Antagonism and work outcomes: Implicit and explicit considerations

Shiverdecker, Levi K.; LeBreton, James M.

doi:10.1016/b978-0-12-814627-9.00019-0

Cited by 5 publications

(6 citation statements)

References 32 publications

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“…The current research findings confirm the study's premise. Clarifying that individuals with low agreeability or strong antagonistic qualities are shown to have a distrustful, dishonest, greedy, uncooperative, uncivil, and haughty attitude toward their workplace environment, the findings of the current study are in line with previous studies (Hurtz and Donovan, 2000;Shiverdecker and LeBreton, 2019;Hall et al, 2021). Hurtz and Donovan (2000) found a negative association between antagonism and job performance, indicating that antagonistic personality features were a stronger precursor of promoting workplace negligence.…”

Section: Discussionsupporting

confidence: 91%

“…Hurtz and Donovan ( 2000 ) found a negative association between antagonism and job performance, indicating that antagonistic personality features were a stronger precursor of promoting workplace negligence. Shiverdecker and LeBreton ( 2019 ) argued that antagonistic personality disorder can promote workplace uncooperative behavior and uncivil socialization. On the other hand, Hall et al ( 2021 ) conducted research by associating the two key subcomponents of externalizing—antagonism and disinhibition—with particular control processes through the use of a battery of inhibitory control tasks and accompanying computer modeling.…”

Section: Discussionmentioning

confidence: 99%

“…Unhappiness and lack of inspiration may lead to job loss (Porath and Pearson, 2013 ). Negative qualities, such as low agreeability and high antagonistic tendencies, are often viewed as untrustworthy, dishonest, greedy, uncooperative, uncivil, and haughtiness in people (Cortina et al, 2013 ; Shiverdecker and LeBreton, 2019 ). Further, multiple meta-analytic investigations have indicated that antagonism and task performance have a moderate association.…”

Section: Theoretical Overview and Hypothesis Developmentmentioning

confidence: 99%

“…Contrary to popular belief, few studies have examined the dark triad of personality traits to discover the direct relationships between workplace incivility and antagonistic personality traits (Paulhus and Williams, 2002 ; Maharana, 2019 ; Wissing and Reinhard, 2019 ). The lack of significance for narcissism may be due to subtle conceptual differences or behavioral variations in antagonism (Shiverdecker and LeBreton, 2019 ). Antagonism is the core claim for antisocial behavior and personality disorders including sadism and narcissism (Miller et al, 2017 ).…”

Section: Theoretical Overview and Hypothesis Developmentmentioning

confidence: 99%

“…It aids us in the long-term process of addressing the root causes of workplace incivility issues. After more than a decade of research, researchers (Hurtz and Donovan, 2000 ; González-Morales et al, 2006 ; Min et al, 2019 ; Shiverdecker and LeBreton, 2019 ; Lopes et al, 2020 ), still haven't come up with any solutions that are worth using. We must first address an issue with the operationalization of the dark tetrad features at workplace abnormal outcomes before moving forward.…”

Section: Introductionmentioning

confidence: 99%

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Gazing the dusty mirror: Joint effect of narcissism and sadism on workplace incivility via indirect effect of paranoia, antagonism, and emotional intelligence

et al. 2022

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Workplace productivity is badly affected by many negative factors such as narcissism, and sadism. In addition, paranoia and antagonism play an important role in increasing workplace incivility. Through emotional intelligence, such negative behaviors could be addressed by managers and their junior colleagues. The current study aims to investigate the parallel mediating role of paranoia, antagonism, and emotional intelligence on the relationship between narcissism, sadism, and workplace incivility. A survey approach was used. Primary data was collected in PLS-SEM. The population of the study was all faculty members in higher education institutions in the Khyber Pakhtunkhwa (Pakistan) region. A measurement model and structural model were developed. The measurement model demonstrated that convergent and discriminant validities were established. The structural model's findings revealed that narcissism, antagonism, and emotional intelligence were not mediated between narcissism and workplace incivility. Similarly, emotional intelligence did not play any mediating role between sadism and workplace incivility. This implied that emotional intelligence has no role in decreasing or reducing workplace uncivil behavior.

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Section: Discussionsupporting

confidence: 91%