Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

Ramos-Villagrasa, Pedro J.; Río, Elena Fernández del; Barrada, Juan Ramón

doi:10.3390/su12020474

Cited by 15 publications

(7 citation statements)

References 48 publications

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“…The study was self-paced. After reading and agreeing with the informed consent, participants filled in socio-demographic information concerning the socio-cultural gender with which they identified, their age and their job experience, as previous research showed that being younger, having more experience and identifying as a woman fosters adaptive performance [29,59,60]. Then, following [6,8], we provided definitions and examples for…”

Section: Institutional Review Board Statementmentioning

confidence: 99%

The Moral Impact of the COVID-19 Pandemic on Nurses’ Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs

Gherman

Arhiri

Holman

et al. 2022

IJERPH

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The COVID-19 pandemic resulted in unprecedented exposure to Potentially Morally Injurious Events (PMIEs) for nurses, in which they were both moral transgressors and moral victims, with deleterious consequences on their psycho-social health and functioning. Our experimental design compared memories of PMIEs with memories of severe moral transgressions (SMTs), in which participants were only moral transgressors. Drawing from Self-Determination Theory and research on moral auto-biographical episodic memories, we assessed a conceptual model describing the impact of recalling a single PMIE or SMT event on nurses’ burnout, work satisfaction and adaptive performance. Our convenience sample comprised 614 Romanian nurses, and data was analyzed with path analysis, general linear modelling, and t-tests. Findings showed that memories of PMIEs, compared to SMTs, were more autonomy thwarting, being associated with more controlled work motivation, less moral learning, higher burnout, less work satisfaction, and adaptive performance. Burnout, moral learning, and work satisfaction were significant mediators of the relationships between PMIE and SMT recall and, respectively, adaptive performance. Our results highlight the urgency for organizational practices of moral repair for nurses after the pandemic, along with interventions meant to increase their autonomy and self-determined work motivation.

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Section: Institutional Review Board Statementmentioning

confidence: 99%

The Moral Impact of the COVID-19 Pandemic on Nurses’ Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs

Gherman

Arhiri

Holman

et al. 2022

IJERPH

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show abstract

“…The Dark Tetrad comprises four traits [38]: narcissism, characterized by lack of empathy, attention-seeking, and sense of entitlement; Machiavellianism, based on manipulation and self-interest; subclinical psychopathy, related to the absence of remorse, antisociality, and lack of guilt; and sadism, which is related to the enjoyment of cruelty. Previous research has found that these traits have a different relationship with the job performance dimensions [34,39]: narcissism is positively related to task, contextual and adaptive performance, Machiavellianism is positively associated with task performance, psychopathy is negatively related to task and adaptive performance, and sadism is negatively linked with task performance and positively related with counterproductive behaviors at work. Regarding the relationship with biodata, to the best of our knowledge, this is the first time that is considered together.…”

Section: Plos Onementioning

confidence: 98%

“…In the case of biodata scale, this may be due to its items measures different domains [13]. Regarding dark traits, the original version of the DTW demonstrate adequate values of test-retest reliability [41], but other studies carried out with the Spanish version narcissism report values around .60 and Machiavellianism around .75 [34,35,39]. Thus, we believe that the Machiavellianism' observed reliability may be due to sample characteristics' but for narcissism scale is related with the Spanish version of the DTW.…”

Section: Limitations and Further Researchmentioning

confidence: 98%

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Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits

2022

Self Cite

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The collection of biographical information (biodata) through CVs and application forms has many advantages, namely easiness of collection, acceptable validity, less prone to faking, and the fulfilment of legal requirements. However, its systematic use among practitioners is scarce. Two of the mains reasons is the overlap with other constructs like personality and the lack of validated biodata scales in articles and public repositories. Aimed to fill this gap, García-Izquierdo and colleagues developed an 8-item scale able to generate positive applicant reactions, but they did not provide empirical evidence that their scale is able to predict job performance. The present paper was developed for this purpose, investigating the scale’s relationship with four different dimensions of job performance (i.e., task performance, contextual performance, counterproductive behaviors, and adaptive performance) and its incremental validity with respect to Big Five and Dark Tetrad personality traits. The study comprises 528 employees from different organizations (Mage = 39.51, SD = 14.25; 52.8% women, Mexperience = 17.06, SD = 13.27) which voluntarily agreed to participate filling a questionnaire with the variables of interest. Results provide evidence of the predictive validity of the biodata scale in a multi-occupational sample; identify that these biodata contribute to predicting two specific types of job performance: contextual performance and adaptive performance; shows that a brief job-related biodata scale achieves results comparable to those of most personality traits in predictive models of job performance dimensions; and provide evidence of the incremental predictive validity of biodata over the Big Five and the Dark Tetrad. As a whole, these results provide support for the use of the scale in researcher and applied settings, and contributes to the advance the knowledge of biodata for personnel selection.

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“…, 26]. Several studies have investigated predictors of adaptive performance, some of which include self-leadership [38], ambition [39], and several of the big 5 personality traits [40], for example.…”

Section: Organizational Adaptationmentioning

confidence: 99%

The skills that help employees adapt: Empirical validation of a four-category framework

Ybarra¹

2023

PLoS ONE

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Globalization, technological advances, economic and geopolitical shocks, pandemics, and any number of novel or unanticipated events have one thing in common: they represent change and require dynamic responses and adaptation from organizations, teams, and individuals. A critical resource for individuals to be adaptive are broad skills relevant to varied organizational conditions. These adaptive skills have been discussed in diverse venues but rarely in the organizational literature. Also, most, if not all, of extant conceptual frameworks related to adaptive skills remain unvalidated. The purpose of this research was to organize these skills, define and situate them in the relevant organizational and psychological literatures, and empirically test a proposed four-category framework. The experimental results supported the C+MAC framework, as skills were better categorized in terms of their theoretically related category. Additionally, the four-category framework proved a better fit to the skills compared to an influential, alternative model. The findings’ implications are discussed, noting how an empirically validated framework can facilitate understanding of how individuals engage with organizational environments and organizations get their work done.

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Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

Cited by 15 publications

References 48 publications

The Moral Impact of the COVID-19 Pandemic on Nurses’ Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs

The Moral Impact of the COVID-19 Pandemic on Nurses’ Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs

Analysis of a brief biodata scale as a predictor of job performance and its incremental validity over the Big Five and Dark Tetrad personality traits

The skills that help employees adapt: Empirical validation of a four-category framework

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