No full-text available
To read the full-text of this research,
you can request a copy directly from the author.
Snakes in suits when Psychopaths go to Work
... Psychopathy appears to represent a category and a continuum, rather than a single diagnostic entity (Hare, 2003;Juni, 2010;Meloy, 2002). Thus far, several researchers have proposed different types of psychopathy (Babiak & Hare, 2006;Juni, 2010;Karpman, 1941;Lykken, 1995), whereas others suggested that there are different levels of psychopathy, namely low, moderate, and severe one (Meloy, 2001). ...
... Psychopathy and sexual sadism are significant risk factors for violence and crime (Hare, 2006;Knight & Guay, 2006). Indeed, psychopaths are considered to be 'responsible for a disproportionate amount of serious repetitive crime and violence in our society' (Hare, 1992, p.289, as cited in Fine & Kennett, 2004. ...
... The sample of this study is comprised by treatment seeking participants, who are probably different to either classic prison samples (e.g. Hare, 2006;Cooke et al., 2005a) or community samples of psychopaths (Lilienfeld & Widows, 2005;Ullrich et al., 2008). Those psychopathic and sadistic patients who have been transferred to medium security hospitals are arguably less psychopathic and sadistic comparing to offenders who are in high-security prisons and they probably differ in terms of the severity of psychopathy and sadism diagnosis. ...
... The presence of corporate psychopaths in the workplace causes serious damage to both individuals and organizations. Babiak and Hare (2006) estimate that 1% of the population fits the profile of corporate psychopathy, while 10% have similar traits. In their search for professional advancement, these individuals act in a cold and calculating way, disregarding their colleagues and harming not only the organizational climate, but also the company itself, through fraud and disrespect for rules. ...
... The literature review revealed that most studies on corporate psychopaths focus on identifying the characteristics of these individuals and the negative impacts they have on victims and organizations. The most common characteristics include lack of empathy, remorse and guilt, manipulation, self-centeredness, arrogance, impulsivity, irresponsibility, pathological lying, emotional superficiality, and inability to accept responsibility for one's actions (Babiak & Hare, 2006;Clarke, 2011;Sina, 2017). ...
... In addition to psychological and emotional damage, victims may also suffer physical harm, such as health problems, psychosomatic illnesses, and even suicide (Clarke, 2011;Sina, 2017). Organizations are also affected by the presence of the corporate psychopath, which can cause financial losses, decreased productivity, increased absenteeism, turnover, and damage to the company's image (Babiak & Hare, 2006). ...
The study investigates the damage caused by the actions of corporate psychopaths in the workplace. Based on a literature review, the research analyzes the definition of psychopathy and its negative consequences in the organizational context. Corporate psychopaths use manipulative tactics to achieve their goals, harming colleagues and the organization. Victims suffer from various symptoms, including depression, anxiety and loss of confidence. The research highlights the importance of identifying these individuals in order to protect employees and improve the organizational climate.
... The presence of the corporate psychopath draws attention to the damage they bring to people and organizations. Studies by Babiak and Hare (2006) show that 1% of the human population is considered corporate psychopaths and 10% have characteristics that resemble such a profile. These, however, are Professionals than Seek professional ascension, acting with coldness, without empathy and consideration for their co-workers, harming not only them, but also the ...
... For Trindade (2015), framing psychopathy as a condition of the individual's moral character, and not a mental illness, can be the rational and legal solution to hold psychopaths accountable for their own acts and, consequently, totally imputable (culpable) and subject to punishment. Babiak and Hare (2006), authors of the work Snakes in Suits -When psychopaths go to work, state that the majority of workers are honest, loyal, law-abiding citizens who wish to contribute to the formation of a better society. However, others are more individualistic and self-centered, having little regard for justice and equality. ...
... For Babiak and Hare (2006), the number of corporate psychopaths is significant in leadership positions, but they are difficult to detect due to their characteristics mentioned above, which camouflage their true profiles. To be sure, individual psychopaths represent far more than 1 percent of the world's business managers and executives found in other surveys, as opposed to other scholars who estimate that 1 percent of the adult working population is made up of corporate psychopaths. ...
The research on corporate psychopaths is motivated by the scarcity of studies in the area of administration, especially in Brazil, and by the author's experiences in the labor market, where he witnessed unethical behavior. The objective is to investigate the definitions, profile and characteristics of the corporate psychopath in the specialized literature. The methodology adopted was the bibliographic review of books, websites and scientific articles, with descriptive and qualitative analysis of the data. The results revealed that the topic is controversial and has been studied for years in psychiatry and psychology, but little explored in administration. There is a consensus that corporate psychopaths cause disturbances in organizations and negatively influence the organizational climate. The research contributes to the understanding of this profile and its implications in the work environment, filling the knowledge gap in the area of administration.
... Primary psychopaths find it effortless to gain employment using the recruitment process to act like the perfect candidate through lies and manipulation. Hence, employers who do not perform appropriate due diligence checks on new employees can find themselves employing an individual with psychopathic behaviour traits (Babiak & Hare, 2006). ...
... Interest in the field of corporate or primary psychopathy has continued to increase over the past two decades yet much of the research continues to focus heavily on males (Brooks, 2020;Jackson & Richards, 2012;Lilienfeld, 1998). It is believed gender stereotypes possibly influence females not being identified as psychopathic (Babiak & Hare, 2006). Nevertheless, studies which have examined gender differences in psychopathic behaviour have found males display more dominant and aggressive behaviour and while females use passive and nurturing traits to influence and manipulate others (Babiak & Hare, 2006). ...
... It is believed gender stereotypes possibly influence females not being identified as psychopathic (Babiak & Hare, 2006). Nevertheless, studies which have examined gender differences in psychopathic behaviour have found males display more dominant and aggressive behaviour and while females use passive and nurturing traits to influence and manipulate others (Babiak & Hare, 2006). ...
Primary psychopathy is a term used to describe a personality which is characterised
by ruthless charm, a win at all cost mentality, and a neglect for others hidden behind
lies and manipulation. The study of primary psychopaths sometimes known as successful or corporate psychopaths is not new to the psychology or business fields of research. Nevertheless, little is known on how gender influences psychopathic traits in females . For example there is evidence to suggest females are more likely to display relational (covert) aggression than physical (overt) aggression. Hence, this PhD research project examined primary psychopathic traits in females with a focus on the Community Services Sector, a female dominated industry.
This research project applied a mixed methods approach across three phases: 1 –
systematic literature review, 2 – qualitative data collection (semi-structured in-depth
interviews) and 3 – quantitative data collection (online survey). A mixed paradigm
(positivism and interpretivism) provided a holistic approach to understanding female
primary psychopaths in the Community Services Sector. This study collected qualitative and quantitative data from 85 participants about working with a difficult colleague. Primary psychopathy scores were measured based on the participant’s observations. In semi-structured interviews, 13 (female n = 11, male n = 2) Tasmanians participated, and in the online survey, 72 (female n = 56, males n = 16) Australians provided quantitative data. Research questions were supported, finding Community Services Sector employees with primary psychopathic traits (n = 11 (100%) males and n = 47 (64%) females) based on participant perceptions. Additionally, low job satisfaction correlated with higher psychopathic scores and females were more likely to use covert aggression such as gaslighting and relational aggression. Males also rated female colleagues less harshly than their same gender colleagues.
Future research would benefit from having data from different industries with different gender mixes to better identify how the behaviour of primary psychopaths in the Community Services Sector may be similar or different. The nature of the helping profession and the types of people and motivations for helping others could also be explored. This would allow for further exploration of the issue of heroism as a form of power and control. Finally, future research which also focuses on the covert tactics of females could provide deeper insight into the issue and how to better mitigate the risks.
... A revisão da literatura revelou que a maioria dos estudos sobre psicopatas corporativos concentra-se em identificar as características desses indivíduos e os impactos negativos que causam nas vítimas e nas organizações. As características mais comuns incluem falta de empatia, remorso e culpa, manipulação, egocentrismo, arrogância, impulsividade, irresponsabilidade, mentira patológica, superficialidade emocional e incapacidade de aceitar responsabilidades por seus atos (Babiak & Hare, 2006;Clarke, 2011;Sina, 2017). ...
... Além dos danos psicológicos e emocionais, as vítimas também podem sofrer danos físicos, como problemas de saúde, doenças psicossomáticas e até mesmo suicídio (Clarke, 2011;Sina, 2017). As organizações também são afetadas pela presença do psicopata corporativo, que pode causar prejuízos financeiros, queda na produtividade, aumento do absenteísmo, turnover e danos à imagem da empresa (Babiak & Hare, 2006). ...
... A literatura também aponta para a dificuldade de identificar o psicopata corporativo, que se esconde atrás de uma máscara de normalidade e utiliza suas habilidades sociais para manipular e enganar os outros (Babiak & Hare, 2006;Clarke, 2011;Sina, 2017). Além disso, a falta de conhecimento sobre o tema e a negligência por parte das organizações contribuem para a perpetuação do problema. ...
The scarcity of research on corporate psychopaths, especially in Brazil, and the negative impacts of their actions on victims and organizations motivated this study. The main objective was to analyze the harm caused to victims by the actions of corporate psychopaths based on the existing literature. Using a descriptive and qualitative approach, the research reviewed books, websites and scientific articles, seeking to understand the consequences of the actions of these individuals. The results revealed that victims suffer various psychological and emotional harms, such as depression, anxiety, stress, anger, fear, sleep disorders and nightmares. The manipulation, egocentrism and lack of remorse of corporate psychopaths cause deep suffering to victims, affecting their mental health and well-being. The study concludes that identifying, preventing and combating corporate psychopaths are urgent challenges for people management and mental health in the workplace, and highlights the need for future research to deepen knowledge on the subject and develop effective solutions to protect victims and organizations.
... Psicopatas corporativos são descritos como jogadores astutos no mundo empresarial, exímios em manipular e utilizar estratégias e táticas em um processo trifásico (Babiak;Hare, 2006 Seu objetivo inicial é conquistar a confiança dos outros por meio de falsas gratificações, como elogios exagerados aos potenciais vítimas, e diversas técnicas de gerenciamento de imagem pessoal. A mentira é uma das ferramentas mais eficazes utilizadas pelo psicopata corporativo para ganhar a confiança de seus colegas de trabalho. ...
... Psicopatas corporativos são descritos como jogadores astutos no mundo empresarial, exímios em manipular e utilizar estratégias e táticas em um processo trifásico (Babiak;Hare, 2006 Seu objetivo inicial é conquistar a confiança dos outros por meio de falsas gratificações, como elogios exagerados aos potenciais vítimas, e diversas técnicas de gerenciamento de imagem pessoal. A mentira é uma das ferramentas mais eficazes utilizadas pelo psicopata corporativo para ganhar a confiança de seus colegas de trabalho. ...
... A capacidade quase patológica de mentir contribui significativamente para o sucesso do psicopata em obter a confiança de suas vítimas (Babiak;Hare, 2006). O psicopata corporativo utiliza a propagação de falsas informações como estratégia para ser visto positivamente pelas lideranças, ao mesmo tempo em que seus colegas são prejudicados por essas fofocas e boatos (Silva, 2008). ...
The scarcity of research on corporate psychopaths in Brazil sparked the interest of this study. The main objective was to analyze and explain the modus operandi adopted by psychopaths in companies, based on specialized literature. To this end, the research, of an exploratory nature, used a literature review as a methodology, consulting books, scientific articles and websites. The results revealed that most authors agree on the characteristics of the corporate psychopath, such as the search for power and control, the manipulation of colleagues and the exploitation of dysfunctional organizational cultures. However, there are divergences regarding the definition, nomenclature, origin and classification of psychopathy. The study concludes that corporate psychopathy is a real problem and that more research is needed to understand and combat it. Identifying and addressing this profile is crucial to protect victims and organizations from the negative impacts of corporate psychopathy.
... A revisão da literatura revelou que a maioria dos estudos sobre psicopatas corporativos concentra-se em identificar as características desses indivíduos e os impactos negativos que causam nas vítimas e nas organizações. As características mais comuns incluem falta de empatia, remorso e culpa, manipulação, egocentrismo, arrogância, impulsividade, irresponsabilidade, mentira patológica, superficialidade emocional e incapacidade de aceitar responsabilidades por seus atos (Babiak & Hare, 2006;Clarke, 2011;Sina, 2017). ...
... As organizações também são afetadas pela presença do psicopata corporativo, que pode causar prejuízos financeiros, queda na produtividade, aumento do absenteísmo, turnover e danos à imagem da empresa (Babiak & Hare, 2006). ...
... A literatura também aponta para a dificuldade de identificar o psicopata corporativo, que se esconde atrás de uma máscara de normalidade e utiliza suas habilidades sociais para manipular e enganar os outros (Babiak & Hare, 2006;Clarke, 2011;Sina, 2017). Além disso, a falta de conhecimento sobre o tema e a negligência por parte das organizações contribuem para a perpetuação do problema. ...
O estudo investiga os danos causados pelas ações de psicopatas corporativos em ambientes de trabalho. Baseado em uma revisão bibliográfica, a pesquisa analisa a definição de psicopatia e suas consequências negativas no contexto organizacional. Psicopatas corporativos utilizam táticas de manipulação para alcançar seus objetivos, prejudicando colegas e a organização. As vítimas sofrem de diversos sintomas, incluindo depressão, ansiedade e perda de confiança. A pesquisa destaca a importância de identificar esses indivíduos para proteger os colaboradores e melhorar o clima organizacional.
... In the same way (Clarke, 2005) found that psychopathic employees end to do well in managerial decision making due to their strong sense of humor and intellectual skills. Scholars characterized psychopaths differently, for example (Babiak, 1995) defined psychopaths as inter alia (industrial psychopaths), (Morse, 2004) successful psychopaths, (Boddy, 2006) defined executive psychopaths, corporate psychopaths (Babiak & Hare, 2006), (Denison, 1996)as organizational psychopaths, while organizational psychopaths are "Con artists" or "Crook" within an organization. As a result of their self-centered motives organizational psychopaths exploit others and encourage dishonesty. ...
... The current study has limitations and provides lines of inquiry for future research. Psychopaths have an adverse financial and emotional influence on the community (Babiak & Hare, 2006). Therefore, understanding the behavior in a workplace and other social settings is important. ...
The accounting research have moved towards the study of the "dark" personality disorder—Dark Triad, and its effect on dishonest and unethical behavior in the workplace environment. Fraudsters with dark personality characteristics such as psychopathic personalities are even greater trouble. Some fraudsters are psychopaths but not all. Psychopaths spend a great deal of time and effort constructing and maintaining a persona that helps them get ahead at work, that's why to be known as the dark horse. Many of the people who are psychopath are short time offenders who are just "doing their work," can hold impressions easily, and their victims are few. The study aims to examine the extent of information security psychopathy and its relationship to some beliefs regarding the unethical professional practice by using a sample of accounting professionals specifically "banking personnel". A formal adopted questionnaire is used to collect primary data for the analysis. A total of 357 participants volunteered to respond to the study. The results of the study validate the position that psychopathy at the workplace is the key precursor of banking fraud scandals. Empirical findings also come with the influence of psychopathy on the unethical behavior in the study area. Finally, the study concludes that the psychopathic personalities have a role to play in unethical behavior in professional practices in the context of the banking sector. While when psychopath goes to work place there is unethical practices therefore, information security does not have a role between psychopathy and unethical performance.
... Diversos estudos têm demonstrado a presença significativa de traços psicopáticos em líderes políticos e empresariais [1][2][3][4][5]. Essas pessoas são hábeis manipuladoras, possuem pouca empatia e tendem a priorizar seus interesses pessoais em detrimento do bem-estar coletivo [6][7][8][9][10]. ...
... Para isso, enfatiza-se a importância de critérios que considerem a bondade, solidariedade e práticas de administração solidária, com a exigência de um testemunho positivo de pelo menos 1000 pessoas relacionadas ao candidato, incluindo colegas de trabalho, familiares e membros da comunidade. Desde os tempos antigos a integridade moral, a capacidade e o compromisso com e desejo de servir são fundamentais para uma liderança Fundamentação Teórica Diversos estudos têm demonstrado a presença significativa de traços psicopáticos em líderes políticos e empresariais [1][2][3][4][5]. Essas pessoas são hábeis manipuladoras, possuem pouca empatia e tendem a priorizar seus interesses pessoais em detrimento do bem-estar coletivo [6][7][8][9][10]. ...
Introdução O presente trabalho tem como objetivo apresentar um projeto de lei que estabeleça requisitos mínimos para a concorrência a cargos de alto escalão no Brasil e em outros países. Essa proposta visa impedir a ascensão de indivíduos com comportamentos inadequados, como psicopatas, e favorecer a participação de pessoas com perfil de liderança saudável, pautado em valores éticos e de bem-comum. Para isso, enfatiza-se a importância de critérios que considerem a bondade, solidariedade e práticas de administração solidária, com a exigência de um testemunho positivo de pelo menos 1000 pessoas relacionadas ao candidato, incluindo colegas de trabalho, familiares e membros da comunidade. Desde os tempos antigos a integridade moral, a capacidade e o compromisso com e desejo de servir são fundamentais para uma liderança Fundamentação Teórica Diversos estudos têm demonstrado a presença significativa de traços psicopáticos em líderes políticos e empresariais [1-5]. Essas pessoas são hábeis manipuladoras, possuem pouca empatia e tendem a priorizar seus interesses pessoais em detrimento do bem-estar coletivo [6-10]. O atual sistema eleitoral, em muitos países, acaba por beneficiar esse tipo de perfil, uma vez que a capacidade de agradar as massas é muitas vezes mais valorizada do que a integridade e a competência técnica [11-15]. A Necessidade de Requisitos Éticos e Comportamentais A implementação de critérios mais rigorosos para a ocupação de cargos de alto escalão é essencial para garantir que indivíduos com características positivas de liderança tenham maiores oportunidades de atuação. A pesquisa de Boddy (2011) revela que líderes com traços de psicopatia podem causar danos significativos às organizações e sociedades. Portanto, é imperativo que o sistema eleitoral priorize a empatia, a generosidade e a capacidade de cooperação [16-20].
... The concept of corporate psychopaths was extensively developed by Boddy (2005); this research examined how individuals with psychopathic traits infiltrate managerial roles, manipulating corporate structures to achieve power and influence, often at the expense of employees' well-being and organisational performance. Babiak et al. (2007) further expanded the understanding of this phenomenon when they coined the term "corporate psychopaths". Further research conducted by Boddy (2017) indicates that people with psychopathic characteristics frequently attain executive and senior roles in business. ...
... Through the lens of social exchange theory, individuals participate in social interactions with the anticipation of gaining advantages and reducing disadvantages (Ermer & Kiehl, 2010). Within a professional environment, a leader who displays psychopathic features may employ manipulative tactics to attain personal benefits, exploiting others for their advantage (Babiak et al., 2007). In reaction to leader psychopathy, the followers or subordinates may adopt expedient conduct to deal with the situation. ...
The research conducted is grounded is grounded on the principles of social exchange (SET), social cognitive theory (SCT), and conservation of resources theories (COR). These theories enabled us to com- prehend the indirect correlation between leader psychopathy and employee expediency. To validate our research, we surveyed three waves, collecting information from 282 hotel employees in Indonesia. The PLS-SEM technique was used to test the hypo- theses. The results demonstrated evidence that leader psycho- pathy had a positive direct and indirect effect on employee ex- pediency through organisational cynicism and moral disengage- ment. We make novel theoretical, empirical, and practical con- tributions by explaining why leader psychopathy affects em- ployee expediency. This study is one of the first to integrate leader psychopathy, organisational cynicism, moral disengage- ment, and employee expediency into a single theoretical model.
... Although Madoff's primary charge was running a Ponzi scheme, he used what is known as "affinity fraud" to perpetuate his fraudulent trades (e.g., Babiak & Hare, 2006;Perry & Brody, 2011). Affinity fraud occurs when an individual integrates her/himself into a community for the purposes of eliciting trust, and then proceeds to defraud that community. ...
... It should be noted that all deception requires some level of skill. Individuals who are convincing "talkers" often rise in corporate ranks with little substance (Babiak & Hare, 2006). Skill is likely to be even more necessary for deceptions that are long-term or planned. ...
... Empirical evidence, such as the study by Bandura and Locke (2003), illustrates how accumulated job experience shapes individuals' self-efficacy beliefs, thereby impacting subsequent job performance outcomes (Bandura & Locke, 2003). Moreover, research by Babiak and Hare (2006) delves into the relationship between psychopathic traits and success within organizational settings, highlighting that specific characteristics associated with psychopathy can facilitate short-term career advancements (Babiak & Hare, 2006). By integrating these theoretical perspectives and empirical findings, this study aims to elucidate how psychopathy and job experience jointly influence selfefficacy perceptions and, consequently, enhance overall job performance effectiveness. ...
... Empirical evidence, such as the study by Bandura and Locke (2003), illustrates how accumulated job experience shapes individuals' self-efficacy beliefs, thereby impacting subsequent job performance outcomes (Bandura & Locke, 2003). Moreover, research by Babiak and Hare (2006) delves into the relationship between psychopathic traits and success within organizational settings, highlighting that specific characteristics associated with psychopathy can facilitate short-term career advancements (Babiak & Hare, 2006). By integrating these theoretical perspectives and empirical findings, this study aims to elucidate how psychopathy and job experience jointly influence selfefficacy perceptions and, consequently, enhance overall job performance effectiveness. ...
Using the tenets of social cognitive theory, this study diverges significantly from the conventional research paradigm by shedding light on the pivotal role of job experience and self-efficacy in predicting psychopath's job performance. In the scholarly discourse where positive associations between psychopathy and performance metrics have received minimal attention, this study introduces a validated model proposing a constructive influence of psychopathy on job performance. While acknowledging job experience as a moderator, this study accentuates the pivotal role of self-efficacy as a mediator, challenging the traditionally hostile psychopathy- job performance relationship. We employ an experimental research design on the MBA executive class of 68 students of GC University Faisalabad. The results reveal the causal solid effect of psychopathic personality on self-efficacy in manipulated job experience conditions and a slight impact on no job experience control conditions. Meanwhile, at low values of psychopathy, the effect is diminished in both job experience conditions. Notably, job experience emerges as an indispensable agent, significantly shaping the impact of psychopathy on self-efficacy and subsequent employee performance.
... Psicopatas corporativos são descritos como jogadores astutos no mundo empresarial, exímios em manipular e utilizar estratégias e táticas em um processo trifásico (Babiak;Hare, 2006 Você precisa ser inovador, com algo especial a oferecer. Sem dúvida, você vai precisar ter liderança e habilidade de influenciar e ser capaz de deslumbrar um grupo de seleção cético. ...
... Psicopatas corporativos são descritos como jogadores astutos no mundo empresarial, exímios em manipular e utilizar estratégias e táticas em um processo trifásico (Babiak;Hare, 2006 Você precisa ser inovador, com algo especial a oferecer. Sem dúvida, você vai precisar ter liderança e habilidade de influenciar e ser capaz de deslumbrar um grupo de seleção cético. ...
A escassez de pesquisas sobre psicopatas corporativos no Brasil despertou o interesse do presente estudo. O objetivo principal foi analisar e explicar o modus operandi adotado por psicopatas em empresas, com base na literatura especializada. Para isso, a pesquisa, de caráter exploratório, utilizou a revisão bibliográfica como metodologia, consultando livros, artigos científicos e sites. Os resultados revelaram que a maioria dos autores concorda sobre as características do psicopata corporativo, como a busca por poder e controle, a manipulação de colegas e a exploração de culturas organizacionais disfuncionais. No entanto, há divergências sobre a definição, nomenclatura, origem e classificação da psicopatia. O estudo conclui que a psicopatia corporativa é um problema real e que mais pesquisas são necessárias para compreendê-lo e combatê-lo. A identificação e o enfrentamento desse perfil são cruciais para proteger as vítimas e as organizações dos impactos negativos da psicopatia corporativa.
... Cleckley's descriptions of psychopaths (Cleckley [1941(Cleckley [ ] 1976. Robert Hare's Psychopathy Checklist: Shortened Version (PCL:SV) (Babiak & Hare 2006:23-28) will then be applied to the narrative character of Cain. The initial broader preliminary outline is necessary because concerns were raised that the PCL is a broad classification that does not take into consideration aspects such as class and ethnicity and also does not predict violence well (Fallon 2014:16). ...
... Psychopathy cannot develop from environmental factors alone (Babiak & Hare 2006): ...
The depiction of Cain and his descendants in the Genesis 4 narrative aligns with the key characteristics of psychopathy and its hereditary nature. The purpose of this study is to examine whether this narrative reflects our current understanding of psychopathy. Cleckley’s description of the best-known traits of psychopathy includes a lack of conscience, empathy and social controls, which ultimately lead to deviant antisocial and criminal behaviour. These traits can be seen in Cain’s murder of Abel, as well as in his reaction when confronted. They may have also been present in his descendants, such as Lamech and those involved in the implied prostitution of Naäma. In this study, the narrative characters are assessed using Robert Hare’s Psychopathy Checklist: Shortened Version, which is examined within the context of Cleckley’s observations and the Diagnostic and Statistical Manual, 5th Edition (DSM-V). The mark of Cain and the Kenites, as well as their nomadic existence at the fringe of the desert, are also explained, as well as how society safeguarded itself by setting strong boundaries. Intradisciplinary and/or interdisciplinary implications: The PSL-SV is proven to be an effective diagnostic model when applied to narrative characters in a literary text. Its effectiveness becomes apparent when considering the broader context of the DSM-V and Cleckley’s description. Sufficient information about the text and relevant reference works is necessary to utilise this model successfully. This diagnostic approach can be useful for any discipline interpreting narrative texts, for example literary analysis of characters in novels, historical studies of texts about characters in history, and criminal investigation and law, when interpreting narrative accounts of witness statements.
... Research has consistently demonstrated that these types of leadership behaviours are related to Narcissism and Machiavellianism, personality traits which overlap with psychopathy (Board & Fritzon, 2005, Paulhus & Williams, 2002, Hogan, Raskin & Fazzini, 1990. Out of a sample of 200 high profile executives 3.5 percent were found to fit the diagnosis of psychopathy, 9 www.publishyourdissertation.com exhibiting high levels of superficial charm, grandiosity, impulsivity, deceitfulness, irresponsibility, a lack of goals, empathy and remorse (Babiak & Hare, 2006). Furthermore, Babiak, Neumann, & Hare, (2010) investigated psychopathy and performance in 203 managers in the United States and found high scores were related to third party perceptions of said manager which including good communication skills, being a strategic thinker and being creative, as well as poor management style, avoidance of teamwork, and overall low performance. ...
... This may explain how others see them as Transformational leaders. This supports Babiak & Hare (2006) conclusion that psychopaths may create a crafted persona which allows them to rise through the ranks to the position they do and maintain that position, although demonstrating poor effectiveness. ...
Psychopathy has been a well-researched and the Psychopathy Personality Traits Scale (PPTS) widely used within forensic populations. Research into effective leadership has also been well established. However, corporate psychopathy within the organisational context in relation to leadership is a new emerging area. Psychopathy assessment measures have been questioned regarding the incorporation of behavioural factors and cut off scores, with some research debating that psychopathy is on continuum and deviant behaviour is a consequence rather than a part of psychopathy. This study aims to replicate newly emerging research that investigates psychopathy in relation to the Full Range Leadership Model which assess Transformational, Transactional and Laissez-Faire leadership. However, a new scale, uncontaminated by behavioural factors, the Psychopathy Personality Traits Scale (PPTS), was used to establish if the same result would be found, while furthering the investigation in relation to its predictability in relation to leadership. A cross-sectional design was employed, with survey data from N=187 students from the University of Huddersfield. PPTS total scores predict participants' MLQ ratings. Additionally, PPTS scores negatively correlate with Transformational leadership perceptions and positively correlate with Laissez-Faire leadership perceptions. Theoretical and practical implications are discussed. 1 Publication based upon dissertation research conducted and submitted in partial fulfilment for the Bachelor of Science Degree (BSc) in Psychology with Criminology at the University of Huddersfield (2017).
... Several studies found that leaders in white-collar crimes often have psychopathic personality profiles (Bucy et al. 2008;Lingnau, Fuchs, and Dehne-Niemann 2017), which, in both criminal and non-criminal contexts, include characteristics such as visionary, motivated, influential, persuasive, energetic, able to control emotions, and self-confident (see Babiak 1996). Psychopathy and narcissistic personality traits were found to be related to various forms of white-collar crime (e.g., fraud, insider trading, antitrust violations, etc., Bucy et al. 2008;Lingnau, Fuchs, and Dehne-Niemann 2017), while behaviors such as control-seeking, over-ambition, admiration-seeking, manipulation, and exploitation were often observed in leaders in white-collar crimes (Babiak and Hare 2007;Benson and Simpson 2014;Bucy et al. 2008;Kolthoff 2016;Lingnau, Fuchs, and Dehne-Niemann 2017). ...
... Criminal leaders, like non-criminal leaders, are characterized by extraversion, controlled impulsivity, a sense of adventure, megalomania, charisma, dominance, narcissistic, paranoid, and egocentric personality disorders (Arnulf and Gottschalk 2013;Bovenkerk 2000;Gupka, Horgan, and Schmid 2010;Miller 2006;Singer 1995;Strentz 1988;Young 2004). The over-representation of psychopathic profiles among criminal leaders, particularly in white-collar crime contexts, was also observed, with such individuals seeking control, admiration, and recognition from others (Babiak and Hare 2007;Benson and Simpson 2014;Bucy et al. 2008;Kolthoff 2016;Lingnau, Fuchs, and Dehne-Niemann 2017). As in the non-criminal context, these characteristics increase the ability of individuals to attract, control, and manage followers more effectively in order to achieve the goals of the criminal organization (Gupka, Horgan, and Schmid 2010;Singer 1995;Young 2004). ...
The objective of this article is to conduct a scoping review of existing literature on the subject of leadership within the criminal domain. Drawing from theoretical models used to explain leadership in social organizations, this study analyzed 71 articles presenting findings or reflections contributing to a better understanding of leaders and leadership within criminal organizations. The results yielded three overarching themes and eight sub-themes for analysis. The first theme focuses on individual factors associated with leaders and leadership in criminal contexts, and it has been subdivided into three sub-themes: Behavioral factors of criminal leadership, psychosocial factors of criminal leadership, and Gender and leadership in crime. The second theme concentrates on managerial approaches within criminal organizations and is further divided into four sub-themes: Hierarchy, Leadership and criminal organization, selection of leaders in criminal organizations, distribution of leadership in criminal organizations, and the role of leaders in criminal organizations. Finally, the last identified theme examines the phenomenon of leadership decapitation, which is elaborated upon in two sub-themes: the leadership decapitation effect and leader protection and prevention of the decapitation effect. The results are discussed in the context of existing general knowledge on leadership and serve to develop theoretical implications for future studies. ARTICLE HISTORY
... In psychological studies, Machiavellianism, narcissism, and psychopathy are considered the darkest personality traits, with organizations facing problems when people with such 'dark' traits attain senior positions (Paulhus and Jones 2015). These propensities often result in unethical decisions-potentially including the assessment of risk from an entirely self-serving point of view (Babiak et al. 2007). In the present study, we focus on the moderating impact of narcissism in financial risk disclosures as narcissistic individuals typically accumulate power and dominate decisionmaking in all aspects of corporate activity (Boddy 2006;Hauser et al. 2021). ...
This study examines the role of gender diversity and CEO narcissism on financial risk disclosure using data from Pakistani-listed firms from 2013 to 2022. Poisson regression analysis reveals that gender diversity positively influences financial risk disclosure, supporting both resource-and agency-based reasoning. CEO narcissism moderates the relationship; however, it suggests that the agency-based viewpoint has greater empirical validity. Given the apparent importance of diversity in signaling robust attitudes to risk even in the face of CEO narcissism, the study supports regulatory reform to encourage and consolidate female participation on the board.
... In psychological studies, Machiavellianism, narcissism, and psychopathy are considered the darkest personality traits, with organizations facing problems when people with such 'dark' traits attain senior positions (Paulhus and Jones 2015). These propensities often result in unethical decisions-potentially including the assessment of risk from an entirely self-serving point of view (Babiak et al. 2007). In the present study, we focus on the moderating impact of narcissism in financial risk disclosures as narcissistic individuals typically accumulate power and dominate decisionmaking in all aspects of corporate activity (Boddy 2006;Hauser et al. 2021). ...
This study examines the role of gender diversity and CEO narcissism on financial risk disclosure using data from Pakistani‐listed firms from 2013 to 2022. Poisson regression analysis reveals that gender diversity positively influences financial risk disclosure, supporting both resource‐ and agency‐based reasoning. CEO narcissism moderates the relationship; however, it suggests that the agency‐based viewpoint has greater empirical validity. Given the apparent importance of diversity in signaling robust attitudes to risk even in the face of CEO narcissism, the study supports regulatory reform to encourage and consolidate female participation on the board.
... Dies führt in der Regel dazu, dass die Person daraufhin das Unternehmen verlässt oder in der Hierarchie zurückgestuft wird (Lombardo & McCauley, 1988, zitiert nach Gentry, Mondore & Cox, 2006. Problematisch erscheint in diesem Zusammenhang auch, dass subklinische Züge wie Narzissmus, Machiavellismus und Psychopathie bei Führungskräften in oberen Hierarchieebenen überproportional häufig vertreten sind (Babiak & Hare, 2006). Paulhus und Williams (2002) sprechen hierbei von der dunklen Triade der Persönlichkeit. ...
Wenngleich die professionelle Persönlichkeitsdiagnostik im Rahmen von Personalauswahlverfahren einen psychologisch validen und ökonomisch effizienten Weg zur Entscheidungsfindung darstellt, wird häufig bei der Besetzung von Führungspositionen auf ebendiese verzichtet. Zumeist wird dies dadurch begründet, dass man (potenziellen) Führungskräften ein solches Verfahren nicht „zumuten“ möchte und dass Persönlichkeitstests der Akzeptanz des Auswahlprozesses aus Sicht der Teilnehmenden schaden könnten. In diesem Beitrag stellen wir mit dem Kölner Persönlichkeitsinventar (ki.8) einen berufsbezogenen Persönlichkeitsfragebogen vor, der eine große Bandbreite führungsrelevanter Traits (Big Five plus dunkle Triade) erfasst und mit einem besonderen Augenmerk auf das Gütekriterium der sozialen Validität konstruiert wurde. Weiter legen wir die Ergebnisse zweier Feldstudien mit Führungskräften und Mitarbeiter/-innen deutscher Unternehmen vor (N = 487), die die Akzeptanz des Messinstruments
unterstreichen.
... The Australian court system is founded on the contention that sufficiently informed laypeople can delineate truth from lies (McMahon, 2003). However, jurors are sensitive to first impressions (Porter et al., 2009;Porter, ten Brinke and Gustaw 2010) and research findings have indicated that first impressions are formed within approximately 100 milliseconds and that once formed, they often become solidified, with contradictory information filtered out (Babiak and Hare, 2006;Bar et al. 2006;Porter et al., 2009;Willis and Todorov, 2006). Moreover, judgments pertaining to aspects such as trustworthiness, credibility and guilt have been influenced by superficial details such as facial appearance, personality, humour, social poise and material goods (e.g., trendy clothing and expensive accessories) (Bar et al., 2006;Bull and Rumsey, 1988;Bull and Vine, 2003;Porter et al., 2009;Todorov, 2008;Todorov et al., 2008). ...
Research addressing beliefs about deception has been mostly conducted with North American and European participants. However, deception belief consequences are not continent-bound. In legal proceedings, when jurors are responsible for assessing witness credibility, beliefs about deception can distort the outcome of jury trials, which are integral to Australia's criminal justice system. Research on beliefs about deception in Australia are scarce. Therefore, this article aims to address this gap by replicating the second study of The Global Deception Research Team with Australian participants. Five hundred and twenty-eight Australian participants responded to the 10-question questionnaire from the second study, with 84.7% stating they could usually tell when someone is lying to them. However, 75.6% also acknowledged that it is more difficult to tell when someone from a different cultural background is lying. Most Australian participants relied on three nonverbal cues to detect lying: increased posture shifting, increased self-touching and scratching and decreased eye contact. We discuss the implications of the results for research on lie detection in Australia and for research on deception outside North America and Europe.
... An imbalanced ego facilitates rationalization, allowing individuals to justify unethical behavior. Several studies have highlighted the link between ego dysfunctions and fraudulent behavior, demonstrating that narcissistic, psychopathic, and Machiavellian traits are associated with increased engagement in white-collar crime (Blickle et al., 2006;Boddy et al., 2010;Babiak & Hare, 2006). Research further suggests that individuals with an inflated ego tend to manipulate financial reporting, exploit corporate structures, and take advantage of weak governance systems to satisfy their own sense of superiority and entitlement (Amernic & Craig, 2010;Murphy & Dacin, 2011). ...
The fraud triangle has long served as a fundamental model for understanding corporate fraud, emphasizing opportunity, pressure, and rationalization. Over time, this framework evolved with the fraud diamond, which introduced capability; the fraud pentagon, which added arrogance; and the fraud hexagon, which incorporated collusion and reshaped arrogance. Building on these developments, this study proposes a seventh dimension: the pleasure and thrill of risk-taking. This psychological factor highlights the gratification that some individuals derive from engaging in fraud as a high-stakes game. Through a qualitative analysis of five major corporate fraud cases—Société Générale, Enron, Wirecard, Parmalat, and Theranos—this study highlights the presence of this additional motivational factor. By introducing the fraud polygon, this research provides a more comprehensive framework for understanding corporate fraud’s multifaceted nature. This model has significant implications for both academic research and practical fraud prevention, offering insights into the interplay between systemic vulnerabilities and intrinsic motivations.
... Sub-clinical psychopathic leaders are toxic, abusive, destructive personalities; their ruthless behavior victimizes employees, endangering health and well-being (Harvey et al., 2007;Lipman-Blumen, 2005;Padilla et al., 2007;Paulhus & Williams, 2002). Unfortunately, these toxic managers may be clever enough to conceal these qualities from their bosses (Babiak et al., 2006;Ö zer et al., 2017). ...
... Specifically, this term describes people who have managed to make their personality work for them in a way that increases certain outcomes such as reproductive fitness (e.g., Ene et al., 2022) or financial standing (Boccio & Beaver, 2015). Finally, there is the concept of "corporate psychopathy," which is a term used to describe those who are prone to workplace incivility and white-collar type crimes but would not have the same criminal records as others (Babiak & Hare, 2006). ...
Psychopathy has traditionally been defined through the presence of antisocial traits but could be defined through the deficit of prosocial traits. In a deficit model, honesty is the inverse of interpersonal manipulation, empathy is the inverse of callous affect, and conscientiousness is the inverse of erratic lifestyle. However, there is no theoretical inverse of antisocial behavior (ASB). We propose that this inverse is rule governance (RG). After defining the psychopathy deficit model, we introduce RG as the inverse of ASB. Because psychopathic individuals ignore socially defined prescriptive rules (social norms) and focus on short-term (impulsive) gains, variations in RG are theoretically responsible for the observed integration of ASB within psychopathy. Thus, a lack of RG theoretically drives ASB. From a practical standpoint, the measurement of deficits in RG should be able to capture nuanced characteristics of psychopathy, especially subclinical psychopathy, that traditional models may lack.
... Though these individuals can be superficially charming, it is more likely that a tendency to engage in self-serving, impulsive, and reckless behaviors will surface. We argue that behaviors associated with psychopathy, e.g., impulsive outbursts, offensive actions in social interactions, and abusive treatment of peers and employees (Babiak & Hare, 2006;Jonason et al., 2012), will creating division and tension between NVT members. Akin to Machiavellianism, these actions are inconsistent with the basic principles of social exchange, thus likely to deflate team functioning and trigger poor intrateam social interactions. ...
Though scholars have explored how the personality composition of a new venture team relates to critical firm-level outcomes, research has not yet accounted for the impact of the lead founder, whose personality likely exerts a unique influence on team processes due to their elevated role. This is particularly critical in light of recent research highlighting the prevalence of the Dark Triad in entrepreneurship. We draw on social exchange theory to theorize and test how lead founder Dark Triad personality traits influence three intra-team processes: autonomy, innovation, and relationship conflict. In a time-lagged field study of nascent founders and their new venture teams (N = 102 intact teams), we found that lead founders who score high on Machiavellianism, narcissism, and psychopathy differentially effect these socially motivated team processes. By focusing on the influence that a single individual – the lead founder – can have within a new venture team, our findings offer balance to the literature, which predominantly focuses on team composition.
... As conclusões desta revisão corroboram as pesquisas anteriores que indicam uma prevalência significativa de psicopatia em cargos de liderança nas empresas (Horta, 2001;Babiak & Hare, 2006 O assédio moral no ambiente de trabalho é uma grave violação dos direitos humanos que exige ações firmes e proativas para sua erradicação. Ao criar um ambiente de trabalho seguro, ético e respeitoso, as empresas podem garantir o bem-estar de seus colaboradores, promover a produtividade e fortalecer sua imagem no mercado. ...
Objetivo: O objetivo deste estudo é investigar o impacto da psicopatia corporativa no clima organizacional, a partir da perspectiva psicanalítica, buscando identificar as dinâmicas relacionais e os mecanismos de defesa utilizados por esses indivíduos. Referencial Teórico: O referencial teórico baseia-se em conceitos psicanalíticos sobre a personalidade, como o modelo estrutural de Freud e os mecanismos de defesa, além de teorias sobre liderança e comportamento organizacional. Essas teorias permitem compreender as raízes da psicopatia e suas manifestações no ambiente de trabalho. Método: Para coletar os dados necessários, foram utilizadas as técnicas de pesquisa documental e bibliográfica. Essa combinação permitiu uma análise detalhada de documentos e textos relevantes, proporcionando uma base sólida para a compreensão do fenômeno estudado. Resultados e Discussão: A presença de líderes com traços psicopáticos tem um impacto devastador no clima organizacional, afetando tanto os funcionários quanto a performance da empresa. Implicações da Pesquisa: As implicações desta pesquisa podem auxiliar na elaboração de programas de treinamento para gestores, visando à identificação e o manejo de comportamentos psicopáticos. Além disso, os resultados podem contribuir para o desenvolvimento de ferramentas de avaliação de clima organizacional que detectem sinais de disfunções relacionais. Originalidade/Valor: Este estudo contribui para a literatura ao aprofundar a compreensão das dinâmicas psicológicas envolvidas na psicopatia corporativa, especialmente no contexto brasileiro. Ao utilizar uma abordagem qualitativa e focar nas experiências dos funcionários, a pesquisa oferece uma perspectiva única sobre as consequências desse fenômeno para o bem-estar individual e organizacional.
... Hare'e (2002) göre psikopatlar sadece hapishanelerde bulunmazlar, onlar bazen toplantı odalarında da bulunabilirler. Psikopatlar toplumda, iş dünyasına, politikaya, emniyet teşkilatına, hükümet kadrolarına, üniversitelere ve diğer sosyal yapılara sızmakta zorlanmazlar (Babiak ve Hare, 2007). ...
Psikopati, yüksek düzeyde empati eksikliği ile (Hare, 1991) şekillenen,
davranış bozuklukları, kişiler arası ilişkiler ve duygudurum problemleri ile
karakterize bir kişilik bozukluğudur. Psikopatide, antisosyal davranışlarla
şekillenen kişilerarası etkileşim kalıpları, gittikçe azalan duygusallık, yüzeysel
ve hırçın kişilerarası ilişkiler görülmektedir (Rubio vd., 2013). Psikopati ile
ilgili çalışmaların büyük bir çoğunluğu kişilikle ilgilidir. Bu araştırmada da
çalışanların kişilik tipleri ile psikopati düzeyleri arasındaki ilişki araştırılmıştır.
Bu kapsamda aşağıdaki sorulara cevap aranmıştır:
a) Çalışanların psikopati düzeyleri medeni durumlarına göre farklılaşmakta
mıdır?
b) Çalışanların psikopati düzeyleri cinsiyetlerine göre farklılaşmakta mıdır?
c) Çalışanların psikopati düzeyleri çalıştıkları pozisyona göre farklılaşmakta
mıdır?
d) Çalışanların kişilik özellikleri ve psikopati düzeyleri arasında bir ilişki
var mıdır?
e) Çalışanların kişilik özellikleri psikopati düzeylerini açıklamakta mıdır?
... Toxic leaders are psychopaths who use yelling and harsh language (Boddy, 2011a), creating stress and distress among employees (Boddy, 2014;Boddy et al., 2015;Mathieu et al., 2012) as well as retaliating against companies by engaging in counterproductive work behavior (Boddy, 2014). As psychopaths, these leaders engage in extreme forms of mismanagement, characterized by poor personnel management, lack of direction, and mismanagement of resources (Babiak and Hare, 2006;Boddy et al., 2015). Additionally, employees working for psychopaths receive less instruction, training, and as well as experience injustice (Boddy, 2010a;Boddy, 2010b). ...
Companies are impacted by toxic leadership phenomena, resulting in many dissatisfied employees, low morale, and reduced progress. The fundamental mismatch between good leadership and harmful actions of toxic leaders is the primary cause of the problem. Toxic leadership can also be developed from narcissistic behavior of considering personal interests or using humiliation to maintain power. In this context, employees are negatively affected, resulting in higher stress levels, poorer job satisfaction, and a significant decrease in trust. Therefore, this research aims to explore the impact of toxic leadership and other factors on companies. The sample consists of 187 senior employees in the accounting department who worked in manufacturing companies. The results showed that toxic leadership influences role stress, while role stress affects emotional exhaustion and reactive work behavior. Moreover, future research should be conducted using other samples such as hospital employees or pay attention to other aspects related to role stress.
... Finally, individuals with high levels of psychopathy are selfish and impulsive, have a lack of developed sense of compassion, and think about their pleasure rather than others (Babiak et al., 2007;Özsoy & Ardıç, 2017). In this respect, these individuals have a significant weakness in having empathy (Mullins-Nelson et al., 2006). ...
Objective: Emotional labour is expected, especially from service sector employees, to ensure customer satisfaction and meet corporate expectations. Previous studies have mainly focused on the effects of emotional labour on employees. Few studies have examined its predictors in terms of personality traits. In the present study, the predictive levels of the Big Five and dark triad traits on emotional labour were examined possibly for the first time. Method: Four hundred and seventy-three service sector employees participated in the research. Data were collected using an online survey comprising questions relating to the Big Five personality traits, dark triad personality traits, emotional labour and personal (demo-graphic) information. Descriptive statistics, internal consistency test, Pearson's correlation and hierarchical regression were used to analyse the data. Results: According to the findings, Machiavellianism was the strongest predictor of surface acting, and agreeableness was the strongest predictor of deep acting and naturally felt emotions. Narcissism was found to be a predictor of surface acting. Conclusions: As a result of examining the Big Five and dark triad traits in predicting emotional labour styles, the fact that agreeableness predicted deep acting and naturally felt emotions suggests that agreeableness should be given closer attention in recruitment and promotion decisions, especially in the service sector. KEY POINTS
... This trait is highly attractive to the productive Western world, especially in certain business sectors. 28 If these assertions hold true, one should find a significant presence of psychopaths in certain professional sectors. Based on these considerations, the workplace environment of the successful psychopath should be "easily" delineated. ...
... O impacto da psicopatia corporativa nas organizações e nos indivíduos é significativo. Babiak e Hare (2006) destacam os danos emocionais e físicos que os psicopatas corporativos podem causar a seus colegas, bem como os crimes econômicos que podem cometer contra a empresa. Clarke (2011) e Sina (2017 também enfatizam os efeitos destrutivos da psicopatia corporativa, incluindo o assédio moral, a sabotagem e a criação de um ambiente de trabalho tóxico. ...
A pesquisa sobre psicopatas corporativos é motivada pela escassez de estudos na área de administração, especialmente no Brasil, e pelas experiências do autor no mercado de trabalho, onde presenciou comportamentos antiéticos. O objetivo é investigar as definições, o perfil e as características do psicopata corporativo na literatura especializada. A metodologia adotada foi a revisão bibliográfica de livros, sites e artigos científicos, com análise descritiva e qualitativa dos dados. Os resultados revelaram que o tema é controverso e estudado há anos na psiquiatria e psicologia, mas pouco explorado na administração. Há consenso de que psicopatas corporativos causam transtornos nas organizações e influenciam negativamente o clima organizacional. A pesquisa contribui para a compreensão desse perfil e suas implicações no ambiente de trabalho, preenchendo a lacuna de conhecimento na área de administração.
... Character assassination techniques utilized in phase four of a typical workplace psychopath five phase model to maintain agenda (Babiak & Hare, 2007). Social structures and narrative injuries were created through character attacks represented by the Tetris Model of Character Assassination (carpgmu2019, 2018). ...
s: Introduction: Character assassination is a deliberate effort to damage an individual's reputation or credibility, encompassing both verbal and non-verbal attacks. This study explores the effects of the normalization of character assassination among females on the initiation of future relationships. Objectives: The primary objective is to investigate the role of character assassination in shaping future relationships among young females in Pakistan's twin cities. Methods: A qualitative approach was employed, using purposive sampling to select six female participants aged 20-25 years. In-depth semi-structured interviews were conducted, and the data was analyzed using thematic analysis with the aid of QSR Nvivo 10 software. Results: The analysis identified several themes: demographics, causes, consequences, methods, and coping mechanisms. Participants reported that character assassination often begins in childhood, leading to trust issues, insecurities, and reluctance to form new relationships. Humor and sarcasm were commonly used as methods of character assassination, often normalized through media and social media. Coping mechanisms included habitual acceptance and engagement with fictional narratives. Conclusion: The study highlights the pervasive impact of character assassination on young females' interpersonal relationships and self-perception. It underscores the need for societal change to promote healthier communication practices and mitigate the detrimental effects of character assassination.
... Psychopathy is characterized by callousness, impulsivity, and a lack of remorse (Paulhus & Williams, 2002). The lack of inhibition to engage in immoral acts for gains (Schouten & Silver, 2012) can result in parasitic efforts to gain benefits at the expense of others at work (Boddy, 2006;Babiak & Hare, 2006). This suggests that psychopathy is a highly self-oriented trait, motivated by self-gains. ...
In the past two decades, research on the motivational underpinnings of the Dark Triad has burgeoned. However, it is unclear how each Dark Triad trait may map onto the values circumplex, and whether the research conducted thus far indicates consistent effects. In this multi-level meta-analysis, we examined the relationship between Dark Triad personality traits (Paulhus & Williams; 2002) and personal values (Schwartz, 1992). Across 34 studies conducted between 2000 to 2020, Dark Triad traits were positively associated with self-enhancement and openness to change value dimensions, and negatively associated with self-transcendence and conservation value dimensions. Shape consistency for the Dark Triad associations was stronger for self-enhancement-self-transcendence values tension than for the openness-to-change versus conservation values tension. The patterns of associations between Dark Triad traits and personal values were largely unaffected by our tested moderators. Overall, the Dark Triad traits showed meaningful yet different patterns of associations with personal values.
... Individuals with psychopathy are antisocial, lack empathy, have deficient emotional remorse, have poor behavioral control and are emotionally insensitive (Skeem et al., 2011). Because of lacking emotional response, psychopaths do not feel apologetic upon wrongdoing (Babiak and Hare, 2006); therefore, are more likely to be involved in deviant or uncivil behavior in the workplace. According to Shagufta and Nazir (2021), psychopaths continue to exhibit antisocial behavior because they are cold-blooded and less likely to feel others' pain. ...
Purpose
Workplace incivility has become a global issue; therefore, this study aims to investigate how spiritual leadership can help employees to overcome uncivil behaviors in the workplace. Specifically, the authors explored the mediating mechanism between spiritual leadership and workplace incivility through workplace spirituality. The authors further examined how negative personalities (i.e. Machiavellianism, psychopathy and narcissism) moderate workplace spirituality and workplace incivility.
Design/methodology/approach
This study collected data from 369 employees working in the banking sector on a convenience basis. The authors applied structural equation modeling for hypotheses testing.
Findings
The authors noted that spiritual leaders help employees to reduce uncivil workplace behaviors and employees’ perception of workplace spirituality intervenes the same. The authors further identified that the negative association between workplace spirituality and workplace incivility is moderated by the dark triad (Machiavellianism, psychopathy and narcissism) such that individuals high in Machiavellianism, psychopathy and narcissism weaken this negative association.
Research limitations/implications
The cross-sectional design may restrict causality. However, our findings not only contribute to social cognitive theory but also suggest management includes civility intervention as an essential part of organizations’ training and development.
Originality/value
This study not only highlighted the role of spiritual leadership and workplace spirituality toward workplace incivility but also shed light on how negative personalities can ignore workplace spirituality to exhibit uncivil behavior.
Research on individuals with dark personalities in the work context has received much attention in the past ten years. However, one challenge remains: creating valid measures that focus on and capture the personality profile of those individuals with possible psychopathic features. The B-Scan 360 Long Form (LF) is a measure of psychopathy created for the workplace and used by others to describe a co-worker, an employee, or a supervisor. Two studies were conducted using online samples to assess the factor structure and validity of the instrument. Results indicated that B-Scan 360 LF facets were internally consistent and unidimensional. Confirmatory factor analyses supported a reliable fifteen facets and four-factor model consistent with the Psychopathic Checklist-Revised four-factor model of psychopathy. The B-Scan 360 LF showed similar patterns of association with FFM traits as other psychopathy measures. The B-Scan 360 LF correlated negatively with supervisor Agreeableness, Conscientiousness, and Emotional Stability. Correlations between the B-Scan 360 LF and Openness were positive. However, correlation between B-Scan 360 LF and Extraversion was non-significant. Although more research is needed to establish the validity of the B-Scan 360 LF, we believe these results show that it is a promising option to measure psychopathy in the workplace.
Conventional notions of leadership are challenged by exploring the paradoxical relationship between traits traditionally labeled "antisocial" and exceptional achievement in leadership and innovation. While acknowledging the harm associated with severe antisocial behavior and psychopathology, it is argued that subclinical manifestations of traits like rule-breaking, risk-taking, low agreeableness, Machiavellianism (strategic social intelligence), and narcissism (self-confidence/vision) can, in specific contexts and in combination with other positive attributes, be instrumental in driving progress. Prevailing psychological and criminological frameworks, including Moffitt's Dual Taxonomy, attachment theory, labeling theory, and diagnostic manuals (DSM/ICD), are critically examined, highlighting their potential for pathologizing normal variation and inadvertently suppressing the very qualities that foster disruptive innovation. Drawing on behavioral genetics, "risk factors" are reframed as "predispositions" with
Psychopathy is traditionally linked to higher-level cognitive processes, but its impact on low-level cognitive functions has remained largely unexplored. This study investigates the relationship between the fundamental cognitive function of physical distance estimation and our social predisposition towards others, as captured by psychopathic traits, grouped into the three facets of Fearless Dominance, Self-Centered Impulsivity and Coldheartedness. Using an innovative experimental design, participants estimated the distance of an approaching avatar agent. We demonstrate that social processing, as reflected in the scale of Psychopathy in the general population, significantly distorts egocentric space perception. Strikingly, this distortion is absent with non-anthropomorphic agents. The study also reveals that agent emotional expressions do not affect distance estimation, when they are task-irrelevant, suggesting a disocciation between the effect of psychopathic traits on social processing and emotion processing. These results uncover a direct top-down effect of psychopathic traits on basic spatial cognition, in the presence of others. These new insights into the basic cognitive mechanisms underlying social interactions have broader implications for any field involving interpersonal spatial behaviour.
Artificial intelligence (AI) is an underexplored area in studying psychopathy traits. This research aims to investigate the role of AI assistants in moderating the link between psychopathy, self-efficacy, and innovative job performance. The study also emphasizes the mediating role of self-efficacy, challenging the typically negative relationship between psychopathy and innovation. We adopted a methodology using multi-wave, multi-level (individual and group), multi-method (survey and experiment), and multi-sourced (self, peer, and manager ratings) data. The findings reveal that AI assistants are crucial in strengthening the relationship between psychopathy and self-efficacy. Specifically, study 1 (survey) data included 506 employees and 80 managers across 29 service-oriented companies in Pakistan. Study 1 supports the hypothesis that psychopathy positively influences innovative job performance through self-efficacy, with AI assistants serving as moderators in this dynamic. In contrast, this effect is diminished in the absence of AI assistants. Additionally, low levels of psychopathy show reduced effects across both AI assistant conditions. Study 2 (experiment, 2 × 3 factorial design) collected data from 72 MBA students, again demonstrating that the presence of AI assistants enhances the positive impact of psychopathy on self-efficacy and subsequent innovative performance outcomes. SPSS and AMOS were used for data analysis, and Smart PLS was used for structural equational modeling. Our results robustly validate the proposed model, emphasizing the constructive influence of psychopathy within organizational contexts.
This chapter describes the first positive leader in the spectrum. This leader is civil, rather than uncivil. They lead in a respectful way within work norms, using a transactional leadership style. This leader has an average amount of empathy for their direct reports and does not wish to harm them. They can be trained to be effective leaders. Civil leaders use a transactional leadership style. Civility increases work engagement and decreases turnover.
In the final chapter, we take a leadership development perspective and discuss how to help bad leaders become better leaders. We start with uncivil leaders, as they are the most common and the easiest to influence to become either civil or effective leaders, which would have the biggest impact on organizations today. We then discuss how to help effective and coaching leaders to become even better leaders. We then turn to developing bad leaders by first looking at the reasons bad leaders flourish in organizations and how to deal with them. Finally, we look at the worst of the worst, and see what options there are to help them be less destructive in the workplace and find some empathy for their employees.
O presente trabalho de conclusão de curso foi encaminhado como requisito parcial à
conclusão da graduação em Psicologia da Universidade Federal Fluminense (UFF) –
Campus de Volta Redonda, e para a obtenção do título de bacharel em Psicologia. O
objetivo desta pesquisa é, com base na categoria psicanalítica de neurose de angústia, desenvolver índices de diagnóstico para as psicopatologias contemporâneas. Na base dessa teoria, são resgatados os escritos iniciais de Freud
acerca das neuroses atuais e psiconeuroses de defesa, com o intuito de diferenciá-las. Após isso, são estudados autores contemporâneos que trabalham tanto com essa mesma associação entre neurose de angústia e psicopatologias contemporâneas como elaboram índices clínicos acerca disso. São eles: Verhaeghe e Vanheule (2005), Zichtl Campos (2021) e Sampaio (2021). Com base nesses estudos, são elaborados alguns índices clínicos de diagnóstico da neurose de angústia propondo uma nova visão acerca da defesa. Esta nova visão consiste na distinção entre defesas primárias e secundárias, localizando as primeiras na neurose de angústia e as segundas nas neuroses de defesa. Os índices são: Hegemonia da angústia; Predominância de defesas primárias em detrimento de defesas secundárias; Presença de sintomas somáticos; Baixa presença de representações das pulsões; e Angústia de caráter automático. Por fim, é apresentado um estudo de caso de Casella de Paula (2024) que verifica a precisão desses índices.
Este artículo explora los números primos heptagonales, una subclase intere-sante de los números figurados en teoría de números. Se analizan su definición, propiedades, y aplicaciones en la teoría de números y en investigaciones recientes. Además, se desarrollan ejemplos que incluyen los primeros diez números primos heptagonales, así como números de decenas de cifras. La naturaleza y los usos de estos números en contextos matemáticos más amplios destacan su importancia en el campo. 1 Introducción Los números primos heptagonales forman una secuencia especial dentro de los números figurados, en la cual cada término corresponde a un número heptagonal que es también primo. Los números figurados se definen como aquellos que representan una forma geométrica específica, en este caso, un polígono de siete lados (heptágono). Estos números cumplen una fórmula específica que se puede expresar como: H n = 5n 2 − 3n 2 donde n es un número entero positivo. Un número heptagonal H n es primo si solo es divisible por 1 y por sí mismo. 2 Teoría de los Números Primos Heptagonales Para que un número heptagonal sea primo, debe cumplir con la fórmula anterior y no tener divisores adicionales. Los números heptagonales son una generalización interesante en la teoría de números y ofrecen un campo de estudio importante debido a su estructura y comportamiento. La secuencia de números primos heptagonales es difícil de calcular, ya que no todos los números heptagonales son primos.
This study aimed to determine accountants' personality profiles and test which personality traits make accountants happier at work and in social life. In this context, the relationships between the personality traits of professional accountants (within the scope of the Dark Triad and Big Five) and their job satisfaction, life satisfaction, and personality-profession fit were examined. In this direction, quantitative research was designed, and professional accountants participated (N = 202). According to the findings, it has been determined that the Dark Triad traits (narcissism, Machiavellianism, and psychopathy) of the accountants are at a low level. Levels of dark personality traits were negatively associated with life satisfaction, while job satisfaction and personality-occupation fit were not significantly associated. The highest score regarding Big Five personality traits (i.e., openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) was obtained in agreeableness among the accountants. A positive relationship was found between the openness to experience, conscientiousness, extraversion, and agreeableness characteristics of accountants and their job satisfaction, life satisfaction, and personality-profession fit, and a negative relationship with neuroticism. As a result, it has been concluded that accounting professionals with high levels of openness to experience, conscientiousness, extraversion, and agreeableness are happier in their work and lives.
The research on corporate psychopaths is motivated by the scarcity of studies in the area of administration, especially in Brazil, and by the author's experiences in the job market, where he witnessed unethical behavior. The objective is to investigate the definitions, profile and characteristics of the corporate psychopath in the specialized literature. The methodology adopted was a bibliographic review of books, websites and scientific articles, with descriptive and qualitative analysis of the data. The results revealed that the topic is controversial and has been studied for years in psychiatry and psychology, but little explored in administration. There is a consensus that corporate psychopaths cause disruption in organizations and negatively influence the organizational climate. The research contributes to the understanding of this profile and its implications in the work environment, filling the knowledge gap in the area of administration.
Bu çalışmada, ilk olarak son yirmi yılda karanlık üçlü (KÜ) olarak popülerlik kazanan üç kişilik özelliğine (yani subklinik narsisizm, subklinik psikopati ve Makyavelizm) kısaca değinilmiştir. Bu özellikler, kişiliğin karanlık yönlerindeki bireysel farklılıkları daha tam olarak yakaladıkları için, Beş Büyük özellik gibi kişilik üzerine yapılan araştırmaları genişletmek için faydalıdır. Kurumsal alanda çalışanların farklılıkların rolünün daha iyi anlaşılması için karanlık üçlünün araştırılması önemlilik arz etmektedir. Bu nedenle ulusal alan yazında karanlık üçlü özellikle kurumsal anlamda araştırılmalıdır. Böylece kişilik özelliklerinin kurumsal belirtilerinin anlaşılmasına katkı sunulması amaçlanmaktadır. Çalışma COVID-19 salgını döneminde gerçekleştirilmiştir. Çalışmanın evreni Ankara ilinde faaliyet gösteren kamu hastanelerinde görev yapan çalışanlardan meydana gelmektedir. Çalışmanın örneklemi ise Ankara ilinde faaliyet gösteren kamu hastanelerinde görev yapan sağlık çalışanlarından meydana gelmektedir. Çalışmada ilişkisel ve kesitsel saptama metotlarından yararlanılmıştır. Bu çalışmada, anket metodu tatbik edilmiştir. Çalışmada data toplama araçları örneklem içinde yer alan çalışanlara kolayda örnekleme metoduyla erişilen online yöntem ile elden anket dağıtma olarak tatbik edilmiştir. Toplam katılımcı adedi 440 olarak gerçekleşmiştir. KÜ’nün iş tatmini (İŞT) üzerinde anlamlı ancak negatif bir tesirinin var olduğu anlaşılmaktadır. KÜ’nün işten ayrılma niyeti (İAN) üzerinde ise, pozitif ve anlamlı bir tesiri bulunmaktadır. Ancak KÜ’nün PS üzerinde anlamlı bir tesiri saptanamamıştır. KÜ ile İŞT ve KÜ ile İAN arasındaki ilişkilerde PS’nin aracı tesiri bulunmamaktadır.
ResearchGate has not been able to resolve any references for this publication.