Dark Personalities in the Workplace defines dark personalities, their prevalence in the workplace, and how they are best managed. The book brings together research in psychology and business to both profile these employees and impart best practices for businesses to manage them. Chapters explore narcissism, Machiavellianism, and psychopathy in a work context. Coverage includes common behaviors such as incivility, negative attitudes, counterproductive behavior and escalating to harassment, bullying, violence, and fraud. Practical advice is given on how to avoid hiring dark personalities, avoid promoting dark personalities, and how to perform investigations and interventions with dark personalities. With a background in forensic psychology and industrial/organizational psychology, Cynthia Mathieu provides a researched understanding to these personalities, case studies to better understand them, and practical tools and applied solutions for dealing with them. Integrates psychology and business literature on dark personalities Identifies common personality features and behaviors Suggests HR protocols to avoid hiring dark personalities Addresses how to manage and review performance for dark personalities Explores the importance of leadership and organizational culture Presents case studies and applied solutions Provides recommendations for investigations and interventions

An uptodate exploration of the role of dark personality traits in the workplace? Explores innovative methodology, dark leadership, and more? Contributions are written by international experts? All contributions are peer-reviewedThis collection of contributions by international experts in the field provides an update on dark personality in the workplace, covering several different aspects including narcissism, power motives, and leadership outcomes of dark personality. Data has been collected in different countries, using different methodological approaches, and all contributions underwent peer review.The volume comprises current reviews of dark personality and narcissism in the workplace, explores innovative methodological approaches to measuring dark personality, looks at how to deal with dark leadership as well as presents several empirical contributions on the relationships between dark triad personality traits and states, power motives, motivation to lead, and abusive supervision. This is essential reading for personality researchers, occupational psychologist, and anyone interested in the Dark Triad and other dark personality traits.

This book analyses the conceptualization of psychopathic personality disorder for criminal/forensic populations and examines in depth the emerging phenomenon of the ‘corporate psychopath’. In doing so its authors expose the paradoxical nature of the disorder: while it is frequently associated with antisocial, criminal and predatory behaviour, more recent studies have highlighted examples of creative, visionary and inspiring leaders who are also found to present a high degree of psychopathy. They focus on the nature, behaviours and consequences of psychopathy in executives and across the organization, offering an important contribution to the emerging body of research on psychopathy and other problematic personality constructs in the workplace. The book will appeal to scholars, students and professionals across the discipline, and particularly to those working in workplace, forensic and personality psychology.

There has been a growing interest among scholars in the fields of organizational behaviour and industrial psychology in what can be termed "the dark side of the organizations." A main concept in this regard this is both important and relevant counterproductive work behaviours (CWBs), which can be defined as deliberate actions that harm the organization or its members. These behaviours include a variety of acts that can be directed toward organizations (CWB-O) or toward other people (CWB-P). Destroying organizational property, purposely doing work incorrectly, and taking unauthorized work breaks are examples of CWB-O, whereas hitting a co-worker, insulting others, and shouting at someone are forms of CWB-P. Despite the growing interest in CWBs as a research issue, not enough is known about the determinants of CWBs. The goal of Counterproductive Work Behaviors therefore is to cover this stimulating, important, and innovative issue of dark triad personalities in the workplace. The book will deal with important aspects of this issue, such as the characteristics of dark triad personalities, how they operate and damage organizations, what organizations are more vulnerable to them, ways to diagnose and detect them, and ways to handle dark triad personalities and prevent them from harming organizations and employees. There is no doubt that the issues covered by Counterproductive Work Behaviors will continue to attract academic attention and therefore the book is essential reading for researchers, academics and business professionals alike in the fields of Organizational Studies and Behaviour, Organizational Psychology, Strategy, Human Resource Management, Leadership and the related disciplines.

Leadership, Work, and the Dark Side of Personality uses an interpersonal psychological perspective to unite general theories of both personality and leadership. By focusing in on the interpersonal, the book characterizes social behaviors by their agency (how dominant they are) and by their communion (how relational and nurturing they are). It argues that these interpersonal dimensions align closely with the traditional structure of leader behaviors—both task-related and relationship oriented behaviors—and uses those frameworks to orient trait theory for both normal-range personality traits and subclinical (dark side) traits. After overviewing the history of leadership theory, reviewing normal range personality traits (Extraversion, Neuroticism, Conscientiousness, Agreeableness and Openness) and subclinical traits, such as the Dark Triad (Narcissism, Machiavellianism and Psychopathy), the book moves on to thoroughly bring the perspective of interpersonal psychology to bear on questions of personality and leadership, and ends by narrowing in on how the dark side of personality affects the leadership process—for better and for worse. Discusses the role of personality in job performance and satisfaction Critiques both historical and contemporary leadership approaches Includes lesser known approaches to leadership, such as paternalism and empowerment Narrows in on the dark side of personality and the role it plays in the leadership process Distinguishes between effective leaders and successful leaders

How to use the dark triad in personnel selection Presents the latest research and theories Highlights the gains and risks of these traits Provides concrete recommendations for use in selection processes Summarizes legal and professional guidelines More about the book This book explores the theoretical basis and state of the art of research on narcissism, Machiavellianism, and subclinical psychopathy. It also answers complex questions on the structure of the dark triad and its measurement for practical applications. Learn about how people high in these characteristics can, on the one hand, experience individual career success and high work performance and, on other hand, present risks in the workplace with abusive and destructive leadership and counterproductive behavior. In addition, the author summarizes the legal and professional guidelines when assessing the dark personality characteristics of job applicants, examines the acceptance and social validity of such assessments, evaluates the available instruments, and makes recommendations for practical applications and further research. With the focus on practical applications, the book presents the development, quality, and application of a test designed for use in organizations to capture the dark triad in the workplace. Concrete recommendations are given on how to use the characteristics narcissism, Machiavellianism, and subclinical psychopathy in personnel selection. Researchers and practitioners interested in applying the dark triad in personnel work will find this book full of valuable information on how to undertake legally compliant processes and how to utilize the great potential these personality characteristics have in making decisions on aptitude.

Learn which dark side of personality assessment to use and when Introduces different assessment tools Highlights the nuances between tests Presents the relevant psychometric properties Explores findings about human nature More about the book We encounter people who possess undesirable dark sides of personality at low levels in our day to day lives, whether it is the boss who acts like a jerk, a cheating partner, or a friend who rubs everyone up the wrong way. This volume explores the latest research on the assessment of the dark personality traits, including the dark triad of narcissism, Machiavellianism, and psychopathy, and more. The internationally renowned group of contributors provide a comprehensive, evidence-based overview of the personality traits currently being explored. Each chapter reviews two main topics. First, a particular measure used to study such traits is discussed. This section is geared to help the reader to understand how researchers in this area capture data on these traits and to best decide which instrument they want to use and when. Second, each chapter then details what the psychometric data on the test reveals about human nature, including topics such as sex differences, workplace behaviors, sexuality, and value systems. In this way, the contributors highlight how the convergence of research from various measures can provide a broad mosaic of information about people colloquially called psychopaths, narcissists, spiteful, Machiavellian, and sadists. This book is essential reading for anyone interested in test development and practitioners interested in the dark side personality traits.

Social Exchange Theory postulates that individuals build relationships on the basis that the parties involved are mutually engaging in reciprocity of benefits or rewards. Social exchange theory implies certain belief systems and dispositions shift expected ways of relating to organizations, with some more willing to exploit co-workers and organizations. The following study compared the bivariate and incremental importance of the Dark Triad (Psychopathy, Narcissism, and Machiavellianism) in relation to the Triadic Cultural Codes (Face, Honor, and Dignity) in predicting counterproductive work behaviors, both globally and broken down by interpersonal (CWB-I) and organizationally (CWB-O) directed acts. We found significant associations for all three Dark Traits with CWB but non-significant effects for all cultural codes. Both multiple and hierarchical regression confirm that cultural norms play no role in deviant work behavior. These findings suggest that character adaptations stemming from culture do not predict CWBs beyond the demonstrated relationship with dark personality traits that underlie more fundamental tendencies and dispositions. Post-hoc analyses show that Machiavellianism is predictive of CWB-O, which implies that Machiavellians tend to engage in CWBs directed at the organization (e.g. theft and sabotage) out of cynicism toward workplace politics. Narcissism was found to be predictive of CWB-I, which aligns with research that narcissists tend to utilize strategies that reinforce their perceived superiority over other individuals (e.g. bullying). Finally, psychopathy was found to be predictive of both CWB-O and CWB-I, which supports research implications that psychopaths tend to impulsively harm individuals and their organization’s property as a byproduct of their disinhibition.