Leader mistreatment,employee hostility,and deviant behaviors: Integrating self-uncertainty and thwarted needs perspectives on deviance

Integrating self-uncertainty management and thwarted needs perspectives on leader mistreatment and workplace deviance, we examine when and why leader mistreatment is associated with workplace deviance. We propose that competence uncertainty strengthens the relationship between leader mistreatment and workplace deviance and that hostility mediates this interactive effect. Four field studies and one experiment support the hypotheses. The first two studies provide evidence for the predicted interaction between leader mistreatment and competence uncertainty, and the next three studies demonstrate that hostility mediates this interactive effect. We discuss an extended social exchange explanation of workplace deviance and highlight the psychological interplay between motives, cognition, and affect in reciprocating leader mistreatment.     

The personality traits of workplace bullies are often shared by their victims: Is there a dark side to victims?

In this exploratory study, we examined the extent to which both workplace bullies and victims possess bully-typifying traits, using a 22-item scale that simultaneously measures perpetrators and targets of negative workplace acts. Participants were 224 Canadian university students aged 18–47 with prior work experience. Bivariate correlational analyses determined that bullying others was positively associated with measures of Machiavellianism, narcissism, psychoticism, aggression, and disinhibition. Being a victim was positively associated with the same Machiavellianism, narcissism, psychoticism, and aggression measures. Hierarchical regression analyses indicated that an “alternative dark triad” of Machiavellianism, narcissism, and psychoticism related significantly to bullying scores; while psychoticism and Machiavellianism related significantly to victim scores. Aggression and sensation seeking measures failed to account for significant variance in bully or victim scores beyond the triad variables. The vast majority of bullies (89.7%) and many victims (41.7%) were bully/victims, operationally defined as being both perpetrators and targets at least once per week in the last 6 months. Researchers and employers would do well to recognize the presence of bully/victims in their efforts to understand and reduce workplace bullying.     

Protest,Exit, or Deviance: Adjunct University Faculty Reactions to Occupational Rank‐Based Mistreatment1

University faculty hired for short‐term contracts rated occupational rank‐based mistreatment; as well as willingness to protest, leave their position, or engage in workplace deviance. How respondents reacted to mistreatment was shaped by identification with their occupational rank and source of mistreatment (administrators or colleagues). Administrative mistreatment increased willingness to protest and engage in workplace deviance for respondents who were less identified; faculty mistreatment decreased willingness to protest. Respondents who identified more with occupational rank were less sensitive to differences in mistreatment. These data suggest that if the mistreatment source “fits” the intergroup context, people will challenge the situation, but if it does not fit respondent expectations, collective challenge is less likely, particularly among people who identify less with their group.     

Effects of Dark Tetrad traits on utilitarian moral judgement: The role of personal involvement and familiarity with the victim

The aim of this study was to re‐examine relations between dark traits and utilitarian moral judgement in sacrificial moral dilemmas by taking into account two contextual characteristics of dilemmas: the actor’s role in sacrificing (personal or impersonal involvement in inflicting harm) and the actor’s familiarity with the victim (a known or an unknown person). Results showed that all dark traits, except for psychopathy, obtained significant main and positive effects on utilitarian moral judgement. However, psychopathy and sadism obtained interaction effects with dilemma type, indicating the importance of the specific context of moral judgement in individuals with these traits. Furthermore, among all dark traits, only sadism showed an incremental contribution to utilitarian judgement over empathy and HEXACO traits, with the highest contribution to dilemmas that include personal harm. Results highlighted the role of enjoyment of cruelty in utilitarian moral judgement.     

The Relation Between Different Facets of Creativity and the Dark Side of Personality

This study examined the relation between different facets of creativity and personality, focusing on the dark side of personality. In a sample of 247 students, psychometric measures for the assessment of the dark triad of personality (subclinical narcissism, Machiavellianism, subclinical psychopathy), personality organization (structural deficit: identity diffusion, primitive defenses, reality testing), and the conventional 5 Factor personality variables were administered. Creativity was operationalized via divergent thinking measures and via self-assessment creativity scales. Regression analyses revealed openness as strongest predictor for both self-estimated creativity and divergent thinking performance. Self-estimated creativity was also significantly predicted by narcissism and reduced reality testing. Correlational analyses further revealed that divergent thinking performance was weakly negatively correlated with Machiavellianism and subclinical psychopathy, but it was positively associated with openness and extraversion. According to our findings, facets of the bright side of personality (such as openness) seem to have a much stronger link to creativity than less desirable personality traits do.     

Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment

This article examined the relationships and outcomes of behaviors falling at the interface of general and sexual forms of interpersonal mistreatment in the workplace. Data were collected with surveys of two different female populations (Ns = 833 and 1,425) working within a large public-sector organization. Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two. Moreover, these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience. This behavior type (or behavior combination) effect remained significant even after controlling for behavior frequency. The findings are interpreted from perspectives on sexual aggression, social power, and multiple victimization.     

Inching Toward Inclusiveness: Diversity Climate,Interpersonal Conflict and Well-Being in Women Nurses

Interpersonal conflict is a type of mistreatment acknowledged to be a serious problem in the United States workplace, particularly for women. This interpersonal conflict is related to negative outcomes in women, as well as the exclusion of women in the workplace, which highlights the importance of investigating ways to reduce this conflict. There is reason to believe that features of the social work environment may impact the prevalence of interpersonal conflict targeted at women. In particular, the extent to which a workplace includes social norms prohibiting mistreatment based on differences—a diversity climate—should be associated with lower levels of interpersonal conflict for women. As such, the goal of the current study was to examine the impact of diversity climate on the experience of interpersonal conflict in women. Additionally, well-being outcomes—burnout and engagement—were assessed as part of a model of diversity climate, interpersonal conflict, and outcomes. In a sample of 172 White women nurses from the northwestern U.S., three sources of conflict (physicians, manager and coworker) were found to relate negatively with diversity climate perceptions. Diversity climate perceptions were also associated with higher work engagement, and indirectly related to both engagement and burnout through conflict. The findings indicate that cultivating a diversity climate might be an important strategy to reduce interpersonal conflict experienced by women in the workplace.     

Sexual harassment expanded: An examination of the relationships among sexual harassment,sex discrimination,and aggression in the workplace

We hypothesized that sexual harassment is part of a broader behavioral family including aggression and discrimination. We examined whether the relationships between these types of mistreatment can be represented well by a general factor that relates to other workplace variables. Evidence from military datasets showed that sexual harassment, sex discrimination, and workplace aggression can be conceptualized as a more general factor that functioned well in an integrated model of sexual harassment and was experienced differently by men and women. Thus, there is utility in examining these types of mistreatment both together and independently, both for research and prevention purposes.     

Feeling bad and doing good: The effect of customer mistreatment on service employee's daily display of helping behaviors

Mistreatment by customers is a common occurrence for many frontline service employees. Although some evidence suggests that employees engage in dysfunctional workplace behaviors as a result of mistreatment, others studies have suggested that employees may cope with such negative experiences by helping others. Drawing on negative state relief theory, we conducted 2 studies to test these relationships and examine whether service employees cope with negative emotions arising from such daily customer mistreatment by engaging in helping others. In Study 1, daily surveys from 70 restaurant employees showed that daily customer mistreatment predicted the experience of negative moods the next morning, which, in turn, led to higher levels of coworker helping the next day. In Study 2, daily surveys from 54 retail employees showed that daily customer mistreatment led to higher customer helping the next day, but only when customer orientation was high. Our results further show that helping behavior was associated with elevated positive affective experiences and that the proposed relationships differ depending on whether customer mistreatment is measured at a daily or a cumulative perspective. Specifically, cumulative customer mistreatment over time decreased general helping. These findings are discussed in relation to employees' coping strategies towards acute and cumulative mistreatment.     

Positive Leader Behaviors and Workplace Incivility: the Mediating Role of Perceived Norms for Respect

Scholars have called for research on the antecedents of mistreatment in organizations such as workplace incivility, as well as the theoretical mechanisms that explain their linkage. To address this call, the present study draws upon social information processing and social cognitive theories to investigate the relationship between positive leader behaviors—those associated with charismatic leadership and ethical leadership—and workers’ experiences of workplace incivility through their perceptions of norms for respect. Relationships were separately examined in two field studies using multi-source data (employees and coworkers in study 1, employees and supervisors in study 2). Results suggest that charismatic leadership (study 1) and ethical leadership (study 2) are negatively related to employee experiences of workplace incivility through employee perceptions of norms for respect. Norms for respect appear to operate as a mediating mechanism through which positive forms of leadership may negatively relate to workplace incivility. The paper concludes with a discussion of implications for organizations regarding leader behaviors that foster norms for respect and curb uncivil behaviors at work.     

Leadership and approaches to the management of workplace bullying

Leadership behaviour has been identified as an important antecedent of workplace bullying since managers may prevent, permit, or engage in the mistreatment of others. However, the issue of how managers respond when bullying occurs has received limited attention. With this in mind, the aim of this study was to explore how managers behave when bullying occurs in their work group and to elucidate the contextual issues that underlie this behaviour. This was achieved through analysis of in-depth interviews with individuals involved in cases of bullying. The findings revealed a typology of four types of management behaviour in cases of bullying, each underpinned by contextual factors at the individual, group, and organizational levels. The study shows that the role of leadership in workplace bullying is more complex than previously thought and suggests several ways in which managers and organizations could deal with bullying behaviour.     

Musculoskeletal status and disability of MMPI profile subgroups among patients with low back pain

The Minnesota Multiphasic Personality Inventory (MMPI) profiles of 205 male and 157 female patients with acute and chronic low back pain (LBP) were studied for replicable homogeneous subgroups using three cluster-analysis procedures. Two normal and three clinically elevated profile subgroups were identified. The two normal subgroups were characterized by relatively normal musculoskeletal condition and were least disabled, but they differed somewhat from each other in duration of pain, presence of physical abnormalities, and daily functioning. The third subgroup had the following characteristics: an elevated neurotic triad, greatest duration of symptoms, most abnormal physical findings, greatest limitation of motion, most pain complaints during physical examination, and the fewest number of intact functional activities. The fourth subgroup, with an elevated neurotic triad plus subclinical elevations on other scales, had somewhat less musculoskeletal impairment but had extensive work disability, financial compensation, and previous surgeries. The fifth and most pathologic profile subgroup surprisingly consisted largely of acute-pain patients whose musculoskeletal condition and daily functioning were similar to those of the normal subgroups. Patients in the three abnormal MMPI subgroups were exposed to more LBP physical-risk factors in the workplace. Implications for psychological treatment with these different profile types are discussed.     

Beyond targets: consequences of vicarious exposure to misogyny at work

The present study tested a model examining 2 indicators of a hostile interpersonal workplace climate for women-observed hostility (i.e., incivility and sexual harassment) toward women and perceived organizational unresponsiveness to sexual harassment--and how they relate to well-being and withdrawal for employees. Participants included 871 female and 831 male employees from a public university. According to structural equation analyses, observing hostility toward women and perceiving the organization as lax about harassment predict lower well-being, which translates into higher organizational withdrawal for both female and male employees. Results hold even after controlling for personal mistreatment, negative affectivity, and observed hostility toward men. These findings suggest that working in a misogynistic environment can have negative effects for all employees.     

Facing a psychopath: Detecting the dark triad from emotionally-neutral faces, using prototypes from the Personality Faceaurus

Is facial structure a valid cue of the dark triad of personality (Machiavellianism, narcissism, and psychopathy)? I obtained self-reports and peer reports of personality as well as expression-neutral photographs of targets, and then I created prototypes of people high and low on each of the three dimensions by digitally combining select photographs of Caucasian targets. The results indicated that unacquainted observers reliably detected the dark triad composite, especially in female prototypes. Thus, not only is the dark triad a set of psycho-social characteristics—it may also be a set of physical–morphological characteristics. In the Discussion, I introduce a website that stores these personality prototypes and many others (http://www.nickholtzman.com/faceaurus.htm).     

Pain-related correlates of MMPI profile subgroups among back pain patients

The MMPI profiles of 96 male and 218 female patients attending a back pain clinic in a private university-affiliated, orthopedic hospital were analyzed by a hierarchical clustering procedure. The clustering procedure produced four male and four female profile subgroups. The subgroups were compared with one another on the basis of patients' responses to the Cornell Medical Index and revised McGill Pain Assessment Questionnaire. Within the male and female patient cohorts it was found that profile subgroups featuring elevated clinical scales showed greater disruptions of daily activities than did subgroups with relatively unelevated profiles. However, profile subgroups with elevations primarily on the neurotic triad scales reported greater affective disturbance and disruption of daily activities than did subgroups with elevations on both the neurotic triad and relatively psychotic scales. In addition, profile subgroups with subclinical elevations on the neurotic triad scales appeared to have adjusted to their pain experience more poorly than did subgroups that featured scores on nearly all clinical scales that were within one standard deviation of the mean. Suggestions are provided for the use of the MMPI in assessing chronic pain patients and future research regarding cluster analyses of patients' MMPI profiles.     

The Creative Side of the Dark Triad

This study associates the subclinical dark triad (DT) of personality—narcissism, psychopathy, and Machiavellianism, and their composite—with negative creativity. An instrument developed by the author assessed the likelihood of engaging in creativity, where negative creativity was defined as an act that is original and useful to the individual. The strength of association between creativity, positivity, and negativity was assessed via an Implicit Association Test. The DT scales, Creativity measure, and the IAT were administered to 51 Indian adults (M _age = 22.3 years, 27 women). Multiple regression analyses revealed positive associations between narcissism and positive creativity, and between psychopathy and negative creativity. Further, the composite DT score predicted engagement in negative creativity. The associative strength between negativity and creativity on the IAT was not significant, though corollaries were drawn. Limitations and contributions of this study are outlined, and suggestions for future research are summarized.     

Self-Reported Abuse and Mistreatment among Japanese Elders Receiving Respite Care

This study examines physical and psychological mistreatment reported by Japanese elders who received care from family members. Data is based on structured face-to-face interviews with community-dwelling elders who utilized respite care services. Among the 118 elderly respondents, 12% reported being hit or almost being hit by their caregivers. Close to 54% reported at least one type of psychological mistreatment. Men who received care from their spouses were most likely to report abuse. Elders who were victimized reported increased levels of depressive symptoms. Logistic regression analyses indicated associations between physical abuse and past conflicts with the caregiver. Psychological mistreatment was associated with receiving care from a spouse, past conflicts with the primary caregiver, and depression. The findings suggest the need for increased awareness of the needs of community-dwelling Japanese elders who are at risk for abuse, mistreatment, and depression.     

Emotional regulation as a mediator between interpersonal mistreatment and distress

Theory and research from the emotional labour literature focusing on mistreatment of employees by customers were used to examine interpersonal mistreatment by customers, coworkers, and supervisors. Specifically, we examined the relationships between all three of these sources of interpersonal mistreatment and psychological distress. We also examine the possibility that emotional regulation strategies mediated these relationships. In Study 1, we focused on surface acting as the mediating emotional regulation strategy. Using a sample of 256 working adults, the results of that study found a mediating role for surface acting between mistreatment and distress for mistreatment by customers and coworkers but not supervisors. In Study 2, we included measures of both deep acting and surface acting as potential mediators between sources of mistreatment and distress. Using a sample of 138 working adults, this second study again found that surface acting mediated the relationship between mistreatment and distress for mistreatment by customers and coworkers but not supervisors. Further, deep acting did not mediate any of the relationships between sources of mistreatment and psychological distress. We conclude surface acting plays an important mediating role in the relationship between interpersonal mistreatment by both customers and coworkers, and psychological distress.     

Repelled by virtue? The dark triad and eudaimonic narratives

ABSTRACT

We propose that the dark triad of personality predicts how recipients respond to eudaimonic narratives (stories dealing with purpose in life, the human condition, and human virtue). Matched eudaimonic or noneudaimonic videos were presented via random assignment. The more individuals lack empathy and organize their world around self-promotion—reflected in the so-called dark triad of narcissism, Machiavellianism, and psychopathy—the more they perceived the eudaimonic stories (vs. control) to be inauthentic and corny (perceived corniness). This effect translated to a more negative overall evaluation of the eudaimonic videos (moderated mediation). Self-reported feelings of being touched, moved, and inspired (meaningful affect) were largely unaffected by the dark triad, suggesting that these personality factors do not disable emotional responses to eudaimonic narratives.     

Service Employees’ Reactions to Mistreatment by Customers: A Comparison Between North America and East Asia

The authors proposed that customer service employees’ reactions to mistreatment by customers can vary between North American and East Asian employees due to differences in their cultural values. Customer mistreatment was predicted to be associated with direct, active, and target‐specific reactions (i.e., sabotage directed toward the source of mistreatment) more so among North American employees as compared to East Asian employees. In contrast, customer mistreatment was predicted to relate to more indirect, passive, and target‐general reactions (i.e., withdraw organizational citizenship behavior directed toward customers in general) among employees in East Asia as compared to employees in North America. A field study of customer service employees (N = 213) working in the same hotel chain in China and Canada found support for these predictions. Mediation analyses showed that individualism and collectivism accounted for these differences. Theoretical and practical implications are provided, and future directions are discussed.