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Insert a joke about lawyers: Evaluating preferences for the Dark Triad traits in six occupations
Abstract
The current research examined how perceptions of the Dark Triad traits vary across occupations. Results from two studies (N TOTAL = 933) suggested that participants believe it is acceptable, if not advantageous, for lawyers and musicians to be high in the Dark Triad traits. Participants, likewise, indicated that teachers should be high in narcissism but low in Machiavellianism and psychopathy. Potentially, the performative aspects of narcissism are considered an asset for teachers, while Machiavellianism and psychopathy are considered a liability. The findings further indicated that, regardless of the occupation in question, people high in a specific Dark Triad trait believe others should also be high in that same trait. All results are considered in the context of the attraction-selection-attrition model.
... These "archival" measures of tone increase when firms use positive words and decrease when they use negative words. 12 This reliability is comparable to the reliability obtained (i.e., Cronbach's α = 0.68) in one of the experiments conducted in the article developing the Short Dark Triad (SD3) questionnaire (Jones & Paulhus, 2014) and other behavioural studies using the SD3 to measure narcissism (e.g., Kay & Saucier, 2020;Lyons et al., 2017;Pailing et al., 2014;Papageorgiou et al., 2017;Sparavec et al., 2022;Volmer et al., 2019). 13 We checked for potential demographic covariates to include in the models. ...
... Further, this study measures narcissism using SD3, containing an abbreviated version of the narcissistic personality inventory (NPI40). Although previous studies have used this measure for narcissism (e.g., Kay & Saucier, 2020;Lyons et al., 2017;Pailing et al., 2014;Papageorgiou et al., 2017;Sparavec et al., 2022;Volmer et al., 2019), concerns could be raised whether the findings would change using NPI40. Future research could attempt this more complete measure. ...
... Finally, although the Cronbach's alpha of our construct of narcissism may be comparable to the reliability reported in previous studies using the SD3 (e.g., Kay & Saucier, 2020;Lyons et al., 2017;Pailing et al., 2014;Papageorgiou et al., 2017;Sparavec et al., 2022;Volmer et al., 2019), we recognise that it is relatively low (i.e., compared with the commonly accepted threshold). Hence, we recommend some caution when interpreting our findings and encourage replication studies using measures of narcissism based on different questionnaires. ...
Using an experimental approach, this study shows that the effect of financial performance on tone is weaker in firms led by a more narcissistic chief executive officer (CEO) because narcissistic CEOs inflate the tone relatively more when reporting worse results. This suggests that factoring CEO narcissism into the assessment of the tone of financial disclosures is especially relevant in situations in which firms report negative financial information. Our findings demonstrate that the impact of CEO narcissism may not only exert a direct influence on firm‐level outcomes, such as the tone of financial disclosures, but it could also moderate the influence of other factors.
... In addition, the research follows the suggestion from Kay andSaucier (2020) andO'Boyle Jr. et al. (2012) and explores the behavior of individuals with dark personality traits in their organizational activities. The sample comprised undergraduate business students, contributing to filling the gap identified by Bailey (2019), who suggests that new research should include sociodemographic variations considering the students' countries. ...
... In addition, the research follows the suggestion from Kay andSaucier (2020) andO'Boyle Jr. et al. (2012) and explores the behavior of individuals with dark personality traits in their organizational activities. The sample comprised undergraduate business students, contributing to filling the gap identified by Bailey (2019), who suggests that new research should include sociodemographic variations considering the students' countries. ...
... In view of the positive relationship that Spurk and Hirschi (2018) found between dark traits and competition, the traits can also be useful for the organization in certain job positions (Kay & Saucier, 2020). Thus, the expectation is that the dark traits of mid-level managers will increase their participation in budget setting in a competitive environment. ...
O objetivo deste estudo é determinar a influência da competição na participação no orçamento, moderada pelos traços sombrios de personalidade (maquiavelismo, psicopatia, narcisismo e sadismo). A pesquisa utilizou uma abordagem quantitativa, descritiva e experimental. A amostra é composta de 170 respostas válidas de acadêmicos dos cursos de administração, ciências contábeis e ciências econômicas de instituições de ensino superior públicas e privadas. Na análise dos dados, foram utilizadas estatísticas descritivas para categorizar os respondentes e técnica de Modelagem de Equações Estruturais (MEE) estimada a partir de Mínimos Quadrados Parciais (Partial Least Squares – PLS), por meio do software SmartPLS-versão 3, utilizadas para verificação das hipóteses de pesquisa. Com esses resultados, estima-se que a presença da competição afeta o comportamento dos colaboradores, e faz com que o colaborador aumente a participação no processo orçamentário. Ao avaliar o efeito da moderação da personalidade narcisista nessa relação, os indivíduos tendem a diminuir sua participação no orçamento. Já o efeito direto do maquiavelismo na participação no processo orçamentário é positivo. As relações do efeito moderador do maquiavelismo e psicopatia, e o efeito direto da psicopatia e narcisismo na participação no orçamento, não apresentaram significância estatística. No geral, conclui-se que a competição pode ser considerada antecedente da participação no orçamento, assim como o efeito moderador do narcisismo, o efeito direto do maquiavelismo e de variáveis demográficas, como gênero, faixa etária e curso. A pesquisa possibilita aos gestores aprofundar o conhecimento a cerca dos antecedentes da participação no orçamento, além de possibilitar a constatação do efeito da competição e dos traços sombrios de personalidade no ambiente organizacional.
... The data for Study 1, as well as the data for Study 2, were previously reported by Kay and Saucier (2020). Specifically, they reported the sample demographics and self-report scores for the Dark Triad traits. ...
... Self-report Dark Triad. The Dark Triad was assessed using a truncated 12-item version of the Short Dark Triad (see Jones & Paulhus, 2014;Kay & Saucier, 2020). This shortened version of the scale included 4 items assessing each of Machiavellianism (a ¼ .60; ...
... Not only would this allow researchers to examine whether the three findings identified here are present at the facet levels of these traits, but it may also help address the persistent reliability issues encountered in the present studies. For example, the full Short Dark Triad (Jones & Paulhus, 2014), which was used in Study 2, was more reliable than the abridged Short Dark Triad (Kay & Saucier, 2020), which was used in Study 1, but the internal consistencies-especially of the narcissism subscalesstill fell short of the often recommended value of .70 (Nunnally, 1978). Using a longer measure, such as the Narcissistic Personality Inventory (Raskin & Hall, 1979), could help address this issue. ...
Across two studies (N TOTAL = 933), a person's willingness to engage in a relationship with those scoring high in each of the Dark Triad traits (i.e., Machiavellianism, narcissism, and psychopathy) was examined as a function of their own levels of the Dark Triad traits and the relationship type in question (i.e., a one-night stand, a dating relationship, or a marriage). There were three notable findings. First, those scoring high in Machiavellianism, narcissism, and psychopathy were more willing to engage in a relationship with a person who was also high in Machiavellianism, narcissism, and psychopathy, respectively. Second, as the commitment level of the relationship increased, so did a narcissistic individual's willingness to engage in a relationship with a fellow narcissist. Third, psychopathic people were generally interested in having one-night stands, seemingly without concern for the personality traits of the other person involved. Results are discussed in relation to assortative mating.
... Until today, only few studies have analyzed the differences of personality, and especially DT and PsyCap between industries (see review of Stephan et al., unpublished manuscript). According to Stephan et al., studies on industry differences and DT can be split into three ways of measuring which DT personalities are prevalent among various industries: 1) DT personalities are based on what participants expect in industry sectors (e.g., [22]), 2) DT personalities are based on what participants have experienced themselves in industry sectors (e.g., [23]), and 3) actual self-assessed DT personalities by industry sector [24,25]. The latter two studies are the few that examine actual prevalence of DT facets in different industries, however, they each only take one of the three DT facet into account. ...
... To determine the minimum sample size needed to test the hypothesis, a priori power analysis was performed. While previous studies found small to medium effect sizes [22,25] comparing very different industries in terms of structure and work routine, this study was set up more conservatively expecting small effect sizes. Results indicated the need for a minimum of 148 participants per industry group to achieve 80% power (k = 11, f = 0.1, α = 0.05). ...
Background
The concepts of Dark Triad and Psychological Capital (PsyCap) have been extensively researched separately, but until one recent study, their interrelation has not been investigated. Purpose of this study was to uncover differences of the relationship of both concepts across work related industries.
Methods
In total, 2,109 German employees across 11 industries completed a questionnaire on Dark Triad (narcissism, psychopathy and Machiavellianism) and PsyCap. Multiple regression analyses were used to test the association of both concepts across industries.
Results
Values of narcissism, psychopathy and PsyCap generally differed between industries. No significant differences were found for Machiavellianism. While narcissism relates positively to PsyCap in all industry sectors, psychopathy only showed a negative relation to PsyCap in some sectors. For industries architecture, automotive and consulting, psychopathy did not significantly predict PsyCap.
Conclusions
We argue that different expectations of employees per industry make it easier or harder for different personalities to assimilate (homogeneity hypothesis) to the work context (measured by PsyCap). Future studies should investigate this further with other variables such as person-organization-fit. This study was, however, the first to simultaneously investigate Dark Triad and PsyCap among employees and their respective industry. It extends previous findings by revealing differences of both concepts across and within industry sectors. The study can help to reconsider in which industries Dark Triad personality affects PsyCap as antecedent of workplace outcomes such as work satisfaction or job performance.
... For the practice of law in particular, Kay and Saucier (2020) found their participants believed attorneys should be higher in Dark Triad traits than farmers, physicists, musicians, teachers and accountants. They argue that this notion is logical because of lawyers' behavior in the courtroom with their arguments, appetite for attention, and confidence. ...
... In terms of the "darker" traits within the legal realm, Kay and Saucier (2020) highlighted the relationship between the Dark Triad and organizational behavior by describing that "individuals high in Machiavellianism, narcissism, and psychopathy should seek out jobs that suit their personalities and be hired by (and not terminated from) workplaces that are receptive towards people with those personalities." Because Dark Triad individuals believe others should behave in a manner similar to them, interviewers hire potential employees high in these traits, amplifying a dark persona within a business. ...
Lawyer personalities are often characterized in a negative manner in popular culture and some scholarly sources, and how and when lawyer personality traits develop remains to be fully explored. This study serves to eliminate this ambiguity by analyzing two fundamental questions: what lawyer attributes are and when they develop with respect to endeavors within the legal field. Using grounded theory and abductive methods, a qualitative strategy centralized around providing more individualistic perspectives through a linguistic focus, I surveyed 10 individuals practicing and pursuing legal careers and analyzed 20 interviews across various forms of media to clarify lawyer personality traits on the following dimensions: relating to self vs. relating to others, cognitive- vs. emotion- focused, and characterizing the development of these traits as happening via either attraction to – or selection by – the field of law itself. I uncovered thirteen major lawyer qualities: analytical, empathetic, money-driven, argumentative, self-aware, deceptive, ambitious/challenge-oriented, organized/time management, competitive, confrontational, prestige-driven, arrogant, and persistent. I also found that these attributes develop both inherently and as a product of education and experience. The implications for both theory and practice include combating negative stereotypes for lawyers and gaining comprehension of human behavior in the legal profession, which may further aid aspiring lawyers in their selecting and in job matching.
... People with Dark Triad traits exhibit lower concerns for basic axiological and moral standards (Jonason, Strosser, Kroll, Duineveld, & Baruffi, 2015), particularly those regarding 'individualizing' moral foundations such as harm/care and fairness/ reciprocity (see Karandikar et al., 2019). Other studies have found that psychopathic individuals and, to a lesser extent narcissists and Machiavellians, show less attunement to social desirability and moral norms (Kay & Saucier, 2020). ...
The present research aimed to investigate the association between the Dark Triad of personality and philosophical intuitions regarding freedom and moral responsibility. In this study, 871 participants evaluated free will and moral responsibility for either a positive or a negative moral action performed by an agent in completely deterministic or indeterministic conditions. Subsequently, they completed a self-report scale to assess the Dark Triad of personality traits. The results revealed that psychopathy and, to a marginal extent, narcissism— in contrast to Machiavellianism— were significantly linked to lower agreement regarding the agents' possession of freedom and moral responsibility. This association remained significant even after statistically controlling for demographic factors, moral valence, and conditions. Discrepancies between components of the Dark Triad concerning folk intuitions about free will and moral responsibility, as well as their compatibility with determinism, are discussed.
... We obtain the average human results of 7,863 samples from various studies (Jones and Paulhus, 2013;Persson et al., 2019;Baughman et al., 2012;Papageorgiou et al., 2017;Jonason et al., 2015;Hmieleski and Lerner, 2016;Egan et al., 2014;Kay and Saucier, 2020;Butler, 2015;Adler, 2017). We also compute the standard deviations of the human 2 We use τ = 0.7 for all experiments. ...
Are large language models (LLMs) like GPT-3 psychologically safe? In this work, we design unbiased prompts to evaluate LLMs systematically from a psychological perspective. Firstly, we test the personality traits of three different LLMs with Short Dark Triad (SD-3) and Big Five Inventory (BFI). We find all of them show higher scores on SD-3 than the human average, indicating a relatively darker personality. Furthermore, LLMs like InstructGPT and FLAN-T5, which are fine-tuned with safety metrics, do not necessarily have more positive personalities. They score higher on Machiavellianism and Narcissism than GPT-3. Secondly, we test the LLMs in GPT-3 series on well-being tests to study the impact of fine-tuning with more training data. Interestingly, we observe a continuous increase in well-being scores from GPT-3 to InstructGPT. Following the observations, we show that instruction-finetune FLAN-T5 with positive answers in BFI can effectively improve the model from a psychological perspective. Finally, we call on the community to evaluate and improve LLMs' safety systematically instead of at the sentence level only.
... 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.
... Undergraduate students (N = 218) completed the measures described below as part of a longer survey administered at a large university in the Pacific Northwest. Seven participants were excluded from the survey under suspicion of straight-lining and six participants were excluded under suspicion of speeding (see Kay & Saucier, 2020). An additional two participants were excluded after being identified as having an inordinate influence on the results of the regression models 1 . ...
Previous research has suggested that the Dark Triad traits and, specifically, Machiavellianism and psychopathy, are associated with a tendency to believe in conspiracy theories. The current study (N = 203) aimed to replicate and extend the existing research by examining the relationship between the Dark Tetrad traits—Machiavellianism, narcissism, psychopathy, and everyday sadism—and a novel measure of COVID-19 conspiracist ideation. Machiavellian views and psychopathic antisociality were significant positive predictors of the tendency to believe in COVID-19 conspiracy theories, even when accounting for the participants’ knowledge about COVID-19. Overall, the results suggest that some (but not all) aspects of the Dark Tetrad are associated with COVID-19 conspiracist ideation.
Évtizedek óta keresik a kutatók és a gyakorlati szakemberek arra a napjainkban is aktuális kérdésre a választ, hogy mitől „jó”, azaz eredményes és hatékony egy pedagógus. A válasz az oktató személyiségével, személyiségjegyeivel kapcsolatos területeket is magában foglal. Kutatásunk során célul tűztük ki a vasútszakmai oktatók személyiségének vizsgálatát. Részcéljaink között szerepelt az általános személyiségjegyek Big Five modellel történő elemzésén túl, az oktató asszertivitásának, az emberekhez való alaphozzáállásának, befolyásolási technikájának és konfliktuskezelési módjának a tanulmányozása. A saját vizsgálatot kérdőíves módszerrel, széles körben alkalmazott eszközökkel végeztük négy különböző szervezetnél. A csoportok közötti eltérések vizsgálatához varianciaanalízist alkalmaztunk. Az eredmények alapján az oktatók megfelelő alapokkal rendelkeznek a pozitív légkör kialakításához. Nyitottság, barátságosság és az asszertivitás közepesnél erősebb szintje jellemző rájuk, a Machiavellizmus pedig csak kis mértékben van jelen. Konfliktuskezelésben a kompromisszumkeresés, a problémamegoldás és az elkerülés a legjellemzőbb stílusok. Az eredmények alapján javasoljuk a nyitottság és az asszertivitás szintjének további növelését, kompromisszumkeresés helyett pedig a komplex problémamegoldás gyakoribb alkalmazását.
The paper touches upon the relationships between the psychological constitution of an individual and organizational behaviour of employees as a manifestation of the behavioural pattern shaped in the process of the university professional training. The research analyses the differences in the display of the Dark Triad (DT) traits in students of various specializations within the Economics and Management field. The research methods include the Short Dark Triad personality test by Jones and Paulhus, a comparative analysis of curricula and the content of discipline programmes, and the methods of descriptive statistics. The research results demonstrate that there is an association between the DT traits formed by the organizational behaviour model and the specialization, which confirms the hypothesis that there is a need for a differentiated approach to shaping the organizational behaviour model. The complete psychological DT profile indicator has the highest average “darkness” level for the Business Informatics (BI) students, and the lowest was found for the Financial Management (FM) students. Comparing the specializations by the proportion of students with “potentially harmful” DT traits and “extremely harmful general psychological profile” shows that among the FM students there are no persons with toxicity exceeding the psychometric norm. At the same time, the State and Municipal Administration specialization attracts persons with a higher narcissism level, and BI is attractive to students with an elevated level of Machiavellianism and psychopathy. The research has not revealed a statistically significant relationship between the manifestation of toxicity in management students of different specializations and the content of educational programmes for six semesters. The resulting conclusion about the presence of a relationship between toxic personality traits and the choice of the specialization by Russian students is consistent with the findings of studies in other countries. The authors believe that the management training programmes should include the disciplines that support the development of interpersonal communication skills and entrepreneurial thinking as key elements of the organizational behaviour model demanded by employers.
The purpose of this study is to investigate the effect of organizational personality on safety performance by explaining the mediating role of job satisfaction. Statistical population in this study was employees of Tehran urban train company and suburbs. The Cochran's formula was used to obtain the sample size and the cluster and random sampling method was used to distribute the questionnaire among the estimated samples. In order to collect the data, the standard questionnaire (organizational personality, safety performance and job satisfaction) was used. The validity of the questionnaire was confirmed by face and construct validity and its reliability were investigated with Cronbach "s alpha. To analyze the data obtained from the questionnaire and statistical sample, smart PLS software and structural equation modeling are used. The findings show that organizational personality and job satisfaction on the dimensions of safety performance (safety compliance and safety participation) have a significant positive effect. Also job satisfaction has a significant positive effect on organizational personality. Furthermore, the results indicate that organizational personality through job satisfaction leads to improved safety performance in Tehran Urban Train Company and Suburbs.
Dieses Kapitel ist dem Thema Leadership gewidmet. Eine Materialwirtschaftsabteilung kann nur dann ihre optimale Leistung abrufen, wenn in den Führungsebenen, also der Unternehmensspitze und der Einkaufsleitung, gute Arbeit geleistet wird. Man unterscheidet zwischen Fach- und Führungsaufgaben. Der Blick wird vor allem auf die Anforderungen an einen modernen Einkaufsleiter gerichtet – englisch teilweise CPO, Chief Procurement Officer, genannt, falls es sich um ein Vorstandsmitglied handelt. Er ist dafür verantwortlich, seine Mitarbeiter mit den passenden Projekten zu betrauen, sie intrinsisch zu Höchstleistungen zu motivieren und gleichzeitig Visionen und Strategien für ein funktionierendes, robustes Beschaffungssystem zu entwickeln und umzusetzen. Zu den Eigenschaften heutiger Führungskräfte gehören neben Managementkompetenzen auch Demut, Bescheidenheit und emotionale Intelligenz – ein autoritärer Führungsstil ist nicht mehr zeitgemäß. In diesem Zusammenhang werden Tipps zur Personalführung vorgestellt und erläutert, die ein entspanntes, geregeltes und zielorientiertes Miteinander ermöglichen – einer der wichtigsten lautet: Kommunikation ist eine Führungsaufgabe.
Multivariate procedures (e.g. structural equation modelling) are essential to personality psychology, but interpretive difficulties can arise when examining the relations between residualized variables (i.e. the residual content of a variable after its overlap with other variables has been statistically controlled for) and outcomes of interest. These issues have been the focus of recent debate within the research literature on the Dark Triad, which is a collection of interrelated but theoretically distinct personality constructs made up of narcissism, Machiavellianism and psychopathy. The present paper highlights previous work on the issue of partialling and also makes use of recent developments surrounding meta-analytic structural equation modelling to reliably assess the impact of partialling on the empirical profiles of the Dark Triad components. The results show that numerous interpretive difficulties arise after partialling the overlap among the Dark Triad components, most notably for narcissism and Machiavellianism. The results are discussed in the context of contemporary Dark Triad research in addition to discussing the implications for structural equation modelling methods in personality psychology more generally. Recommendations are made for how future research can mitigate the interpretive difficulties that may arise from partialling. Copyright © 2018 European Association of Personality Psychology
The dark triad, composed of Machiavellianism, psychopathy and narcissism, refers to negative personality traits, which may influence business processes. While negative traits could be an important factor explaining the relationship between a CEO's immoral and unethical behavior and corporate social responsibility (CSR), there has been minimal research focusing on this relationship. This paper thus attempts to investigate how a CEO exhibiting these negative traits affects CSR, and if an employee's perception of ethics and social responsibility would mediate the relationship. In addition, this paper considers the moderating effects of an individual performance-based compensation system (IPBCS) between employee's CSR perception and CSR activities. The data are collected through a survey conducted on 165 employees (companies) in twelve industries. The regression result indicates an inverse relationship between the negative traits of a CEO and an employee's perception of ethics and social responsibility and CSR activities, and the mediating effect of the perception in the relationship between the negative traits and CSR activities. It also indicates that an IPBCS moderates the relationship between CSR perception and activities. Implications for the study, future research directions, and management approach are discussed.
The performance arena provides a multitude of opportunities for lionizing the self. Narcissistic individuals crave admiration and glory, and thus the performance domain constitutes an ideal medium for researchers to explore narcissistic behavior. However, despite its potential relevance and substantial research history within mainstream psychology, narcissism is only now starting to receive interest from researchers in the sport and performance domain. In this article, we aim to raise the relevance of narcissism (and more generally personality) within performance settings and provide a platform for future research in the area. We review research on the relation between narcissism and performance and conclude that narcissists’ performance is contingent upon perceived opportunities for glory. We also offer suggestions for explanatory mechanisms. Further, we examine factors that may influence narcissistic behavior in environments that vary in their opportunity for glory. In addition, as leadership positions present opportunities for glory, we ask whether narcissists make effective leaders. We propose theoretical extensions of the narcissism literature to the performance domain, and we close with a call for greater consideration of the role of personality in performance contexts.
The article focuses on investigating pre-service teachers’ expectations of their future teaching career, in particular concerning teacher–student interrelations. In an attempt to comprehend why people choose teaching as a professional career, a conceptual model titled ‘Teachers’ altruistic-narcissistic classroom expectations’ was designed and tested. The model puts forward for consideration the idea that pre-service teachers view their future relations with students as being based on four basic psychological foundations: genuine altruism, paternalistic altruism, benevolent narcissism, and genuine narcissism. A study to test for the validity of this model, using Facet Theory and smallest space analysis as the methodological approach is reported. One hundred and sixty student–teachers participated in the study. The findings provided evidence in support of the model’s validity. It is argued that altruism and narcissism conjointly may be regarded as factors motivating people to opt for teaching as a career, and that altruistic and narcissistic expectations can predict teachers’ classroom behavior.
The purpose of the present study was to examine the relationships between the personality traits of the Dark Triad, the moral judgment level, and the students'disciplinary choice. It was hypothesized that students who major in higher business and management education show higher levels of the Dark Triad and lower levels of moral judgment competence (self-selection hypothesis). According to the indoctrination hypothesis it was assumed that the differences between business and management students and other students would be higher in advanced semesters. The findings suggest that business and management students show higher levels of the Dark Triad but not of moral judgment competence. However, there was no evidence found for a higher difference in advanced students.
We extend prior research by examining whether, and how, applicant-employee fit in the personality traits of conscientiousness, agreeableness, and extraversion affect organizational attractiveness. We test hypotheses based on similarity-attraction theory and trait activation theory. Results from two studies indicate that applicants high in valued traits are more attracted to organizations when employees are more similar to them in those personality traits, whereas employees’ trait levels do not affect attraction for applicants low in valued traits. The effects of objective applicant-employee fit in personality on attractiveness were mediated by perceived applicant-employee fit. The pattern of the observed applicant-employee fit interactions was best predicted by trait activation theory and thus provide an important extension to similarity-attraction theory.
Academic entitlement is a well-established problem; however its causes are not well understood. This study (n = 169) investigated the role of the Dark Triad as a predictor of academic entitlement. The Dark Triad, comprised of Machiavellianism, narcissism, and psychopathy, was measured with Jonason and Webster’s (2010) concise measure, and academic entitlement was assessed with Chowning and Campbell’s (2009) academic entitlement construct (comprised of externalized responsibility and entitled expectations). Gender and psychopathy predicted externalized responsibility and narcissism predicted entitled expectations. Findings are discussed regarding the contribution of psychopathy and narcissism to academic entitlement. Also discussed is the potential learned aspect of entitlement, due to narcissism being a cause of both entitled behavior and resultant uncivil behavior that occurs when entitled behaviors fail to achieve the desired outcome.
Previous research on the Dark Triad traits (i.e., Machiavellianism, psychopathy, and narcissism) has focused solely on the role the Dark Triad traits played in mate choice of actors. The current study (N = 336) extends this by manipulating the apparent levels of Dark Triad traits in targets and correlating mate choice in these targets with individual differences in the Dark Triad traits in actors. As expected, both sexes preferred partners low in the Dark Triad traits for long-term mating, while those high in these traits were preferred for one-night stands. However, women high in psychopathy considered the Dark Triad traits in potential male partners more physically attractive and desirable for an one-night stand, as well as a potential husband. Men who were high on psychopathy were likewise attracted to psychopathy in potential mothers. Our findings are discussed from an evolutionary personality paradigm.
This study builds on insights from both upper echelons and agency perspectives to examine the effects on corporate social responsibility (CSR) practices of CEO’s narcissism. Drawing on prior theory about CEO narcissism, we argue that CSR can be a response to leaders’ personal needs for attention and image reinforcement and hypothesize that CEO narcissism has positive effects on levels and profile of organizational CSR; additionally, CEO narcissism will reduce the effect of CSR on performance. We find support for our ideas with a sample of Fortune 500 CEOs, operationalizing CEO narcissism with a novel media-based measurement technique that uses third-party ratings of CEO characteristics with validated psychometric scales.
Our research focused on the vocational interests correlated with the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism). By understanding how these traits facilitate the structuring of one’s environment, we hypothesized that psychopaths will be more interested in realistic and practical careers, narcissists will be more interested in artistic, enterprising, and social careers, and Machiavellians will be more interested in avoiding careers that involve caring for others. In two cross-sectional studies (N = 424; N = 274), we provide general support for these hypotheses. Overall, our study showed those high on the Dark Triad traits may structure their social environment through idealized career preferences. We also show that sex differences in career preferences might be a function, in part of, individual differences in the Dark Triad traits.
Narcissists, relative to non-narcissists, seem to regard their own narcissistic traits (e.g., rudeness and arrogance) more positively and are more motivated to cultivate such traits. That said, should we expect narcissists to regard others’ narcissistic traits more positively too? In this study, participants (N = 463) completed a survey in which they responded on a measure of trait narcissism, rated the likeability of people who possessed various narcissistic traits (e.g., arrogant, rude, self-centered), and then indicated the extent to which they possessed the same narcissistic traits. Interestingly, narcissists – who are generally disagreeable and harsh individuals – rated others who possessed narcissistic traits more positively than non-narcissists. Furthermore, a mediation analysis revealed that this effect of narcissism on ratings was mediated by narcissists’ self-reports of possessing the narcissistic traits. Thus, this study provides initial evidence that narcissists are more accepting of others’ narcissistic traits, and this study has implications for understanding the interpersonal and intrapersonal consequences of narcissism.
Past empirical studies relating Narcissism to leadership have offered mixed results. The present study integrates prior research findings via meta-analysis to make four contributions to theory on Narcissism and leadership, by: (a) distinguishing between leadership emergence and leadership effectiveness, to reveal that Narcissism displays a positive relationship with leadership emergence, but no relationship with leadership effectiveness, (b) showing Narcissism's positive effect on leadership emergence can be explained by leader Extraversion, (c) demonstrating that whereas observer-reported leadership effectiveness ratings (e.g., supervisor-report, subordinate-report, and peer-report) are not related to Narcissism, self-reported leadership effectiveness ratings are positively related to Narcissism, and (d) illustrating that the nil linear relationship between Narcissism and leadership effectiveness masks an underlying curvilinear trend, advancing the idea that there exists an optimal, midrange level of leader Narcissism. This article is protected by copyright. All rights reserved.
Three socially aversive traits-Machiavellianism, narcissism, and psychopathy-have been studied as an overlapping constellation known as the Dark Triad. Here, we develop and validate the Short Dark Triad (SD3), a brief proxy measure. Four studies (total N = 1,063) examined the structure, reliability, and validity of the subscales in both community and student samples. In Studies 1 and 2, structural analyses yielded three factors with the final 27 items loading appropriately on their respective factors. Study 3 confirmed that the resulting SD3 subscales map well onto the longer standard measures. Study 4 validated the SD3 subscales against informant ratings. Together, these studies indicate that the SD3 provides efficient, reliable, and valid measures of the Dark Triad of personalities.
Ten years ago Paulhus and Williams (2002) called attention to the ‘Dark Triad’, a constellation of three conceptually distinct but empirically overlapping personality variables. The three members – Machiavellianism, narcissism and subclinical psychopathy – often show differential correlates but share a common core of callous-manipulation. There are now dozens of studies on the triad and, according to Google Scholar, over 350 citations. The goal of this review is to update and critically evaluate this rapidly expanding literature. The standard measures of each Dark Triad member are reviewed along with newer combination measures. The Dark Triad members are located in mainstream structural models, namely, the interpersonal circumplex as well as Five- and Six-Factor Models. Key issues and controversies are addressed.
The current work investigates the perceived “darkness” of the Dark Triad traits narcissism, Machiavellianism, and psychopathy. We argue that a trait’s “darkness” may be evaluated by lay persons with three criteria (desirability, consequences for the self, consequences for others) from two perspectives (others vs. self). A sample of n = 213 participants evaluated Dark Triad behaviors (Dirty Dozen: (Jonason, P. K., & Webster, G. D. (2010). The Dirty Dozen: A concise measure of the Dark Triad. Psychological Assessment, 22, 420–432)) on these evaluation dimensions. Findings yielded that narcissism was evaluated as “brighter” than Machiavellianism and psychopathy in lay people’s perceptions, whereas the latter were rated quite similarly. Findings are discussed regarding the distinction of the Dark Triad traits in people’s perceptions.
The Dark Triad of personality is composed of narcissism, psychopathy, and Machiavellianism. Despite the common belief that these traits are undesirable, the media is awash with characters that embody the Dark Triad. Characters like Gregory House, M.D., Batman (a.k.a. the Dark Knight), and James Bond all embody these traits and are some of the most popular media franchises today. As entertaining as these characters are, they provide us with a window into the dark side of human nature. Instead of treating the dark side of human nature as inherently maladaptive, we provide an alternative view that, despite their costs, traits like these can confer reproductive and survival benefits for the individual. In so doing, we review the research on the Dark Triad traits and provide a theoretical account for how these traits can confer some positive benefits. To facilitate comprehension, we provide examples taken from the media to show how evolutionary psychology and popular culture intersect. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Presents a classification scheme for vocations and major fields. The classification is empirically and theoretically based, and follows the logical principles of classification. Several empirical tests of the classification plan suggested that it sorts people into relatively homogeneous groups and that they have some predictable attributes. Some applications of the scheme to research and practice are also suggested. (27 ref.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The accuracy of strangers' consensual judgments of personality based on "thin slices" of targets' nonverbal behavior were examined in relation to an ecologically valid criterion variable. In the 1st study, consensual judgments of college teachers' molar nonverbal behavior based on very brief (under 30 sec) silent video clips significantly predicted global end-of-semester student evaluations of teachers. In the 2nd study, similar judgments predicted a principal's ratings of high school teachers. In the 3rd study, ratings of even thinner slices (6 and 15 sec clips) were strongly related to the criterion variables. Ratings of specific micrononverbal behaviors and ratings of teachers' physical attractiveness were not as strongly related to the criterion variable. These findings have important implications for the areas of personality judgment, impression formation, and nonverbal behavior. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The current studies examined how the Dark Triad personality traits (i.e., Machiavellianism, narcissism, and psychopathy) facilitate the strategic structuring of an individual's social environment in terms of same- and opposite-sex friends. In one study using normative questions (N = 267) and another using a budget-allocation task (N = 114), we found that the Dark Triad traits were associated with choosing friends for strategic purposes and to create a volatile environment. Narcissistic individuals reported relatively more reasons to form friendships, such as shared interests, makes me feel good, and intelligence. Women high in narcissism chose same-sex friends who were attractive and women high on Machiavellianism chose same-sex friends who have social status. Men high on psychopathy devalued traits associated with good social relationships in favor of friends who could facilitate their mating efforts and to offset risks incurred in their life history strategy. Results are discussed using the selection-manipulation-evocation framework for explaining how personality traits interact with social environments and integrated with findings from evolutionary biology.
Considerable research has supported the similarity–attraction effect, wherein similarity on various dimensions predicts interpersonal attraction. The present study extended this notion to workplace attraction, by examining whether applicant similarity to prospective co-workers enhances attraction to the potential employer. Similarity between college-aged women and prototypical employees at well-known retail stores was assessed. Both perceived similarity and prototype similarity predicted perceptions of employer attractiveness. Although perceived similarity produced larger effect sizes, prototype similarity showed promise as an indirect measure of person-to-person fit.
Many of the world's leaders appear to possess narcissistic characteristics (e.g., Deluga, 1997). This begs a question as to whether and why narcissistic individuals are chosen as leaders and how they perform. Prior research has suggested that leadership emergence and performance of narcissistic personalities may depend on contextual factors. Of particular interests are those contextual factors that pertain to the interdependence of work relationships, because narcissists typically tend to “shine” in social settings where they can influence others. Therefore, the present study investigated the leadership emergence and performance of narcissistic individuals in low versus high reward interdependent teams that participated in an interactive team simulation task. We found that narcissists emerged as leaders irrespective of the team's level of reward interdependence and their individual performance. Yet, high narcissists performed better in the high reward interdependent condition than in the low reward interdependent condition.
a b s t r a c t Toxic employees have come under serious investigation lately. In this study (N = 419) we examined the role the Dark Triad traits, as measures of being a toxic employee, play in predicting tactics of workplace manipulation and how the Dark Triad might mediate sex differences in the adoption of hard (e.g., threats) and soft tactics (e.g., offering compliments). Psychopathy and Machiavellianism were correlated with adopting hard tactics whereas Machiavellianism and narcissism were correlated with adopting soft tac-tics. The Dark Triad composite fully mediated the sex differences in the adoption of hard tactics but not soft tactics. The Dark Triad may facilitate the adoption of numerous tactics of influence independently but collectively may lead men more than women to adopt an aggressive or forceful style of interpersonal influence at the workplace.
Academic incivility is defined as behavior incongruent with the welfare of the classroom community and may take a number of forms and levels of intensity. This study seeks to determine the relationship between the Dark Triad personalities (Machiavellianism, narcissism, and psychopathy) and perceptions of appropriateness and frequency of academic incivilities. A sample of 519 university students indicated the degree to which each of 20 uncivil academic behaviors was perceived appropriate and how often students perceived those behaviors in the classroom. Factor analysis of the academic incivilities produced six factors: Low Class Engagement, Poor Class Presence, Student Retaliation, Cheating, Class Disruption, and Attempted Domination. Hierarchical linear regression analysis showed that Machiavellianism, and to a lesser extent, narcissism, predicted both perceptions that academic incivilities were appropriate and the frequency of observations of incivilities. Psychopathy had no relationship with either perceptions of appropriateness or frequency of observation.
We tested the scope of the congruency model of political preference by examining how people high in various dark personalities evaluate political candidates with dark characteristics. In Study 1, participants high in dark personalities reported enhanced self-possession of dark characteristics and, in general, more tolerance of those characteristics in politicians. In Study 2, although participants viewed a wholesome (vs. dark) politician as more similar to the self and likeable, this effect diminished as participants indicated greater possession of dark personalities. Exploratory analyses involving other perceiver traits (self-esteem, political conservatism/liberalism) yielded additional insights about tolerance for dark politicians. Findings contribute to understanding how people high in dark personalities evaluate others and offer a novel perspective on similarity-liking effects in candidate evaluation.
It is widely assumed that psychopathic personality traits promote success in high-powered, competitive contexts such as financial investment. By contrast, empirical studies find that psychopathic leaders can be charming and persuasive, but poor performers who mismanage, bully, and engage in unethical behavior. By coding nonverbal behaviors displayed in semistructured interviews, we identified the psychopathic, Machiavellian, and narcissistic tendencies in 101 hedge fund managers, and examined whether these traits were associated with financial performance over the course of 10 diverse years of economic volatility (2005-2015). Managers with greater psychopathic tendencies produced lower absolute returns than their less psychopathic peers, and managers with greater narcissistic traits produced decreased risk-adjusted returns. The discussion focuses on the costs of Dark Triad traits in financial investment, and organizational leadership more generally.
The Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) have been associated with the desire for power, status, and social dominance in the workplace, and these desires have been hypothesized to draw Dark Triad individuals towards occupations affording such outcomes. Following this reasoning, the Dark Triad may also influence educational choices. Research in other personality traits has shown that Big Five traits impact educational choices: Students in different academic majors differ on Big Five traits at enrollment. The aim of the present study was to explore whether there are also pre-existing Dark Triad differences across academic majors. Accordingly, the Big Five and the Dark Triad traits were measured in a sample of newly enrolled students (N = 487) in different academic majors (psychology, economics/business, law, and political science), and mean scores were compared. Group differences in the Big Five personality traits largely replicated previous findings. Group differences in the Dark Triad traits were also found and included medium and large effect sizes with the largest differences being between economics/business students (having high Dark Triad scores) and psychology students (having low Dark Triad scores). These findings indicate that Dark Triad as well as Big Five traits may influence educational choices.
The term dark triad refers to the constellation of narcissism, Machiavellianism, and psychopathy. Over the past few years, the concept has gained momentum, with many researchers assuming that the dark triad is a prominent antecedent of transgressive and norm-violating behavior. Our purpose in this meta-analytic review was to evaluate (a) interrelations among narcissism, Machiavellianism, and psychopathy; (b) gender differences in these traits; (c) how these traits are linked to normal personality factors; and (d) the psychosocial correlates of the dark triad. Our findings show that dark triad traits are substantially intercorrelated, somewhat more prevalent among men than women, predominantly related to the Big Five personality factor of agreeableness and the HEXACO factor of honesty-humility, and generally associated with various types of negative psychosocial outcomes. We question whether dark triad traits are sufficiently distinct and argue that the way they are currently measured is too simple to capture the malevolent sides of personality. Because most research in this domain is cross-sectional and based on self-reports, we recommend using a cross-informant approach and prospective, longitudinal research designs for studying the predictive value of dark triad features.
Objective:
The goal of the present study was to investigate whether having higher scores on maladaptive personality traits was related to rating these traits as more likable.
Method:
Two studies were conducted, one with personality disorder traits (N = 219; Mean age = 19.4; 63.8% female; 76.6% Caucasian) and one with general personality traits (N = 198; Mean age = 19.5; 69.7% female; 77.3% Caucasian). In each study, participants self-rated their own personality and separately provided ratings of how "likable" they considered those personality traits.
Results:
As expected, participants rated maladaptive traits more favorably if they considered themselves to possess those traits as well. Also as expected, individuals with higher antagonism scores (including self-rated Dark Triad constructs of narcissism, psychopathy, and Machiavellianism) rated antagonism and its related facets as "tolerable": not necessarily likable but as less unlikable than the average participant.
Conclusions:
These findings have implications for the ways that individuals with personality pathology perceive the people around them, which may in turn impact their expectations and behaviors. This article is protected by copyright. All rights reserved.
Leaders play a pivotal role in organizations. In the present study, we investigated the role of leaders' Dark Triad
traits (i.e., narcissism, psychopathy, and Machiavellianism) on employees' objective career success (i.e., salary
and number of promotions) and subjective career success (i.e., career satisfaction). Further, we investigated
how leaders' Dark Triad traits affect employees' well-being (i.e., emotional exhaustion and job satisfaction). In
a longitudinal study with two measurement points and a time lag of 3 months, 811 employees from the private
and public sector in Germany participated. Results from multiple regressions showed that leaders' Dark Triad
traits had, depending on the specific Dark Triad trait, bright and dark sides for employees. Narcissism turned
out to be the brightest Dark Triad trait with benefits for subordinates' objective and subjective career success,
and with no adverse effects on subordinates' well-being. Extending previous research by investigating the link
between leaders' Dark Triad traits on subordinates' outcomes, we found evidence for the assumption that Machiavellianism and psychopathy have detrimental effects, also when considering subordinates' career success and well-being. Implications for leadership and career research are derived.
Across two studies, we investigated individual differences in the tendency to cut corners at work, and assessed whether a range of personality traits predict this behavior. In two independent samples of Australians (N = 533) and Americans (N = 589), we examined individual differences in cutting corners at work and tested sex differences and the surrounding nomological network of cutting corners. Collectively, we found that men were more likely than women were to cut corners at work, which was fully a function of individual differences in psychopathy, Machiavellianism, and conscientious. Various personality traits accounted for individual differences in the tendency to cut corners at work, indicating that individuals with this tendency may be morally compromised, selfish, impulsive, and not forward-thinking. Results were generally unaffected by contextual factors, such as the hypothetical risks and rewards associated with cutting corners. In our discussion, we focus on the deleterious consequences of cutting corners and the importance of selection and Human Resource practices that address the potential fallout from having such people in the workplace.
Previous research suggests that narcissists (vs. non-narcissists) may be more tolerant of other narcissists. However, previous research on this topic has involved methodologies that rely on trait-relevant priming rather than observations of actual behavior, thus limiting the generalizability of the findings. The current study examined whether narcissists tolerate narcissists by assessing participants' reactions to actors behaving in a narcissistic or non-narcissistic fashion. Narcissism was positively associated with liking in the narcissistic-actor condition and negatively associated with liking in the non-narcissistic-actor condition. Path modeling suggested that this interaction was mediated by perceived similarity and tendencies to selectively interpret the actor's behavior. These findings have implications for how narcissists view other narcissists and interpret social information.
This study investigated how vocational interests are related to the Dark Triad – a cluster of three socially malevolent personality traits that include Machiavellianism, narcissism, and psychopathy. Participants completed self-report measures of vocational interests, Machiavellianism, narcissism, and psychopathy. Narcissism correlated positively with the artistic, social, biology, and business interest factors and with many of their associated scales. Machiavellianism correlated negatively with the social, applied, and work style factors. Psychopathy correlated positively with the science, biology, and business interest factors, and was negatively correlated with the social and work style factors. The results expand the understanding of personality and vocational interests and support the perspective that the Dark Triad consists of three related yet different dimensions.
Previous work has focused on the potential maladaptive consequences of the Dark Triad personality traits (i.e., Machiavellianism, psychopathy, and narcissism) in organizational contexts. This research builds upon this work, examining the influence of supervisor position power on the relationship between supervisor Dark Triad traits and abusive supervision in teams. Regression analysis on the data of 225 teams revealed that supervisor Machiavellianism is positively related to abusive supervision in work teams, but only when supervisors perceive their position power to be high rather than low. We discuss how power may function as an amplifier, bringing behavioral consequences of predispositions, emotions and beliefs to the forefront. We also focus on the value of differentiating between the three Dark Triad traits in order to more fully understand how they may relate to the abuse of employees.
Career/vocational counsellors and researchers have traditionally focused on career interest surveys as a way of better matching client to careers that they will find both interesting and rewarding. However, recent research has demonstrated that personality is also an important, significant predictor of vocational choice, though is distinct from career interests. Only recently have researchers begun to explore personality in a broader context, by examining personality constructs outside of the five-factor model (FFM). In the current study, we explored whether the Dark Triad would add incremental prediction in broad scales of career interests beyond that of the FFM. Our findings indicated that the Dark Triad accounted for incremental prediction and unique variance in career interests as measured by the Jackson Career Explorer. The implications of this are discussed.
Prior studies have documented how people in general respond to others’ narcissism, but existing research offers few clues about whether and how evaluator narcissism influences judgments of traits associated with narcissism. Participants completed the Narcissistic Personality Inventory and then evaluated hypothetical target persons. Target narcissism was conveyed through a single trait description (Study 1), a list of traits (Study 2), or Facebook content (Study 3). Narcissistic qualities were reliably viewed unfavorably, but narcissistic participants were comparatively less bothered by target narcissism and less positive in their judgments of targets without narcissistic qualities. In each study, symptoms of the presence or absence of narcissism had less impact on the social judgments of participants who were narcissistic.
Do narcissists really like other narcissists? Although some research suggests that the answer is ‘yes,’ the current study demonstrates that the answer to this question is not so simple. In this study, participants (N = 370) completed a survey in which they responded on a measure of trait narcissism and then were randomly assigned to rate the likability of people who were described by either 13 narcissistic traits (abstract-trait description condition) or 13 behavioral manifestations of these traits (concrete-behavior description condition). Results showed that narcissists (vs. non-narcissists) rated narcissistic others significantly more positively in the abstract-trait description condition, whereas this effect was non-significant (and slightly reversed) in the concrete-behavior description condition. Interestingly, this interaction effect was not modified by the contextual salience of one’s own (non)narcissistic identity. In sum, the present research presents a case of ‘narcissistic hypocrisy’ – narcissists claim to be more forgiving of narcissistic traits but do not follow through with this claim when led to confront manifestations of these traits. This finding adds to a growing body of work examining narcissists’ attitudes toward narcissism.
Organizational researchers have focused on the potential benefits of the Dark Triad personality traits (i.e., psychopathy, Machiavellianism, and narcissism) in organizational contexts. The current research builds on this research, examining the link between employee and supervisor Dark Triad traits and perceived employee innovative behavior (idea generation, idea promotion, and idea implementation) on the workfloor. Regression analysis on the data of 306 pairs of employees and their supervisors revealed that employee Machiavellianism was negatively related and employee psychopathy was not related to supervisor ratings of employee innovative behavior. In addition, a positive relationship between employee narcissism and supervisor ratings of employee innovative behavior emerged. However, this effect was weakened by supervisor narcissism: only when supervisors themselves were low on narcissism did employee narcissism foster positive perceptions of employee innovative behavior (specifically idea promotion). We discuss the value of differentiating between the three Dark Triad traits and the subscales of innovative behavior in order to more fully understand supervisors’ assessments of their employees.
Machiavellians are said to be manipulative people who reduce the social capital of the organization. Yet some authors note that Machiavellians are also highly adaptive individuals who are able to contribute, cooperate, and use pro-social strategies when it is advantageous to them. Here we study whether transformational leader behavior can stimulate Machiavellian followers to engage in organizationally desirable behaviors such as challenging organizational citizenship behavior. We hypothesized and found in two multi-source field studies that transformational leadership moderates the relationship between Machiavellianism and challenging organizational citizenship behavior. In Study 2, we hypothesized a moderated mediation model and found that enhanced job autonomy and accompanying intrinsic motivation relating to transformational leadership explain (part of) the relationship between transformational leader behavior and challenging citizenship behavior of Machiavellian followers.
Considerable research has been conducted based on the assumption that teachers’ psychological characteristics are associated with teaching effectiveness. However, the evidence for this assumption is limited: most research on the topic has been limited to investigations of the links between teachers’ self-reported characteristics and other within-teacher, self-reported outcomes. The purpose of this study was to systematically analyze the research exploring two psychological characteristics (self-efficacy and personality) and measures of teaching effectiveness (evaluated teaching performance and student achievement). Analysis of 43 studies representing 9, 216 participants reveals a significant but small effect size of r¯=.10 between overall psychological characteristics and teaching effectiveness. The strongest effect found was for self-efficacy on evaluated teaching performance (r¯=.28). Implications for practice and future research are discussed.
A recent review of the relationship between narcissism and CWB reported two key results: (a) narcissism is the dominant predictor of CWB among the dark triad personality traits, and (b) the narcissism–CWB relationship is moderated by ingroup collectivist culture (k = 9; N = 2,708; O'Boyle, Forsyth, Banks, & McDaniel, 2012). The current work seeks to enhance understanding of the narcissism–CWB relationship in five ways. First, we update O'Boyle et al.'s (2012) meta-analysis to include over 50 per cent more data (k = 16; N = 4,424), and demonstrate that narcissism remains the largest unique predictor of CWB after controlling for the Big Five personality traits. Second, we reveal that O'Boyle and colleagues' inference of cross-cultural moderation hinges on a single dataset from Bangladesh. Third, based on an original international dataset of on-line respondents, we reaffirm that ingroup collectivist culture does moderate/weaken the narcissism–CWB relationship. Fourth, we show that the narcissism–CWB relationship is stronger in published (corrected r = .48) versus unpublished studies (corrected r = .15). Finally, we propose a new moderator of the narcissism–CWB relationship: narcissism's facets. One facet (Entitlement/Exploitativeness) relates positively to CWB, whereas another facet of narcissism (Leadership/Authority) relates negatively to CWB.
Procrastination shares many features with the Dark Triad of personality, such as high impulsivity and low conscientiousness. We investigated the Dark Triad of personality (i.e., narcissism, Machiavellianism and psychopathy) in relation to two types of procrastination styles (i.e., arousal and avoidance procrastination) in an on-line survey with 369 participants. We found that avoidance procrastination had a positive relationship with secondary psychopathy and the Entitlement/Exploitativeness facet of the Narcissistic Personality Inventory. Arousal procrastination, in turn, had a negative relationship with the Leadership/Authority facet. Possible reasons for the findings are discussed with a reference to fast and slow Life History strategies.
Narcissism is characterized by traits such as dominance, self-confidence, a sense of entitlement, grandiosity, and low empathy. There is growing evidence that individuals with these characteristics often emerge as leaders, and that narcissistic CEOs may make more impulsive and risky decisions. We suggest that these tendencies may also affect how compensation is allocated among top management teams. Using employee ratings of personality for the CEOs of 32 prominent high-technology firms, we investigate whether more narcissistic CEOs have compensation packages that are systematically different from their less narcissistic peers, and specifically whether these differences increase the longer the CEO stays with the firm. As predicted, we find that more narcissistic CEOs who have been with their firm longer receive more total direct compensation (salary, bonus, and stock options), have more money in their total shareholdings, and have larger discrepancies between their own (higher) compensation and the other members of their team.
This study uses unobtrusive measures of the narcissism of chief executive officers (CEOs)—the prominence of the CEO's photograph in annual reports, the CEO's prominence in press releases, the CEO's use of first-person singular pronouns in interviews, and compensation relative to the second-highest-paid firm executive—to examine the effect of CEO narcissism on a firm's strategy and performance. Results of an empirical study of 111 CEOs in the computer hardware and software industries in 1992–2004 show that narcissism in CEOs is positively related to strategic dynamism and grandiosity, as well as the number and size of acquisitions, and it engenders extreme and fluctuating organizational performance. The results suggest that narcissistic CEOs favor bold actions that attract attention, resulting in big wins or big losses, but that, in these industries, their firms' performance is generally no better or worse than firms with non-narcissistic CEOs.
We used the Narcissistic Personality Inventory (NPI) to assess the degree of narcissism among celebrities. Results indicate that celebrities are significantly more narcissistic than MBA students and the general population. Contrary to findings in the population at large, in which men are more narcissistic than women, female celebrities were found to be significantly more narcissistic than their male counterparts. Reality television personalities had the highest overall scores on the NPI, followed by comedians, actors, and musicians. Further, our analyses fail to show any relationship between NPI scores and years of experience in the entertainment industry, suggesting that celebrities may have narcissistic tendencies prior to entering the industry.
Recent contributions to instructional communication theory and research have brought new attention to the issue of instructional influence in the classroom. This study explored the teacher trait Machiavellianism and its relationship with students' perceptions of teacher power. Data were drawn from paired samples of college teachers and classes of students. Teacher Machiavellianism was found to be negatively related to students' perceptions of teacher expert power and positively related with perceptions of teacher legitimate power. The results provide a theoretical foundation for future research in instructional communication. Implications of this study concerning the development of “state” or situational Machivellianism measure for teachers are discussed.