Machiavellianism in long‐term relationships: Competition,mate retention and sexual coercion

Machiavellianism is characterized by a manipulative interpersonal style and willingness to exploit others (Christie & Geis, 1970). Though previous research has focused on the influence of Machiavellianism in short‐term relationships, Machiavellianism may also influence behavior within long‐term committed romantic relationships. Heterosexual men (N = 93) and women (N = 141) in current romantic relationships of at least 12 months duration were recruited online. Participants completed Machiavellianism, Intra‐Sexual Competition, Mate Retention and Sexual Coercion scales. Regression analyses revealed that those with high levels of Machiavellianism were more likely to compete with same‐sex rivals, directly guard a mate and employ inter‐sexual or intra‐sexual negative inducements as a form of mate retention than those with low levels of the personality trait. Gender did not moderate the influence of Machiavellianism on these behaviors. Findings highlight the influence of Machiavellianism within long‐term committed romantic relationships.     

The Moderating Effect of Machiavellianism on the Psychological Contract Breach–Organizational Identification/Disidentification Relationships

Purpose

We explore whether Machiavellianism—a personality trait which describes the extent to which individuals ignore values and ethical considerations when the ends justify the means—will influence their responses to their employing organizations’ failure to fulfil promised obligations (psychological contracts). Specifically, we draw on psychological contracts theory and the group value model to argue that Machiavellianism will moderate the relationships between psychological contract breach and (1) organizational identification; and (2) organizational disidentification.

Design/Methodology/Approach

We tested our hypotheses in a study of 262 employees from various organizations at two points in time.

Findings

We found that psychological contract breach was negatively related to organizational identification and positively related to organizational disidentification. Furthermore, employees with higher levels of Machiavellianism tended to disidentify with their organizations to a greater extent (at Time 2) in response to psychological contract breach (at Time 1) than did employees with low levels of Machiavellianism. Machiavellianism did not moderate the relationship between psychological contract breach and organizational identification.

Implications

Our study contributes to extant research exploring the importance of Machiavellianism in the workplace. Specifically, we show that employees with high levels of Machiavellianism are more likely to disidentify in response to psychological contract breach but do not tend to identify to a lesser degree.

Originality/Value

This study builds on the extant research exploring individual differences in the psychological contract dynamics by considering Machiavellianism as a moderator of the breach–outcome relationship.     

工作场所的组织政治会危害员工绩效吗？基于个人-组织契合理论的视角

本研究基于个人-组织契合理论的视角, 通过对286份员工与直接主管的配对数据, 揭示了组织政治知觉对员工绩效(任务绩效和组织公民行为)的影响, 马基雅维利主义人格对这两者之间关系的调节作用, 组织认同在这两者之间的中介作用。层次回归分析结果发现：组织政治知觉对任务绩效、组织公民行为具有显著的消极影响, 马基雅维利主义人格可以显著调节组织政治知觉与任务绩效、组织公民行为两者之间的关系, 而组织认同是组织政治知觉与任务绩效、组织公民行为之间的完全中介变量。调节路径分析结果表明：马基雅维利主义对组织政治知觉与员工绩效之间关系的调节作用也是以组织认同为中介, 具体表现为被中介的调节作用。     

Machiavellian flexibility in negative mate retention

Among the Dark Triad traits (psychopathy, narcissism, and Machiavellianism), Machiavellianism is uniquely associated with flexibility. This flexibility should result in the use of aggressive short‐term tactics only when they do not interfere with long‐term goals. Study 1 found that individuals high in Machiavellianism differed from those high in psychopathy with respect to retrospective accounts of negative mate retention tactics. Study 2 found an interaction between Machiavellianism and relationship type such that individuals high in Machiavellianism tempered the use of negative tactics for long‐term (but not short‐term) relationships. The findings highlight the flexibility of the Machiavellianism construct and its relevance to mating strategies among the Dark Triad.     

The relation between memories of childhood psychological maltreatment and Machiavellianism

Machiavellianism is a hot topic in several branches of psychology. Using Life-History Theory several studies identified Machiavellianism as a fast life strategy. According to this idea, Machiavellianism should be related to childhood adversities. Using a sample of adults we investigated the relationship between Machiavellianism and self-reported memories of childhood psychological maltreatment. Participants (247 individuals, 141 female, 32.38 ± 5.43 years of age on average) completed the Mach-IV Scale and the Childhood Abuse and Trauma Scale. Results showed a relationship between neglect and Machiavellianism in general, Machiavellian tactics, and Machiavellian world view. There was also a marginally significant link between punishment and Machiavellian tactics. Results are discussed from a moral developmental perspective and through the alexithymia hypothesis of Machiavellianism.     

Machiavellianism in patients and their children.

The role of the family in the development of Machiavellianism was examined in this study. High- and low-Machiavellian sixth graders played a bluffing game. Their parents completed Machiavellian belief measures. The Machiavellianism of fathers and mothers was positively related to their children's success at deceiving others but not at seeing through others' attempts at deception. In addition, fathers' Machiavellianism was positively related to their children's Machiavellian beliefs. These data support a modeling hypothesis for the development of Machiavellianism. Unexpectedly, the children's own behaviors and beliefs were unrelated. This pattern of results suggests that a child's manipulative behaviors and beliefs are learned separately and only become consistent over time.     

The Dark Triad at work: How toxic employees get their way

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 tactics. 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.     

On the Dimensionality of Jones' (1986) Measures of Organizational Socialization Tactics

One of the most theoretically developed models of organizational socialization is Van Maanen and Schein's (1979) typology of six tactics. Jones' (1986) operationalization of these tactics has been used in most survey studies of the Van Maanen and Schein model. However, questions remain concerning the dimensionality of the operationalization. Self-report data from business school graduates after 4 months (n = 295) and 10 months (n = 222) on the job indicate that: (1) a 6-factor model better approximates the covariance matrix of the socialization items than do competing 1- and 3-factor models, (2) the 6-factor model better predicts certain work adjustment variables than the 3-factor model, and the 3-factor model better predicts certain variables than the 1-factor model, and (3) the collective, formal, sequential, fixed, serial, and investiture tactics are positively interrelated, suggesting a structured program of early work experience.     

Status Seeking and Manipulative Self‐presentation

Three studies examine the relation of dispositional status‐seeking with workplace self‐presentation behaviors. The first study showed that the status‐seeking motive provided incremental prediction, over and above narcissism and self‐monitoring, in self‐reported exaggerating, faking, and fabricating in job search. The second study showed that, after controlling for the traits from the five factor model of personality, status‐seeking predicted the undesirable job‐search behaviors, as well as use of impression‐management tactics at work. A field study showed that employee status seeking explained supervisor impressions of employee supplication and ingratiation, even after controlling for task and contextual performance. Male status‐seekers were also more likely to engage in intimidation. Status‐seeking appears to be an important motive for understanding manipulative self‐presentation at work.     

The Dark Triad and competitive psychological climate at work: A model of reciprocal relationships in dependence of age and organization change

ABSTRACT

Integrating an interactionist model of personality development, the cumulative continuity model of personality development, and selection–evocation–manipulation theory, the present study analysed reciprocal relations of the Dark Triad common core and its sub-traits of narcissism, psychopathy, and Machiavellianism with competitive psychological climate. Moreover, within a large (N = 1,185) and longitudinal sample of employees from Germany, latent cross-lagged panel analyses were applied to analyse the moderating roles of age and organization change (i.e., organizational turnover). Overall, results revealed positive reciprocal relations between the Dark Triad common core, its sub-traits, and competitive psychological climate. The Dark Triad common core and Machiavellianism were more stable within the older (50–59 years) compared to the younger (25–34 years) age group. However, we found no age differences for the relation between competitive psychological climate and change in the Dark Triad common core or its sub-traits. Among employees who changed organizations, the Dark Triad common core, narcissism, and psychopathy were more strongly positively related to the change in competitive psychological climate than in the non-change group. This suggests stronger selection compared to evocation–manipulation effects for individuals with high values in the Dark Triad common core, narcissism, and psychopathy, but not for Machiavellianism.     

Validation of the Greek Cypriot Translation of the Triarchic Psychopathy Measure

Psychopathy is conceived of as a pathological constellation of personality traits, manifested in aberrant behavioral, interpersonal, and emotional tendencies. This study examined within a Greek-speaking nonclinical sample (N = 419) associations between differing phenotypic dimensions of psychopathy (boldness, meanness, disinhibition) assessed via the Triarchic Psychopathy Measure (TriPM) and self-report criterion measures of psychopathology, personality, and history of abuse and neglect. Consistent with predictions of the triarchic model of psychopathy, evidence was found for distinct correlates of the 3 phenotypic dimensions. Boldness was associated with both adaptive (immunity to anxiety/distress, fearlessness, low hostility) and maladaptive tendencies (grandiose manipulative traits, Machiavellian features including desire for control/status, and verbal aggression). Meanness was related to callous and unemotional traits, features of Machiavellianism (e.g., amoral manipulation and distrust of others), physical aggression, and absence of positive parenting. Disinhibition, by contrast, was characterized by anxiety and distress, exposure to violence, and retrospective accounts of abuse history, along with impulsive, irresponsible, and hostile tendencies. These findings indicate that the Greek-Cypriot translation of the TriPM effectively assesses the constructs of the triarchic model and extend what we know about their empirical correlates.     

Women are not swayed by sugar‐coated acts of verbal sexual coercion

Sexual coercion is receiving much attention with the #MeToo movement. Not all of the tactics that perpetrators use to coerce sex are perceived to be equally unacceptable. This study examined factors that may mitigate negative perceptions, including features of the perpetrator's tactics (verbal vs. physical tactics, relationship‐focused vs. self‐focused reasons to coerce sex) and raters' own current relationship (commitment, dependence, sexually coercive experiences). College women (N = 498) rated whether the perpetrator's behavior was acceptable, was excusable, and would adversely affect a relationship. Verbal (vs. physical) coercion, dependence on a current partner, and sexually coercive experiences in a current relationship mitigated negative perceptions. However, participant ratings were not influenced by the perpetrator's use of relationship‐focused reasons for coercing sex (vs. self‐focused reasons), suggesting that women may resist male attempts to sugar‐coat sexual coercion.     

Borderline Personality Organization predicts Machiavellian interpersonal tactics

Despite the phenomenological (e.g., manipulativeness) and dynamic (i.e., emotion dysregulation) analogies between Machiavellianism and Borderline Personality Organization (BPO), the relationship between these constructs has not yet been investigated. In our study, 225 non-clinical, non-student adults (130 females; 32.33 ± 5.42 years of age on average) completed measures of BPO and Machiavellianism. Results showed that Machiavellian personality traits were positively correlated with fear of fusion, diffuse identity, and use of primitive defenses. Machiavellianism, in general, and Machiavellian interpersonal tactics were predicted by fear of fusion and use of primitive defenses. Results are discussed from the perspective of Life History Theory.     

Constraints for Some,Opportunities for Others? Interactive and Indirect Effects of Machiavellianism and Organizational Constraints on Task Performance Ratings

Purpose

The purpose of this study was to examine how the indirect relationship between Machiavellianism and task performance ratings is qualified by organizational constraints (e.g., inadequate resources). Contrary to past research, we suggest that constraints can actually facilitate performance ratings among highly Machiavellian employees because they seek to attain high ratings through self-interested behaviors and social influence processes rather than legitimate task performance. Thus, constraints that inhibit legitimate performers should actually create more opportunities for highly Machiavellian employees.

Design/Methodology/Approach

Data were collected from 110 subordinate–supervisor dyads that were recruited from Psychology courses at a small liberal arts college.

Findings

The results elaborate on past research focused on organizational constraints to reveal that the indirect relationship between Machiavellianism and task performance is positive and significant under conditions of high organizational constraints. This relationship is not significant and trends in a negative direction when constraints are low.

Implications

This study highlights the importance of considering how resource constraints impact different types of performers in organizations. When resources are abundant, legitimate performance is possible and Machiavellians are hampered in their ability to rely on careerist strategies to succeed. In contrast, high constraints create situations that enable Machiavellian behaviors to pay off.

Originality/Value

This study’s originality lies in its counterintuitive finding that organizational constraints might actually be beneficial for some employees who adopt Machiavellian, careerist strategies. This is the first study to demonstrate that constraints do not have consistent, negative effects on task performance and to elaborate on how constraints impact the performance of Machiavellian employees.     

Influences on Newcomers' Adjustment Tactic Use

In recent years, organizational socialization research has focused increasingly on the tactics that newcomers use to guide their own adjustment. Various subsets of adjustment tactics have been studied, with minimal rationale as to why newcomers would use different behaviors. We present a typology for newcomer adjustment tactics, comprising opportunistic, self‐determined, and shared behaviors, to categorize and integrate all newcomer adjustment tactics identified to date. Next, we propose a model in which tactic use is a function of cost–benefit analyses – on performance, ego, and social dimensions – influenced by individual and contextual factors. This integrates the diverse literatures on socialization, adjustment, information seeking, feedback seeking, and coping. Integrating our initial tactics categorization and the cost–benefit model, we present a robust set of propositions that inform newcomers' perceptions and use of adjustment tactics. We conclude by presenting theoretical and practical implications for newcomer adjustment.     

Bully/victim problems and their association with Machiavellianism and self‐efficacy in Greek primary school children

Background: Previous research demonstrated that Machiavellian beliefs are linked with bully/victim problems at school. However, Machiavellianism was treated as a single construct and not as multidimensional. Children's perceptions of self‐efficacy in both social and academic domains have been related to conflictual peer interactions but not directly to bully/victim problems. This study extends previous work by examining the association of Machiavellianism and self‐efficacy with bully/victim problems. Aims: The main purpose of this study was to examine the relationship between bully/victim problems and (a) components of Machiavellian beliefs, (b) Self‐efficacy for Assertion, (c) Self‐efficacy for Aggression and (d) Self‐efficacy for Learning and Performance, among school‐age children. It was also examined whether children who bully others and are bullied themselves (bully/victims) are a distinct group in terms of Machiavellian beliefs and the above perceptions of self‐efficacy. Sample: The sample consisted of 186 children drawn from the fourth to sixth grade classrooms of four primary schools in central Greece. Method: Peer victimization and bullying behaviour were assessed by two 6‐item self‐report scales (Austin & Joseph, 1996), Machiavellian beliefs with a 20‐item scale (Christie & Geis, 1970), Self‐efficacy for Assertion and Self‐efficacy for Aggression with two 6‐item scales (Egan & Perry, 1998) and Self‐efficacy for Learning and Performance with an 8‐item scale (Pintrich, Smith, Garcia, & McKeachie, 1991). Higher scores reflected greater victimization, bullying behaviour, Machiavellianism and domain specific self‐efficacy. Data were analysed using both correlational and categorical approach. Results: Factor analysis of the Kiddie Mach scale revealed four main factors: Lack of Faith in Human Nature, Manipulation, Dishonesty and Distrust. The results of the correlational approach suggest that both bullying and victimization are associated with most of these factors, overall Machiavellianism and self‐efficacy measures. Separate analyses for boys and girls provide a more precise picture of that association. The results of the categorical approach, regarding differences in the Kiddie Mach and Self‐efficacy scales between bullies, victims and bully/victims, suggest that bully/victims are a distinct group in terms of Lack of Faith in Human Nature and overall Machiavellianism. Moreover, bully/victims were found to be similar to victims with respect to Self‐efficacy for Assertion but similar to bullies with respect to Self‐efficacy for Aggression. Conclusions: Anti‐bullying interventions might profit from a greater focus on mastery‐oriented motivation and more emphasis on citizenship and interpersonal relationships in order to minimize children's aggression‐encouraging cognition and reduce Machiavellian attitudes. Further research is needed to explain satisfactorily the behaviour patterns of bully/victims.     

野心家取向:概念、测量、成因与影响

野心家取向指员工以非绩效取向的方式追求职业生涯发展的倾向。具有野心家取向的个体其生涯目标与组织目标不一致,坚信仅仅依靠绩效很难得到提升,需要运用组织政治行为、印象管理以及欺骗操纵策略获得晋升与高的绩效评定等级。对雇主的信任、感知到的组织公正、对生涯发展机会的感知、个体的交换意识、大五人格特质、马基雅维利主义以及原发性的精神病态等均会影响员工采取野心家取向的生涯发展态度。该取向雇员的工作满意度、生活满意度、内在工作动机、工作卷入度及组织承诺都比较低,而离职意向却很高,这会给组织带来消极后果。未来需从野心家取向的研究方法、变量与生态效度等方面进行深入探讨。     

Accountability processes and group dynamics: a SIDE perspective on the policing of an anti‐capitalist riot

This paper reports a study of public order policing during a major ‘anti‐capitalist’ riot. Officers were observed in the control room at New Scotland Yard throughout the event, and the two senior commanders were interviewed. The analysis demonstrates both the importance and the complexity of accountability concerns in determining police decisions. Officers are simultaneously accountable to multiple audiences who place different and sometimes contradictory demands upon them. Moreover officers in different positions may be subject to different accountability concerns. These lead to different action preferences that can create intra‐organizational conflict. For instance, senior commanders were reluctant to use tactics that the general public and other external audiences might view as escalating the conflict or endangering the safety of protestors. In contrast, junior officers were less concerned with external audiences and supported these tactics as necessary to protect police safety. The theoretical significance of these findings is framed in terms of the SIDE model. Copyright © 2008 John Wiley & Sons, Ltd.     

Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model

One of the most popular and often studied topics in the organizational socialization literature is Van Maanen and Schein’s [Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), Research in organizational behavior (Vol. 1), pp. 209-264. Greenwich, CT: JAI Press.] theory of organizational socialization tactics. Over 30 studies on socialization tactics have been conducted in the past 20 years. In this meta-analysis, we examine the relationships between six socialization tactics and various indicators of newcomer adjustment as well as the moderating effects of study design (cross-sectional vs. longitudinal), measurement scale (use of complete vs. modified tactics scale), and type of newcomer (recent graduates vs. other newcomers). Our results indicate that institutionalized socialization tactics were negatively related to role ambiguity, role conflict, and intentions to quit, and positively related to fit perceptions, job satisfaction, organizational commitment, job performance, and a custodial role orientation. We also found that the social tactics (serial and investiture) were the strongest predictors of adjustment outcomes. The results also indicated that the relationships between the tactics and outcomes were stronger for recent graduates compared to other newcomers; cross-sectional designs compared to longitudinal designs; and when Jones’ [Jones, G. R. (1986). Socialization tactics, self-efficacy, and newcomers’ adjustments to organizations. Academy of Management Journal, 29, 262-279.] complete scales were used compared to modified versions. Support was also found for a mediation model of newcomer adjustment in which role conflict, role ambiguity, and fit perceptions partially mediate some of the relationships between the socialization tactics and distal outcomes of adjustment. The implications of these results for research and practice are discussed.     

Nothing ventured nothing gained: Strong associations between reward sensitivity and two measures of Machiavellianism

Recent theoretical work on the Life History Theory and empirical findings on Machiavellianism suggest that Machiavellian individuals are motivated to acquire short-term benefits and prioritize situations with high potential rewards. Accordingly, in our study, we investigated the associations between reward/punishment sensitivity and Machiavellian interpersonal tactics with self-report measures. Moreover, as a first attempt, we investigated the correlates of Machiavellianism and the behavioral preference for rewards with the IOWA Gambling task (IGT). The results showed robust positive associations of Machiavellian behavioral characteristics with Sensitivity to Reward, and a moderately negative correlation with Sensitivity to Punishment. This finding was further supported by IGT: Machiavellians tended to make reward-oriented decisions.