This study examined how leaders’ Dark Tetrad traits - narcissism, Machiavellianism, psychopathy, and sadism - relate to perceived leadership effectiveness, and whether team members’ knowledge-sharing behaviors mediate these associations. Curvilinear regression analyses conducted with a sample of 217 employees revealed that narcissism exhibited an inverted U-shaped relationship with leadership effectiveness. In contrast, Machiavellianism, psychopathy, and sadism were only negatively and linearly associated with leader effectiveness. Regarding knowledge-sharing, sadism demonstrated a significant curvilinear (U-shaped) relationship, while other traits yielded either weak or non-significant patterns. Knowledge-sharing itself followed an inverted U-shape curvilinear path in predicting leadership effectiveness. Knowledge-sharing behaviors did not mediate the relationship between Dark Tetrad traits and leadership effectiveness. These findings suggest that dark traits may display context-dependent adaptability, particularly at moderate levels, challenging traditional linear models in leadership research. They highlight the role of nonlinear dynamics in effective leadership. Limits and future directions are presented.
This study reports on a revised version of the Evaluation of Motivational Persistence questionnaire, expanding the original three-factor model by adding Ambition, Planning, and Self-discipline subscales. Psychometric properties were evaluated in two convenience samples totaling 3,875 participants. The subscales demonstrated generally good internal consistency and composite reliability, although Ambition and Self-discipline were slightly lower, indicating areas for improvement. Confirmatory factor analyses supported a five-factor factorial structure, suggesting that the Recurrence of unattained goals subscale should be eliminated. Measurement invariance across gender was also tested and received support. Convergent validity was assessed using average variance extracted and discriminant validity was examined via the Fornell–Larcker criterion, with most subscales meeting criteria, while a few subscale pairs displayed overlap that warrants further examination. Construct validity was further supported by correlations with established measures. While the instrument demonstrates promise for research and applied settings, additional work is required to strengthen its psychometric properties.
This study examines how occupational stress shapes employee well-being and withdrawal intentions across age and generational groups in a Romanian engineering company. Drawing on job demands–resources, conservation of resources, and lifespan perspectives, we tested a model linking stress, emotional exhaustion, job satisfaction, organizational commitment, and turnover intention. Using validated scales and survey data from 93 employees representing Generations X, Y, and Z, we combined regression and PROCESS analyses to evaluate direct, mediating, and moderating relationships. Findings show that stress undermines key attitudes and increases withdrawal risk, with emotional exhaustion and commitment playing central explanatory roles. While generational differences emerged, many effects were better explained by linear age. The study advances understanding of stress–strain processes and their implications for retention.
Previous literature investigated several aspects of workplace ostracism (WO). However, no prior research has explored the link between WO, work-related rumination, and the buffering role of (workplace) micro-breaks in a military context. Evidence regarding the moderating role of micro-breaks in this link is scarce, especially concerning work-related rumination. Building on the Conservation of Resources Theory and the Effort-Recovery Model, this study examined the relations between WO, work-related ruminations, and the potential moderating effect of micro-breaks among non-flight and flight crew personnel within the Romanian Air Force. A cross-sectional survey involving 210 military personnel revealed that WO is related to work-related ruminations. Additionally, micro-breaks moderated this relationship. Our study contributes to the existing literature by exploring how and when WO influences recovery at work (internal) and home (external), drawing from a resource perspective. These results' implications, theoretically and practically, are discussed along with suggestions for future research directions.
