Our research investigated whether the dark triad personality traits relate to work attitude including work-related motivation, organizational identification, organizational commitment, and job satisfaction. We hypothesized that subclinical narcissism is associated positively, while subclinical psychopathy is associated negatively with work attitude. We also investigated the relationships between Machiavellianism and work attitude but did not formulate any hypothesis because of the mixed previous findings. Two studies (N-Total = 688) assessed these predictions. Importantly, in Study 2 we obtained both self-report and observer-report measures of dark triad traits and achievement motivation. Results supported our predictions. The findings suggest that each dark triad trait has a distinct relationship with work outcomes. Furthermore, the participants' self- and other-rated dark triad personality traits only correlated weakly. Implications of these findings are discussed.

The present studies were aimed at developing the Hungarian version of the Short Dark Triad questionnaire (SD3-HU). The internal structure of the translated questionnaire was examined with confirmatory factor analysis and exploratory structural equation modeling. Then the construct and concurrent validity of the Hungarian version was tested. The obtained results were based on a total of seven independent samples (N-TOTAL = 2161). While the internal structure of the SD3-HU showed inconsistencies with that of the original SD3, it proved consistent with adaptations developed in other languages. The SD3-HU showed adequate construct and concurrent validity. In line with the conceptual framework of, and previous empirical findings on the Dark Triad, each dark trait showed the expected associations with broad personality dimensions, sensation seeking, character strengths, work motivation, and counterproductive work behaviors. Furthermore, self-ratings on the SD3-HU were consistent with peer ratings. In sum, the SD3-HU is a reliable and valid measure of the dark traits.

People with high dark triad tendencies are often found in leadership positions. Yet research is lacking on whether dark triad personality traits positively correlate with the height of leadership levels (no leadership position, low-level leaders, high-level leaders, head and founder of the company). To explore this relationship between the dark triad and these leadership levels, three studies (NGermany = 137; NHungary = 333; NBothCountries = 355) were conducted, to measure dark triad scores for each leadership level. The results reveal that people in higher leadership levels display both higher self-rated and subordinate-rated dark triad scores. Further research is needed to investigate whether this finding is replicable for more objective measures and longitudinal studies as well as cultural norms, which may discourage or support dark triad traits. As the organizations are an important factor in promoting ethic-oriented behavior in individuals, one practical implication could be increased focus on developing ethical behavior during the assessment and training of leadership positions.

The present study examined the incremental validity of dark personality traits (DT) in predicting workplace outcomes beyond the predictive power of HEXACO model of personality. A sample of 350 Hungarian working adults completed self-report measures of the DT, HEXACO model of personality, and workplace outcomes such as organizational citizenship behavior (OCB), counterproductive work behavior (CWB), turnover intention, and work-related corruption intention. The results showed that the DT traits counted for measurable unique variance in CWB and work-related corruption intention but not in OCB and turnover intention. More specifically, subclinical psychopathy predicted both CWB and corruption intention, while Machiavellianism predicted corruption intention. Subclinical narcissism was unrelated to the outcome variables. These unique variances beyond the HEXACO model of personality were generally small.

tapasztalatok magyar munkavállalók

Direct and indirect costs of work-related stress can be measured in both humanistic and financial terms. In Hungary and the other Central and Eastern European countries chronic stress-related diseases, like depression, premature cardiovascular illnesses, and overall mortality rates are higher in comparison to western countries, primarily among men. The vast majority of the adult population is employed in some capacity and the average person spends more time working than in any other waking activity. Working conditions can exert influence on employee well-being. The present study aimed to explore the relationship between the perceived type of organizational culture (team, adhocracy, market, hierarchy) and employee well-being (perceived work-related stress, organizational identification, and turnover intention). Employees (N= 256) from different Hungarian companies (Study 1) and employees (N= 112) from Hungarian information technology firms (Study 2) completed a questionnaire battery measuring demographics, perceived organizational culture (OCAI), work-related stress (CSP), job satisfaction (JSS), and turnover intention (TIS-6). Our results show that the perceived organizational culture can significantly influence employees’ well-being as reflected in their perceived stress level, turnover intention, and organizational identification. Our study is cross-sectional and explorative. Common method bias could overestimate the results due to the use of self-reported measures. Decreasing chronic stress factors and increasing employees’ well-being are common objectives in the 21st century. In relation to these objectives, the present study provides information on employee well-being and optimal working conditions focusing on the fastest- growing industry.

Absztrakt: Tanulmányunkban az elvándorlási szándék szervezetpszichológiai irodalmának feldolgozását kísérlejük

The present studies examined the evaluation of supervisors, perceived organizational culture, perceived organizational corruption, and perceived organizational justice as predictors of organizational citizenship behaviors (OCBs). Almost 1500 Hungarian working adults took part in the present studies. The results showed that the evaluation of supervisors, perceived organizational culture, perceived organizational corruption, and perceived organizational justice are all significant predictors of extra-role behaviors. The mediation analyses also showed that the relationship between these predictors and OCBs is mediated by job satisfaction, organizational commitment, and organizational identification. It seems to be true that good organizations “produce” good soldiers. The study’s implication for theory and research were discussed, its limitations were identified.

The present study examined dark triad personality traits as predictors of in-role and extra-role work-related behaviors above and beyond the effects of relevant dispositional and situational variables. 256 Hungarian working adults (M-age = 37.121 years, SDage = 11.99 years) took part in the present study. The results showed that only subclinical psychopathy was a consistent negative predictor of in-role and extra-role behaviors. When psychopathy was controlled for, Machiavellianism was positively related to organizational citizenship behaviors beneficial to the organization and to the performance of in-role behaviors, but was unrelated to citizenship behaviors beneficial to individuals. Subclinical narcissism was unrelated to the outcome variables. Together, these results can contribute to the understanding of the role of dark triad personality traits in the prediction of in-role and extra-role behaviors. The study's implication for theory and research were discussed, its limitations were identified, and directions for future research were suggested.