathic traits and interpersonally-directed versus organizationally-directed workplace behaviors despite the implications of these traits for maladaptive (e.g., bullying, harassing, white-collar crime, slacking) and adaptive (e.g., improving the workplace, supporting others) workplace behaviors. In a sample of employed US-based community members (N = 352), we investigated the relations between the Triarchic Psychopathy Measure (TriPM) and an expanded version of the Levenson Self-Report Psychopathy Scale (E-LSRP), on the one hand, and interpersonal and organizational counterproductive behaviors and citizenship behaviors directed towards co-workers and the organization, on the other. As predicted, we found stronger positive associations between impulsive-antisocial traits (Disinhibition, Antisocial) and both interpersonal and organizational workplace deviance; however, these traits did not relate significantly to citizenship behaviors. We further found that interpersonal traits (Boldness, Egocentric) may play an adaptive role in the workplace, as demonstrated by increased citizenship behaviors. Affective traits (Callous, Meanness) were related to lesser engagement in citizenship behaviors and higher engagement in some interpersonally-directed counterproductive behaviors. In several analyses, statistical interactions among triarchic psychopathy traits, but not E-LSRP traits, predicted adaptive and maladaptive workplace behaviors. Our results suggest that employees’ psychopathic traits bear differential implications for both adaptive and maladaptive workplace behavior, and that these traits may operate in concert to increase the likelihood of such behavior.
... Accordingly, psychopathic individuals are typically adept con artists, often with long histories of frauds and scams. Some may even become cult leaders, corrupt politicians, or successful corporate leaders (Babiak & Hare, 2006;Babiak, Neumann, & Hare, 2010). Their superficially engaging personalities and skilled use of deception through verbal and nonverbal communication likely contribute to their proficiency as "intraspecies predators" (Hare, 1993): The high level of psychological dangerousness they pose to others is masked by disarming but ill-intended social artistry. ...
P sychopaths are manipulative, callous, remorseless , impulsive, irresponsible, antisocial individuals with an emotionally barren disposition. Together, these traits often result in aggressive behavior, and our purpose in this chapter is to explore the manner in which, and the reasons why, this may occur. We begin by outlining the contribution of psychopathy to the prediction of whether, and the degree to which, specific persons, among criminal offenders in particular, engage in aggressive behavior. Our attention then turns to the characteristics of violent actions by psycho-pathic individuals. We review studies investigating the nature of their violent behavior, consider research on links among psychopathy, thrill-seeking, and sadistic behavior, and discuss how this work can inform our understanding of the criminal motivations of violent psychopathic offenders. We conclude with a discussion of other populations (youth and civil psychiatric patients) in which psychopathy, and affiliated aggressive behaviors, are manifested.
... Mullins-Sweatt et al. (2010, p. 554) point out that "it would be difficult to sample enough people in an organization to gain one psychopath and once they had been identified it is unlikely they would participate in a study designed to understand their nature." Privacy and secrecy are important for dark personality individuals to engage in effective manipulation (Babiak and Hare, 2006). Machiavellians are highly sensitive to transparency and are cautious to engage unless there is no perceived risk of exposure of their malevolent side, or where they can position their malevolence in a way that may seem socially acceptable (Bereczkei, 2017). ...
Research into psychopathy, Machiavellianism, and narcissism, collectively referred to as the Dark Triad or dark personality, is growing, however considerable contention remains regarding the core characteristics and behavioral manifestations of those who persistently violate social norms and harm others. Increased discussion in the ethics literature on strategies to ameliorate the costly impact of dark personality in politics, business, and the broader community suggests an urgent impetus for clarity and consensus regarding dark personality attributes, from those incarcerated for violent crime through to corporate leaders. It is very difficult however to expose higher functioning dark personality who engage in less overt harmful acts because of their ability to manipulate non-victims and their capacity to harm victims without evidence. Clarity about attributes and behavioral manifestations in a range of contexts and personal circumstances is therefore crucial to understand and support victims and prevent harm. Research and commentary about dark personality are often however contradictory and have resulted in the creation of an overwhelming number of assessment tools, often developed in isolation from research in areas of toxic leadership, domestic violence, abuse in religious organizations, law enforcement abuse of power, unethical practices in politics, sects, criminology expertise, and victims. This article outlines factors impeding consensus regarding the core attributes and behavioral manifestations of dark personality and provides suggestions for a way forward.
... Ample research has been done on corporate psychopaths, their personality traits, behaviors and the ways they maneuver in organizations [2,11,27]. While the contemporary researchers continue their quest to comprehend corporate psychopathy, sparse research work and literature has been found on influence of moral emotions on corporate psychopaths. ...
Psychopathy has taken its due stake in research; while the curiosity in this area is still growing corporate psychopathy has emerged as a new area of research. The psychopaths working in organizational settings are called corporate psychopaths. These corporate psychopaths are prune to manipulation, are attracted to status, power and money. Typically found in higher positions in organizations, these snakes in suites can cause damage to organization such as large scale frauds. Numerous researchers have recognized the connection among psychopaths and moral emotions. Bulk of research work have vocalized about self-directed negative signals of psychopaths (guilt, regret, remorse, shame , embarrassment) and negative signals directed towards others (anger, rage, indignation, contempt, disgust, resentment, scum, envy, jealousy, schadenfreude). Nevertheless, we found sparse equal to none research related to corporate psychopathy and positive signals such as pride. Taking lead from this significant research gap, we reviewed the literature related to the corporate psychopaths and one of the self-directed positive moral emotions (pride) and conceptually link both the emotions of pride and corporate psychopathy. Eventually we proposed a conceptual framework. We suggested that corporate psychopaths are false diviners; due to their Narcissistic personality and nature have an authentic and hubristic pride. Authentic and Hubristic pride are prides which is the darker sides of pride, bursting with false self-worth, ego and self-deception. This conceptual framework is a fist of its kind and a feed for thought for future researcher. We also have proposed research directions for future researcher.
... In one Dark Triad study, Machiavellianism scored highly on extrinsic social religiosity, showing that Machiavellians may use their religions to achieve personal goals (Aghababaei, Mohammadtabar, & Saffarinia, 2014). Babiak and Hare (2006), highlight a complex set of behaviours in higher functioning psychopaths which involve clever impression management and secrecy. They found corporate psychopaths manipulate their networks in a preferred one-on-one capacity to gather data, enhance their own reputation, spread disinformation, and create conflicts and rivalries to prevent others from sharing information that might uncover the deceit. ...
Psychopathy, Machiavellianism and Narcissism are personality disorders characterised by a constellation of attributes and behaviours which typically violate social norms and infringe upon the rights and safety of others. While these three conceptualisations, collectively referred to in this paper as 'dark personality (DP)', have been developed with potential application across various sectors of society such as forensic mental health, domestic violence and toxic leadership, there is limited collaboration between these sectors, lack of consensus regarding definition, outstanding issues of contention, and a proliferation of assessment tools all designed to identify the same conceptualisations. This is counterproductive and harmful. This paper outlines barriers to universal understanding of those that powerfully violate social norms and harm others. It also sites obvious gaps in the academic literature regarding the characteristics and behavioural manifestations of dark personality, inconsistencies which must be addressed if these personalities are to be fully understood and harm ultimately reduced.
... Although most studies involving psychopathy seem to have been more focused on the penal and clinical population (Babiak, 1995;Coyne & Thomas, 2008), psychopathy has also been observed among employees of co-operate organizations. It has been argued that psychopathic employees employ their personality traits to rise speedily to the executive and managerial ranks, and then ruin such organizations with unethical values, bullying of employees, corporate scandals and other corrupt practices ( see Babiak, 1995;Babiak & Hare, 2006;Boddy, 2011a, b;Valentine et al., 2018 for review). Eze et al. (2020); Litten et al. (2020); Wilson and McCarthy (2011) also found that, besides criminal population, psychopathy is also found among student population. ...
Academic dishonesty (AD) is a threat to quality education, ethics of professional practices and career outcomes. Psychopathy is connected to AD. This study investigated whether academic confidence (AC) mediates the relationship between psychopathy and AD. University students (N = 335, mean age = 18.38 years) completed measures of relevant variables, in addition to providing demographic details. Results of statistical analysis showed that AC mediated the association between primary psychopathy and AD. Considering the extent of students' belief, trust and expectation that they can execute their academic tasks by themselves could be important target in enhancing ethical behaviors among students.
... The group-centered pathway is more effective than the leader-centered pathway because a group-centered leader lacks a leader-centered leader's divisive and demotivating effects and instead builds on collaborative strengths. Empirical research has demonstrated that leader-centered leaders can have detrimental effects in terms of cohesion, effectiveness, and productivity, for example, Babiak and Hare (2007), Clarke (2005), Furnham (2015), Stout (2005), and Sutton (2017aSutton ( , 2017b. For example, ten Brinke, Kish, and Keltner (2017) measured psychopathic tendencies in 101 managers in the finance industry; and found the more psychopathic manager underperformed the other managers over a 10-year period. ...
A person assigned to a leadership position can progress along two pathways over time: the leader-centered or the group-centered leadership pathways. Leader-centered leadership is ego-driven and hierarchical. There are two similar forms of the leader-centered pathway: the regular and the psychopathic forms. The first form is the common, normal progression outlined by Keltner, whereas the second form is more rapid and is the form taken by leader-centered leaders who have a genetic predisposition to psychopathy. Eventually, both forms of leaders encounter personal hubris. The current article explores how both forms of the leader-centered pathway progress over time. In contrast, leaders progressing along the second leadership pathway are group-centered and empathy-driven and do not focus on themselves. Researchers have found that these group-centered leaders are more effective than leader-centered leaders. Because group-centered leadership is so important, some of its characteristics have been described elsewhere and are extended upon here in a comprehensive account of the practices associated with the group-centered leadership pathway. In conclusion, group-centered leadership practices are critical to a group's effectiveness, and group-centered leadership must be established when a group is initially formed.
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... Consequently, we aimed for a study sample from the general population. Even beside the concept of the successful psychopathy it is often assumed that psychopaths in general have special manipulative abilities or that they are good at getting to the top in certain contexts: Babiak and Hare (2006) describe psychopaths as "skilled at social manipulation, and the job interview is a perfect place to apply their talents" (p. vii) who "often are successful by most standard measures of career success" (p. ...
Psychopathy (P) is considered to be an important clinical/forensic personality trait, which has recently received renewed attention due to research about the so-called dark triad (D3). Several authors assume P to be adaptive in certain “niches” of life, e.g. the workplace. P is generally thought to be a dimensional construct and not categorical. However in our exploratory study, we aimed to identify possible types on the trait psychopathy and examine if these types differed meaningfully in several domains of successful behavior. To identify possible P-types we measured psychopathy in a medium-sized sample from universities and the general population by using the Self-Report Psychopathy Scale – Forth Edition (SRP-4). We conducted cluster analyses on the basis of the SRP-4-facets (interpersonal, affective, lifestyle and anti-social) and identified five “psychopathy-types”. We compared the five P-types in regard to desirable psychological variables (e.g. cognitive ability, life satisfaction) and self-reported domains of success (social, leisure, academic, professional). Our analyses did not reveal any considerable differences between the types. The results do not support the notion that examining psychopathy by using a typological approach is a promising direction of research and also indicate that variants of psychopathy appear to be neither adaptive nor maladaptive in crucial aspects of everyday life.
... 9. One's PCL-R score depends heavily upon a history of criminal behaviour, but many researchers believe that a criminal history should not be necessary for a diagnosis of psychopathy. Although he has defended the inclusion of the criminal history items, Hare himself has written about noncriminal psychopaths (Babiak & Hare, 2007), who in practice would not be likely to score highly. ...
Will Millard offers us an overview of the issues underlying boys’ achievement, or otherwise, in school.
... Integrity, defined by C.S. Lewis as 'doing the right thing when no one is watching', is arguably not necessarily a quality foremost in public sector recruitment, where a talent to cut costs and capacity to remain 'on message' perhaps being more sought after. The other book relevant to followership is by Paul Babiac and Robert Hare; 'Snakes in suits; when psychopaths go to work' [12]. They describe 2 types of damaging followers, firstly those who use the organisational hierarchy to maximise power, and secondly, 'enablers' who enforce instructions of their leaders using bullying [13]. ...
concern about Public Health Civil Servants conduct during the first Covid wave and subsequent lockdown.
... This personality disorder affects approximately 1% of the general population and up to 25% of the prison population (Hare, 1998;Neumann & Hare, 2008). There are mainly violent repeat offenders and sex offenders (Serin, Peters, & Barbaree, 1990), whose crimes are often premeditated (Herve & Yuille, 2007), but also perpetrators of financial crimes such as Babiak and Hare (2006) called "Snakes in Suits." ...
A significant number of individuals detained and interrogated by law enforcement agencies present psychopathic personality characteristics. However, despite the numerous studies conducted in recent decades in the fields of psychopathy or investigative interviewing, there are not many studies in the literature on the particularities of questioning psychopaths. If previously, interviewing techniques based on an accusatory model were more accepted, especially with suspects of more serious or violent crimes; currently the use of a methodology based on the scientific evidence and respectful of human rights is something essential, even with psychopaths. This chapter seeks to compile the various contributions in the field of investigative interviewing and integrate them into knowledge about the behavioral characteristics of psychopaths, to present an evidence based model for conducting investigative interviews with psychopaths.
... conscience, incompatibility, insensitivity and selfishness (Babiak, & Hare, 2006;Hare, 1999;Vien, & Beech, 2006). Research hypotheses are determined as follows; ...
... Bu kişiler ortalama bireylerden çok daha düşük düzeyde empati kurma eğilimindedirler. İnsan ilişkilerinde başına buyruk, yasadışı işlere bulaşma eğilimi yüksek, potansiyel olarak sosyal normları daha kolay bir şekilde ihlal eden bir görünüm ortaya koyarlar (Babiak ve Hare, 2007;Babiak, Neumann ve Hare, 2010;Boddy, 2011;Hare, 1999;Mathieu vd., 2014;Neumann, Johansson ve Hare, 2013;Özsoy, 2018). Tüm bu özellikler ilk bakışta psikopatların suça meyilli kişiler olacağı ve çalışma yaşamında başarılı olamayacağı düşüncesini doğursa da bu her psikopat için geçerli değildir. ...
... weinig empathisch -'succesvolle' managers kunnen zijn (Babiak & Hare, 2006;Babiak, Neumann & Hare, 2010). ...
... Degrees in these fields oftentimes are the starting places for many individuals who want to pursue careers in the corporate world. Corporations also generally reward individualistic/egocentric behaviors and offer opportunities for dark personality types to showcase their dysfunctional traits in order to succeed (Babiak et al., 2006). For example, the sense of entitlement and inflated self-esteem that narcissists exhibit has been connected to higher executive performance (Judge et al., 2009). ...
This study examined the relationship between the Dark Triad (narcissism, Machiavellianism, and psychopathy), ethical attitudes, college major, and social desirability. Researchers investigated if business and psychology majors differed on the Dark Triad and ethical attitudes. In addition, social desirability was hypothesized to moderate the relationship between the Dark Triad and ethical attitudes. In total, 383 upper division business and psychology students from a large public university were surveyed online. Results showed a significant negative correlation between the Dark Triad and ethical attitudes. Business majors have significantly higher levels of psychopathy and lower levels of ethical attitudes compared to psychology majors, and social desirability moderates the relationship between psychopathy and ethical attitudes. Given the deleterious nature of the Dark Triad, and the negative impact of unethical behavior in the workplace, the findings underscore the need for future research that further examines differences between majors on these variables.
... Research examining these personality traits in nonincarcerated populations show an association with ruthless, cold, and remorseless behavior in contexts such as business environments (Babiak, 2016;Babiak & Hare, 2006;Babiak & 2 The antisocial lifestyle traits are found in Antisocial Personality Disorder and, to some extent, in the other erraticdramatic personality disorders. The interpersonal traits often appear comorbid with the symptoms of Narcissistic Personality Disorder (e.g., Harpur et al., 1989;Klipfel & Kosson, 2018). ...
... • While some individuals with psychopathic traits can be quite vexing, others actually present as highly charismatic or charming (Babiak & Hare, 2006;Lykken, 1995). ...
... Prominent among the psychopath's attributes are deficits in moral inhibitions and a fundamental lack of impulse control which encourages cheating as an acceptable and expedient path to achieve success and their career goals (Williams et al., 2010). Indeed, (Babiak and Hare, 2007) noted that many psychopaths are able to graduate from college and obtain professional credentials, ''but in most cases it is less through hard work and dedication than through cheating, getting others to do their work, and generally 'working the system'." ...
Academic misconduct is an issue that has plagued educators for as long as there have been formal performance assessments, and the technological advances in recent years have exacerbated an already vexing problem. Today’s student has a broad array of resources available to assist in their learning process. Unfortunately, many of those resources can be used to actively circumvent that process. A variety of assignment assistance websites offer students fee-based access to content ranging from publisher-provided test banks and homework solutions to course specific material generated by the instructor. Unauthorized access to these materials constitutes academic fraud. In this study we evaluate student use of these websites by developing a comprehensive framework consisting of the Dark Triad constellation of personality traits and the Fraud Diamond elements. We find that each Dark Triad trait exerts a unique influence on the Fraud Diamond elements, which in turn are associated with students’ intentions to access and use these websites.
... (Babiak & Hare, 2006). 36 The impact of DT leaders on organizational culture The above reviews provide an insight that DT leaders seem charismatic, encouraging, and faithful at first glance along with positive traits like extraversion or open-mindedness. Additionally, these groups can exhibit constructive leadership qualities such as visionary thinking (narcissism; Rosenthal & Pittinsky, 2006), 37 strategic planning (Machiavellianism; Wilson et al. 1996), 38 or courage (Psychopathy: Babiak and Hare, 2006). ...
In this twenty-first century, leadership qualities are paramount for fostering organizational culture and employee performance. This study penetrated the negative aspects of leadership qualities 'dark-triad of leadership' and its impact on team members. The hypotheses were developed from a thorough literature review on dark triad traits namely Narcissist, Machiavellian, and Psychopath. To reveal the impact of traits amongst team members, the Emirati educational sector was selected, and questionnaires were distributed amongst different strata by the random sampling technique. The responses were analyzed using SPSSv27. The analysis validated the reliability of the data and confirmed the hypotheses. Furthermore, it illuminates the intricate and challenging field of leadership research. Indeed, the study can develop organizational culture and employee performance.
... In organizational settings, the Dark Triad has been found to correlate with counterproductive work behaviours (53) and interpersonal friction with colleagues (54). However, a number of studies have suggested that the Dark Triad may have adaptive value in some organizational settings (55,56) and, as already mentioned, this may be even more the case in collectivist societies. Nevertheless, the present research demonstrates that these socially adverse traits may do more harm than good. ...
Background: The Dark Triad personalities have been well studied, however, it is not often linked with empathy and risk-taking intentions. The present study aims to address this gap by examining the association between the Dark Triad personality traits, empathy and risk-taking intentions in the five domains-ethical, financial, health/safety, social, and recreational.
... The mediation models provide multiple opportunities to understand how Boldness, Meanness and Disinhibition relate to antisocial conduct vis-a-vis self-control deficits particularly since they are also multifaceted constructs. Boldness is linked to workplace malfeasance and white-collar offending and is indicative of a potentially adaptive strategy to get ahead in work and school domains (Babiak et al., 2007;Bucy et al., 2008;Lingnau et al., 2017;Neo et al., 2018); however, those outcomes are less germane to our school sample. In addition, Boldness also represents the daring fearlessness with which youth engage in serious and occasionally aggressive conduct. ...
Self-control and psychopathy are correlated with antisocial behaviors among diverse samples, and a spate of recent studies examined their direct associations with criminal outcomes. However, research has largely overlooked mediation effects between psychopathy, self-control and deviant outcomes. The current study examined self-control
mediation effects related to the triarchic psychopathy construct and juvenile delinquency, crime seriousness, conduct disorder (CD), and aggression outcomes. The sample consisted of N = 567 (M =15.91 years, SD = .99, range =14–18 years) southern-European youth
from Portugal. Study design was cross-sectional, quantitative and non-experimental. Mediation analysis using path analysis procedures indicated that low self-control mediates the relation between the Boldness, Disinhibition and Meanness factors of the triarchic
psychopathy construct and the delinquency, crime seriousness, CD and aggression outcomes. Findings suggest that self-control is a mediator of triarchic psychopathic features and diverse externalizing behavior outcomes, which adds specificity to their interrelationship as general predictors of antisocial behavior.
... An additional dimension, which I cannot explore in the present context in any great detail, but which is too critical a factor to omit, is the fact that "the modern, open, more flexible corporate world" has been found to be the perfect breeding ground for psychopaths (Babiak & Hare, 2007). Although the prevalence of psychopathy in the general population is relatively small -only about 1% -they is a far higher prevalence in the corporate environment since the business world incentivises ruthless behaviour regardless of the cost to others to further its agenda. ...
In this article, I undertake a critical interrogation of the complex relations of control operating in the contemporary workplace of the knowledge worker by drawing on Foucault’s theorisation of power and resistance. I plot the risks to which the knowledge worker are exposed, the conditions of possibility as well as the challenges that complicate productive resistance in the workplace. In the process, I make use of an array of existing scholarly research that utilises the Foucauldian framework of the relationality of power and develops some Foucauldian concepts further and applies them to our present context.
... The IoT works across heterogeneous networks and standards. Exceptionally, no network is free from security threats and vulnerabilities [10,11,12,13]. Each of the IoT layers is exposed to different types of threats. ...
There are different layers of IoT security architecture available and described to protect the availability, confidentiality, and integrity of IoT devices. An exponential increase in data availability and sensitivity in recent times has become a challenge for data security and privacy in a connected world. Manyfold technologies, services, and standards embraced in the Internet and cloud space suggest security threats may magnify with fleeting time. Types of data and information that can be collected, aspects and attacks on IoT devices in terms of machine and deep learning, and the data yielded from them will be presented in this paper.
... Psychopaths are stereotypically portrayed as predators who read other people like a book and utilize this knowledge to manipulate and bully them for their own personal gain and pleasure (Babiak & Hare, 2006). A prerequisite for such interpersonal sensitivity would be heightened emotion recognition ability (ERA) in psychopathic individuals, which has been empirically supported by some studies (Cigna et al., 2017;Copestake et al., 2013;Del Gaizo & Falkenbach, such as reduced empathy (Decety et al., 2013), less perspective-taking (Drayton et al., 2018), or reduced amygdala responses to emotional displays (White et al., 2012). ...
Research on emotion recognition ability (ERA) and psychopathy produces divergent outcomes: While some studies find ERA deficits in persons with psychopathy, others find heightened emotional abilities. In this study, we seek to disentangle these inconclusive findings by employing different measures of psychopathy, analyzing them globally as well as on a facet level, and drawing on a newly developed non-linguistic measure of ERA. We hypothesize that ERA moderates the relation between psychopathy facets representing disinhibition and meanness and counterproductive work behavior directed towards individuals (CWB-I). In a multi-source design with a sample of 477 working adults with at least one coworker rating, we found no relations between the psychopathy facets and nonlinguistic ERA. We did find a moderation effect indicating that individuals high in psychopathy with lower ERA exhibited more CWB-I. Our results suggest that psychopathy does not inherently affect ERA; rather, further cognitive and affective processes need to be taken into account. ERA’s mitigating effect might help explain why not all individuals high in psychopathy behave aggressively.
... As such, prosocial tendencies can effectively enhance one's likeability and social status (Kafashan et al., 2014). However, several occupations in modern society, such as positions in law, medicine, and business, may encourage the use of callous, exploitive, and "cutthroat" tactics to get ahead and reach the upper echelons of an organization (Hare, 2006;Kay & Saucier, 2020;Pan & Yu, 2017). This suggests that there may be qualitatively different ways that people strive for and augment their social standing. ...
Evolutionary scholars have highlighted how there are two normative approaches to enhancing one's status: dominance and prestige. Several individual differences have been found to differentially predict dominance and prestige status-seeking. The four socially aversive personality dimensions embodied within the Dark Tetrad (narcissism, Machiavellianism, psychopathy, and sadism) seem to be important in understanding the nuance between dominance and prestige. Nonetheless, few researchers have assessed these relations and it is unclear what behavioural mechanisms may facilitate status-striving orientations among those with "darker" personality traits. In the current study, 516 North American adults (Mean age = 37.90, SD = 12.76; 53.1% women) completed self-report measures for the Dark Tetrad, dominance and prestige status-striving, and the perpetration of indirect aggression. Using path analysis, narcissism, Machiavellianism, and psychopathy, but not sadism, positively predicted dominance status-striving, whereas only narcissism positively predicted prestige. The perpetration of indirect aggression was found to mediate the links between psychopathy and sadism with dominance status-striving. Results reaffirm the importance of considering more malevolent personality characteristics regarding the different ways in which adults strive for, accrue, and maintain status. The strategic use of indirect aggression may be a salient means through which those higher in psychopathy and sadism pursue dominance status-striving.
... If connected with additional attributes, such as intelligence or physical attractiveness, they support attaining leadership positions (Furnham, 2010). Not without reason, some speak of psychopaths and narcissists as successful (Babiak & Hare, 2006;Chatterjee & Hambrick, 2007;Hall & Benning, 2006). They embody several desirable traits, like the ability to assert oneself, leadership, and management skills as well as charm (Ames, 2009;Paunonen, Lönnqvist, Verkasalo, Leikas, & Nissinen, 2006). ...
For years now career success emerged as one of the focal points in managerial psychology research. It still remains a key topic in contemporary literature. Personality has been identified as an essential predictor of work and career success. In examining associations between personality traits and professional outcomes, the Big Five represents the prevalent theoretical basis. This widely recognized framework stands primarily for bright and affirmative personality attributes. In more recent times, the rather negative side of the personality range received increasing scientific attention, not least triggered by severe scandals in the business world. Especially the Dark Triad personality construct consisting of Machiavellianism, psychopathy and narcissism has attracted growing academic consideration. Surprisingly these rather undesirable personality characteristics do not only promote counterproductive outcomes. Consequently, the two topics of bright as well as dark personality traits and career success constitute the scope of the thesis. To split the topic up and to explore it as sophisticated as possible, a comprehensive scientific approach is required. Supported by a multilayered methodological procedure, the interplay of personality and career success was investigated on heterogeneous criteria: (1) multifaceted bandwidth of personality, (2) diversity of career success indicators, (3) varied decision-making levels, and (4) new work environment. In summary, this dissertation answers the following research questions in three interrelated essays: 1. How successful are both light and dark personalities in terms of objective success criteria? 2. Does a GFP-E specific for executives exist and how is it related to the Dark Triad, success and satisfaction measures? 3. Do paradox personalities, in particular narcissism and humility, succeed in new work environments? The first paper represents the basis for gain in knowledge. It takes a broad attempt by addressing both the bright and dark personality traits of the Big Five and the Dark Triad. Accordingly, the influence of these expansive personality attributes and the selected objective career success indicators budget responsibility and personnel decision-making authority were examined. Empirically, a dual approach with a German sample combining an AI-based automated speech analysis tool with self-reported survey data was chosen. The results indicate a positive relationship between psychopathy and personnel decision-making authority, as well as between narcissism and emotional stability to budget responsibility. In the second article, the interest shifts entirely to the top-management. Here, a narrower personality approach was considered. For this purpose, self-reported survey data from German top-managers were collected. The study demonstrates that a superordinate singular factor (General Factor of Personality, GFP) specifically for executives (GFP-E) exists that is characterized by high agreeableness, extraversion, conscientiousness and openness to experience as well as low neuroticism. Furthermore, the relationship of the GFP-E to the Dark Triad and to success and satisfaction indicators were examined. Positive correlations to these criteria as well as to narcissism were evident. In contrast, negative connections to Machiavellianism and psychopathy were apparent, indicating the existence of a Dark Dyad. Finally, the third essay highlights the impact of paradox personalities on career success, namely the combination of narcissism and humility. In order to reflect the current transformation in the business world, new work settings are integrated in this study as well. Methodologically, a dyadic approach relating self-reported and other-reported survey data of US-professionals was selected. Further, to represent career success in its entirety, especially in new work environments, four measures of objective career success as well as a multidimensional subjective career success scale were included. The interaction between narcissism and humility indicated negative effects on leadership position, project responsibility and salary. However, when the working environment is included, the humble narcissist is materially successful in the new world of work. In total these findings contribute to existing knowledge of both bright and dark personality by showing that psychopaths and especially narcissists can be quite successful in their professional life. Emotional stability and conscientiousness proved to be the relevant predictors in a professional setting. Supplementary to the important content-related insights, this thesis further contributes to an increasing body of research incorporating language and personality. It encompasses as one of the first studies that introduces elements of artificial intelligence to the research streams of personality and success by using an automated psycholinguistic analysis technology. This dissertation further contributes to the literature on paradoxes in the workplace by enhancing previous leadership approaches. While positive effects of paradoxical personalities have already been found at the top management level it was demonstrated that this phenomenon couldnt be converted to the general career success perspective. Further, by expending the research focus to new modes of working it could be shown that the working environment in todays organizations proves to be an essential contextual factor impacting an employees career.
In the following chapter, we concentrate our attention to specific banking crisis events to pass from the theory to the practice and identify concrete governance failure cases. Grant Kirkpatrick of OECD (Economic Co-operation and Development) (2009) analyzed, in his corporate governance lessons from the financial crisis, the relationship between weak corporate governance and failures on several banking crises highlighting the strong correlation. He underlined that the 2006–2008 financial meltdown was characterized by severe shortcomings in internal governance, in risk management, and in the role of the board in overseeing risk management. These failures ranged from the following:
Reputation is a central element of social communications, be it with human or artificial intelligence (AI), and as such can be the primary target of malicious communication strategies. There is already a vast amount of literature on trust networks and their dynamics using Bayesian principles and involving Theory of Mind models. An issue for these simulations can be the amount of information that can be stored and managed using discretizing variables and hard thresholds. Here a novel approach to the way information is updated that accounts for knowledge uncertainty and is closer to reality is proposed. Agents use information compression techniques to capture their complex environment and store it in their finite memories. The loss of information that results from this leads to emergent phenomena, such as echo chambers, self‐deception, deception symbiosis, and freezing of group opinions. Various malicious strategies of agents are studied for their impact on group sociology, like sycophancy, egocentricity, pathological lying, and aggressiveness. Our set‐up already provides insights into social interactions and can be used to investigate the effects of various communication strategies and find ways to counteract malicious ones. Eventually this work should help to safeguard the design of non‐abusive AI systems. Sociophysical simulations of a reputation game are presented. The participating agents exchange honest or dishonest statements, which are about third agents or themselves, while trying to be perceived as being honest. Different social phases can be identified, in particular when malicious communication strategies are used.
The personality construct known as 'Successful Psychopathy' has attracted the interests of researchers and clinicians alike. The concept suggests an individual who demonstrates the core traits associated with psychopathy but is able to adapt and function within society to prototypical or superior standards. There has yet to be a sound theoretical model of this construct by which to base a psychometric measure. This protocol presents the ethical procedure that will endeavour to create such a measure and validate it within general population samples.
Monografia neprináša právnu analýzu problematiky sexuálneho zneužívania detí (hoci na viacerých miestach odkazuje na relevantné legislatívne aspekty a ponúka tiež stručný právny predhovor), ale kladie si za cieľ sprístupniť aktuálne vedecké poznatky, bez zohľadnenia ktorých môže byť aj právne uchopenie problematiky náchylnejšie na omyly.
V prvej kapitole autorka približuje skutočnosť, že definície a chápanie sexuálneho zneužívania detí sa v epidemiologických štúdiách, politických a práv¬nych dokumentoch rôznia. Analyzujúc tieto rozdiely a opierajúc sa o poznatky zo sociálnych vied, práva, vývinovej psychológie a etymológie, ponúka konceptuálny model sexuálneho zneužívania detí, v ktorom sú identifikované kľúčové komponenty tohto fenoménu. Úvodná kapitola prináša aj údaje o prevalencii sexuálneho zneužívania detí a o faktoroch, ktoré sa podieľajú na latencii tohto fenoménu. Dotýka sa tiež problematiky výskytu krivých obvinení ako aj obvinení zo sexuálneho zneužívania detí v kontexte poručenských sporov po rozchode alebo rozvode rodičovského páru.
Druhá kapitola sumarizuje kľúčové vedecké poznatky o mužoch, ženách i mladistvých osobách, ktoré sa dopúšťajú sexuálneho zneužívania detí. Zdôrazňuje skutočnosť, že nie všetci páchatelia sexuálneho zneužívania detí sú sexuálne deviantní a teda negatívny nález pri sexuologickom znaleckom vyšetrení nemožno chápať ako dôkaz, že osoba skutok spáchať nemohla. Kapitola prehľadne sumarizuje aj teórie vysvetľujúce sexuálne delikventné správanie a detailne približuje grooming (manipuláciu) ako súčasť konania a uvažovania páchateľov. Pozornosť venuje aj významu a kľúčovým komponentom intervencií voči páchateľom (vrátane terapeutických intervencií, probačného dohľadu a ochranných opatrení).
Tretia kapitola monografie je zameraná na obete sexuálneho zneužívania detí. Okrem ich profilu približuje následky primárnej viktimizácie, fenomén tzv. kontraintuitívnych reakcií na primárnu viktimizáciu, poukazuje na riziko a časté podoby sekundárnej viktimizácie obetí a problematiku vyhodnocovania všeobecnej a špecifickej vierohodnosti obetí.
Štvrtá kapitola sa sústredí na problematiku výsluchu detí – suspektných obetí sexuálneho zneužívania. Sumarizuje aktuálne vedecké poznatky o pamäti a výpovedi obetí sexuálneho zneužívania, objasňuje základné podmienky výsluchu detskej obete, opisuje postup výsluchu detskej obete a načrtáva stratégie na vysporiadanie sa so situáciami, kedy detské obete pri výsluchu neodhaľujú svoje zážitky.
Záverečná, piata kapitola upriamuje pozornosť na ľudský faktor a s ním späté riziká zlyhania v procese zhromažďovania a posudzovania dôkazov v prípadoch podozrení zo sexuálneho zneužívania detí. V tomto ohľade poukazuje na riziko predsudkov a kognitívnych skreslení u profesionálov, na prvky zabezpečujúce efektivitu výcviku profesionálov realizujúcich výsluchy poškodených, a napokon aj na potrebu reflektovania a prevencie sprostredkovanej (sekundárnej) traumatizácie profesionálov.
V prílohe publikácie zároveň čitatelia a čitateľky nájdu prehľadne štruktúrovaný návod na vedenie výsluchu u detí, u ktorých je podozrenie že sa stali obeťami sexuálneho zneužívania detí. Ide o slovenský preklad tzv. NICHD protokolu, ktorý je vo svete považovaný za zlatý štandard vo vedení takéhoto výsluchu.
The aim of the study is to explore whether corporate psychopaths1 are the destructive leaders so many researchers believe, or whether they can have positive impacts on business performance. To achieve the set objectives of the research a mixed-methods approach will be adopted using an online survey and semi structured interviews with owner/managers of small organisations. The research paper has the potential to make a theoretical contribution by expanding our understanding of corporate psychopaths in leadership roles, having a better understanding of these leaders will benefit organisations from an applied perspective.
Resumen El entorno mundial, el acelerado desarrollo del día a día en la toma de decisiones, presiones económicas, mercados paralizados producto de políticas públicas desatinadas y un escenario pandémico, han acarreado efectos de alto impacto negativo en las personalidades de los individuos que se reflejan afuera (Zubirí & Polo). El propósito de esta investigación es Generar una Radiografía Crítica de un entorno corporativo tóxico desde la óptica del Neomanagement, revisando la ética gerencial hasta los efectos del dilema ético que producen liderazgos dañinos que afectan el clima organizacional y proyectos gerenciales. En tal sentido, autores relevantes como Piñuel (2021), Soto (2021), Torres (2021), Cecchinato (2019), Bedoya (2017), fueron revisados, bajo un paradigma positivista-cualitativo, un método hermenéutico, descriptivo y bibliográfico, logrando interpretar y contrastar posturas que permiten generar una interpretación y evidencia de corporaciones tóxicas desde la óptica de la PsicoLingüística como técnica de engagement hacia la organización a la que se pertenece. Para ello, se han obtenido valiosas entrevistas en profundidad de informantes de organizaciones consideradas caóticas en América Latina con preguntas como: ¿Considera usted que la organización en la que se desempeña tiene focos de toxicidad y/o RRHH considerados lideres pathopáticos? ¿En el pasado había tenido otra experiencia con algún líder o colaborador pathopático? ¿Considera que un cambio de lenguaje asertivo puede propiciar una mejora en el estilo de liderazgo? Estas arrojaron diversas apreciaciones y consideraciones finales en torno a que un talento humano sano puede reingeniarse hacia comportamientos sanos, productivos y cohesionados, destruyendo el del talento humano tóxico así sea un líder que solo traerá elementos perjudiciales a la organización. Al explorar el tema de la psicolingüística como una Neurociencia para transformar a la organización, se vincula como una Neurociencia desde Bloom, Squire, Roberts, Landys y Zigmond (1999), disertan que existe una clara vinculación que integra diversas áreas del conocimiento, intentando dar respuestas a los fenómenos relacionados con el sistema nervioso, desde la emotividad al envejecimiento celular, la neurogénesis o el aprendizaje y la memoria (Solomon, 2000). *Posdoctora en Gcia. de las Organizaciones. PhD en Filosofía de la Educación; Doctora en Ciencias Mn. Gerencia. Doctora en Innovaciones Educativas, Master en Gerencia de RRHH, Torres (2018), reflexiona y articula a la PNL como el estudio de la psicología del pensamiento y la psicología de las emociones usando para esto una veintena de instrumentos que permiten la obtención de resultados concretos en el individuo y las organizaciones en pro de transformarlas a través de los tres diferentes estilos de pensamientos: (a) absolutista-dictador que induce al sujeto a: "el que no esté de acuerdo conmigo está equivocado"; (b) caótico-patológico cuya adicción emocional obliga al individuo a: "sentirse mal para sentirse bien"; y (c) ecuánime-asertivo: donde se aporta un nuevo estilo de
The monograph, which also has all the features of a textbook, is the first part of the work devoted to psychological problems presented in the perspective of consequences due to national security. Part One, which the reader has before him, contains seven chapters. Presented psychology as a field of science and its place in security sciences, the analysis of psychological factors determining human behavior in a threatening situation and the well-being of a person in the social and family dimension was performed, and then the problems of perception of threats were discussed, presenting heuristics. Another part of the presented content are mental disorders and personality disorders and their consequences, which in turn has an impact on the functioning of a person in a group - problems of collective behavior and dysfunction of social groups as well as antisocial behavior were discussed. In the detailed plan, the contents of the first chapter include issues related to the consideration of the place of psychology as a field of science. The second chapter is devoted to the psychology of threats and safety as well as the determinants of individual behavior, and the third chapter to people in dangerous situations. Chapter four discusses the problems of human perception, in particular threats, cognitive illusions and heuristics. Chapter five is devoted to mental disorders and their consequences, in order to refer to personality disorders in the light of their implications in chapter six. The first part of the book ends with a chapter devoted to the problems of human functioning in a group. By handing over the first part of the monograph to the reader, I encourage you to read the second one, which deals with the problems of psychosocial and environmental threats, stress problems, as well as the analysis of pathological behaviors and their determinants, the theory of aggression and the psychology of conflict and terrorism.
I hope that this book will meet the expectations of the readers, as well as be pleasant to read and useful for studying psychology. For a reader who is just discovering this extremely interesting field of science, it can be an introduction and help in looking for inspiration to further study psychology.
In this research study, we have explored the effect of psychopathic leadership on employee behavioral silence and how the employee behavioral silence leads to work-family conflict thus, effecting the organizational citizenship behavior. Considering the insights offered by behavioral plasticity theory, we have investigated whether the organization based self-esteem moderates the effect of psychopathic leadership on employee behavioral silence. Data is collected using a structured questionnaire at three different time lags with a gap of one month. The sample consists of 400 employees of government department in Pakistan, mainly Police department. At Time1 387 data received were useable and at Time2 only 350 responses were useable. The final sample obtained at Time3 was 228 to pursue this research study. The results obtained after data analysis using SPSS indicates that the links hypothesized are significant except the moderation hypothesis. The findings of this research suggests that due to psychopathic leadership, employees are inclined towards behavioral silence, thus, leading to work-family conflict and inversely effecting organizational citizenship behavior. In addition, the moderation hypothesis is not proved. We have concluded our research study by sharing several practical and managerial implications and by offering some future interventions and avenues for potential researchers.
BOSCH EDITOR La Criminología Aplicada se ha extendido a numerosos campos relacio-nados con la violencia, apareciendo como un área de especialización con identidad propia. El lector descubrirá en los primeros capítulos una de las especialidades de la Criminología Aplicada, la que se orienta a la investigación criminal, sin ser esta su única meta, y destacándose la intervención en terrorismo y la Perfilación Criminal. Esta última se muestra desde perspectivas más clásicas como la Psicología Investigativa y la Perfilación Geográfica, pero teniendo también en cuenta nuevas formas de perfilado más actuales, como el que se está llevando a cabo en México a día de hoy. Un análisis crítico de la justicia penal se hace necesario para que pue-dan funcionar todos los engranajes que activan la respuesta ante el de-lito. Cuestiones como la percepción del usuario, las opciones que ofrece la justicia alternativa antes delitos graves y, por último, la problemática entorno a la exigibilidad de la denuncia en la violencia de género, son abordadas en este libro. Igualmente, una especial atención merece el examen criminológico del crimen organizado. Las formas de delincuencia y victimización que van unidas a las nuevas tecnologías y a los cambios sociales obligan a llevar a cabo estudios rigurosos que faciliten el desarrollo de teorías y herramientas suficientemente contrastadas. Se hace necesario profundizar, por ejemplo, en el estudio de la violencia como fenómeno, y en el análisis de las variables relacionadas con la psicopatía como constructo. Del mismo modo, emergen formas de victimización ocultas hasta este momento, como la victimización de las personas de edad avanzada. Sin duda, hacerse preguntas en relación con el crimen como fenómeno es la base para avanzar en la investigación. Comprender las razones que facilitan que una persona devenga en víctima o en delincuente es el único modo de prevenir el crimen. Por esta razón, aportaciones como la Teoría del Potencial Antisocial Cognitivo Integrado (ICAP), presentada por el profesor Farrington en el prólogo de esta obra, están en la base de los avances en prevención e intervención en el delito.
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