A dark side of leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction

Although psychopathy often is considered the most toxic of the “types” that make up the Dark Triad of personality (psychopathy, narcissism, Machiavellianism), its role in organizational leadership is the least explored. Using the B-Scan 360, a measure of corporate psychopathy, we investigated the relationships among employees’ perceptions of psychopathic traits in their supervisors, employee psychological distress, work–family conflict, and job satisfaction. Participants in two different samples, one civic and the other financial, rated their supervisors with the B-Scan 360, and completed self-report measures of psychological distress, work–family conflict, and job satisfaction. Structural equation modeling (SEM) indicated that in each sample B-Scan 360 scores of supervisors were directly and negatively related to employee job satisfaction. The two samples differed somewhat in the associations of the B-Scan 360 with employee psychological distress and work–family conflict. Overall, the results illustrate the effects of perceived psychopathic traits in supervisors on employee well-being and job-related attitudes.     

Truth and Tension in Science and Religion

While evolution deserves theological support and inclusion in schools, the consensus views, Darwinian or neo-Darwinian evolution, present problems. Darwin presented two arguments: 1) that evolution, descent with modification, has occurred, and 2) that its “cause” is natural selection, the focus of neo-Darwinism. However, the products of natural selection, adaptations, are often not congruent with the lineages produced by evolution and its demonstrated effects are within species. The difficulty of using natural selection to explain evolution is used by proponents of Intelligent Design (ID) to denigrate evolution and to argue for the inclusion of ID in biology classes. However, the force of the arguments in favor of ID disappear when evolution is viewed as an informational phenomenon. Evolution, like development, is a system of increasing complexity, and emergence the inevitable outcome of the transformation of matter whereby the information in DNA is expressed that accompanies energy dynamics. Evolution is witnessed by studies in comparative biology that reveal groups of related organisms and homologies, both the result of descent with modification.     

Job Stress and Dyadic Synchrony in Police Marriages: A Preliminary Investigation

Despite reports documenting adverse effects of stress on police marriages, few empirical studies focus on actual emotional behaviors of officers and spouses. In this preliminary investigation, 17 male police officers and their nonpolice wives completed daily stress diaries for 1 week and then participated in a laboratory‐based discussion about their respective days. Conversations were video‐recorded and coded for specific emotional behaviors reflecting hostility and affection, which are strong predictors of marital outcomes. We examined associations between officers' job stress (per diaries and the Police Stress Survey) and couples' emotional behavior (mean levels and behavioral synchrony) using a dyadic repeated measures design capitalizing on the large number of observations available for each couple (1020 observations). When officers reported more job stress, they showed less hostility, less synchrony with their wives' hostility, and more synchrony with their wives' affection; their wives showed greater synchrony with officers' hostility and less synchrony with officers' affection. Therefore, for officers, greater job stress was associated with less behavioral negativity, potentially less attunement to wives' negativity, but potentially greater attunement to wives' affection—perhaps a compensatory strategy or attempt to buffer their marriage from stress. These attempts may be less effective, however, if, as our synchrony findings may suggest, wives are focusing on officers' hostility rather than affection. Although it will be important to replicate these results given the small sample, our findings reveal that patterns of behavioral synchrony may be a key means to better understand how job stress exacts a toll on police marriages.     

Integrating ethics in design through the value-sensitive design approach

The Accreditation Board of Engineering and Technology (ABET) has declared that to achieve accredited status, “engineering programs must demonstrate that their graduates have an understanding of professional and ethical responsibility.” Many engineering professors struggle to integrate this required ethics instruction in technical classes and projects because of the lack of a formalized ethics-in-design approach. However, one methodology developed in human-computer interaction research, the Value-Sensitive Design approach, can serve as an engineering education tool which bridges the gap between design and ethics for many engineering disciplines. The three major components of Value-Sensitive Design, conceptual, technical, and empirical, exemplified through a case study which focuses on the development of a command and control supervisory interface for a military cruise missile.     

Acquiring an understanding of design: evidence from children's insight problem solving

The human ability to make tools and use them to solve problems may not be zoologically unique, but it is certainly extraordinary. Yet little is known about the conceptual machinery that makes humans so competent at making and using tools. Do adults and children have concepts specialized for understanding human-made artifacts? If so, are these concepts deployed in attempts to solve novel problems? Here we present new data, derived from problem-solving experiments, which support the following. (i) The structure of the child's concept of artifact function changes profoundly between ages 5 and 7. At age 5, the child's conceptual machinery defines the function of an artifact as any goal a user might have; by age 7, its function is defined by the artifact's typical or intended use. (ii) This conceptual shift has a striking effect on problem-solving performance, i.e. the child's concept of artifact function appears to be deployed in problem solving. (iii) This effect on problem solving is not caused by differences in the amount of knowledge that children have about the typical use of a particular tool; it is mediated by the structure of the child's artifact concept (which organizes and deploys the child's knowledge). In two studies, children between 5 and 7 years of age were matched for their knowledge of what a particular artifact "is for", and then given a problem that can only be solved if that tool is used for an atypical purpose. All children performed well in a baseline condition. But when they were primed by a demonstration of the artifact's typical function, 5-year-old children solved the problem much faster than 6-7-year-old children. Because all children knew what the tools were for, differences in knowledge alone cannot explain the results. We argue that the older children were slower to solve the problem when the typical function was primed because (i) their artifact concept plays a role in problem solving, and (ii) intended purpose is central to their concept of artifact function, but not to that of the younger children.     

Champions of innovation: A moderated mediation model of job crafting and discretionary effort

IntroductionResearch on the behavioral antecedents of employee championing behavior lacks scholarly investigation. The current study aims to fill this gap by studying behavioral interventions as the antecedents of championing behavior.ObjectiveThe current study has proposed and tested a moderated mediation model that states that perceived opportunity to craft cultivates championing behavior among employees. This relation is mediated by job crafting, whereas employee willingness to exert extra effort invigorates this relationship.MethodThe current study is based on survey-based data collected in three-time lags from employees working in the IT sector organizations.ResultsThe results supported the proposed model leading to the revelation that perceived opportunity to craft enhances championing behavior among employees through job crafting, and employee discretionary efforts moderate this indirect relationship.ConclusionThe results prove that behavioral interventions play a significant role in predicting championing behavior, whereas discretionary effort acts as a boundary condition. The results of the current study offer several theoretical and practical insights, but it also has a few limitations. This study opens several future research avenues that are discussed in the end.     

Examining personality—Job characteristic interactions in explaining work outcomes

Although research suggests personality traits and job characteristics are each important drivers of work outcomes, there has been little focus on potential interactions between the two. In the current studies, we integrate the theory of purposeful work behavior with the job demands-resources model to examine how five-factor model personality traits interact with job resources and challenging job demands in explaining employee motivation and performance. We tested our hypotheses in two studies with different sample types and utilized item response theory scoring. Results across the studies were mixed, but generally support that there are important interactive effects between certain traits and contextual factors in explaining work behavior. Implications for theory and practice and future directions are discussed.     

Mobiliser les arbitrages organisationnels pour prévenir les risques professionnels dans les espaces confinés : le cas des chantiers de réfection de canalisation en égouts

This contribution participates to the development of ergonomic contributions to the prevention of occupational risks in confined spaces, specifically in sewer pipe rehabilitation projects. The intervention deployed was structured around a participatory and collaborative approach involving all stakeholders in the project to sustainably improve the prevention of work-related accidents and musculoskeletal disorders among workers. Detailed analyses of workers’ activities coupled with a systemic analysis of the design and collective monitoring of the worksites were carried out. This made it possible to characterize the health and safety risks of site teams as products that compromise between several organizational requirements and situational constraints. Extended to the site manager, the analysis of his activity, although strategic, of anticipation and continuous design of intervention situations, proved to be limited by a vertical organization of the sites, which does not integrate his expertise. Based on the diagnosis, validated and shared by all, the prevention challenges were articulated with the performance objectives of the worksites in a perspective of co-design with and by the different hierarchical levels of the department. The intervention made it possible to collaboratively build new organizational rules that consider the concrete realities of the work of workers and site managers.     

Personality and Intelligence in Business People: A Study of Two Personality and Two Intelligence Measures

This study examined the overlap and correlations among two well-known personality measures (NEO-PI–R; Myers-Briggs Type Indicator, MBTI) and two widely used intelligence tests (the Graduate Management Assessment (GMA), Watson-Glaser Critical Thinking Appraisal (WGCTA)). The GMA measures both fluid intelligence (Gf) and crystallized intelligence (Gc), whereas WGCTA mainly assess Gc. A total of over 3,500 participants completed the four measures in a middle management assessment event. Correlational analysis showed that Extraversion on the MBTI tended to be associated with Openness and Stability on the NEO. Intuition was associated with Openness and Introversion. Feeling types tended to be both Agreeable and Neurotic while perceiving types were high on Openness but low on Agreeableness. The NEO Big Five factor of Openness was most consistently and significantly associated with both measures of intelligence (r = .09 to r =.12). Results from the MBTI showed that Intuition and Perceiving scores were positively and significantly associated with both intelligence test scores which were intercorrelated (r = .38). Regressional analysis showed that personality traits are logically and coherently related to intelligence test scores. Implications for selection and assessment are considered.     

Burnout and connectedness among Australian volunteers: A test of the Job Demands-Resources model

This study used the Job Demands-Resources (JD-R) model, developed in the context of occupational well-being in the paid workforce, to examine the antecedents of burnout and connectedness in the formal volunteer rural ambulance officer vocation (N = 487). Structural equation modeling using self-reports provide strong evidence for the central assumptions of the JD-R model. The findings confirm that burnout fully mediates the relationship between job demands and health problems (Hypothesis 1), and between job demands and determination to continue (Hypothesis 2). In addition, results show that connectedness fully mediates the relationship between job resources and determination to continue (Hypothesis 3). These findings have important practical implications because of the increasing problem of volunteer recruitment and retention.