Evolutionary benefits of personality traits when facing workplace bullying

Dåderman, Anna Maria; Basińska, Beata

doi:10.1016/j.paid.2021.110849

Cited by 7 publications

(4 citation statements)

References 52 publications

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“…As the consequences of the negative traits were discussed previously, the benefits of developing positive traits such as openness, optimism, agreeableness, extraversion, humility, honesty, etc., are notable. For instance, an individual with positive traits can naturally cope with stress and can evade all stress hormones and related diseases to an extent, [53,54] which makes the individual lead a happy life and a successful career. [55] According to the literature, personality traits influence emotional regulation over stress control.…”

Section: Findings and Discussionmentioning

confidence: 99%

Bibliometric Cartography on Personality Traits and Stress: In Quest of Panaceas for Contemporary Workplace Challenges

Raamkhumar,

Swamy

2024

J Scientometric Res.

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This study aimed to unveil the intellectual structure and evaluate the relationship between personality traits and stress through bibliometric analysis. Through a systematic approach, a dataset including descriptions of personality traits and stress was downloaded from the Scopus database. Scientific bibliometric analyses, such as performance analysis, trend analysis, and science mapping, have been performed to extract the results. The findings revealed the intellectual structure (which includes a thematic map, recent trends, and thematic evolution) behind the relationship between stress and personality traits. This study aimed to provide a comprehensive review of the relationship between stress and personality traits, which professionals and researchers can use for further in-depth studies. This study also provides notes on recruiting the right candidates based on personality traits for recruiters after processing the scientific data. Since 1945, studies examining the relationship between personality traits and stress have been conducted, and this study is considered the first attempt to analyze the existing literature and provide a comprehensive guide on this relationship.

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Section: Findings and Discussionmentioning

confidence: 99%

Bibliometric Cartography on Personality Traits and Stress: In Quest of Panaceas for Contemporary Workplace Challenges

Raamkhumar,

Swamy

2024

J Scientometric Res.

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“…c submitted by Dåderman et al (2024). d published by Dåderman and Basinska 55 . e Normative data (undergraduate students) on HSNS published by Hendin and Cheek 57 ; M and SD recalculated.…”

Section: Methodsmentioning

confidence: 99%

“…Therefore, we do not anticipate a significant relationship between conscientiousness and narcissism in our study. Moreover, we expected both grandiose narcissism 29 , 37 , 55 , 59 and vulnerable narcissism 51 to have negative correlations with honesty-humility. Narcissistic grandiosity may correlate with diminished levels of honesty-humility due to a proclivity for exploiting others.…”

Section: Introductionmentioning

confidence: 99%

“…Our study’s second objective was, within the managerial sample, to investigate the divergent correlations between both forms of narcissism and core personality traits, alongside examining their correlations with socially desirable responding. Assuming universality of core personality traits in humans 54 , and considering personality theory and past research 15 , 38 , 39 , 50 , 55 , 56 , we expected grandiose narcissism to show a positive correlation with extraversion and a negative one with neuroticism and agreeableness, while vulnerable narcissism to be positively correlated with neuroticism and negatively with extraversion and agreeableness 57 . Previous studies 50 , 51 , 58 have shown no notable link between conscientiousness and either form of narcissism.…”

Section: Introductionmentioning

confidence: 99%

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Linking grandiose and vulnerable narcissism to managerial work performance, through the lens of core personality traits and social desirability

Dåderman,

Kajonius

2024

Sci Rep

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While grandiose narcissism is well-studied, vulnerable narcissism remains largely unexplored in the workplace context. Our study aimed to compare grandiose and vulnerable narcissism among managers and people from the general population. Within the managerial sample, our objective was to examine how these traits diverge concerning core personality traits and socially desirable responses. Furthermore, we endeavored to explore their associations with individual managerial performance, encompassing task performance, contextual performance, and counterproductive work behavior (CWB). Involving a pool of managerial participants (N = 344), we found that compared to the general population, managers exhibited higher levels of grandiose narcissism and lower levels of vulnerable narcissism. While both narcissistic variants had a minimal correlation (r = .02) with each other, they differentially predicted work performance. Notably, grandiose narcissism did not significantly predict any work performance dimension, whereas vulnerable narcissism, along with neuroticism, predicted higher CWB and lower task performance. Conscientiousness emerged as the strongest predictor of task performance. This study suggests that organizations might not benefit from managers with vulnerable narcissism. Understanding these distinct narcissistic variants offers insights into their impacts on managerial performance in work settings.

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Crafting an ultrashort workplace incivility scale and determining cutoffs for varied risk levels through item response theory

Dåderman,

Basinska,

Ragnestål-Impola

et al. 2024

Curr Psychol

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Workplace incivility (WI), characterized by disrespectful or rude behavior in the workplace, is linked to poor mental health and overall well-being. The Workplace Incivility Scale (WIS) is a popular 7-item measure for assessing WI. There is a current need for an ultrashort conceptually clear version of the WIS. In addition, the cutoffs for varied at-risks of WI, requiring intervention, remains unknown. Using data from 426 employees across diverse organizations, we employed item response theory (IRT) to create an ultrashort WIS and establish cutoffs for high, moderate, low, and at-not risk of WI. Confirmatory factor analyses were utilized to validate WIS construct validity. In supporting convergent validity, WIS was correlated with workplace bullying and poor health-related quality of life. All items demonstrated adequate severity threshold parameters with very high discrimination and good reliability parameters except for item WIS7. We successfully developed an ultrashort and valid 3-item WIS, specifically comprising items WIS2–4, and identified cutoffs for varying levels of WI risk. This streamlined measure aims to reduce response burden and foster a healthier organizational culture. In essence, cutoff points streamline the classification process, allowing for quicker and more standardized identification of at-risk employees. This concise, valid, and reliable ultrashort WIS holds potential for use in intervention studies conducted by organizational and occupational health psychologists, ultimately promoting employee well-being and cultivating a positive workplace environment. The current study further advances the existing theoretical framework rooted in the social interactionist perspective by delineating WI as a distinct and independent construct.

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Evolutionary benefits of personality traits when facing workplace bullying

Cited by 7 publications

References 52 publications

Bibliometric Cartography on Personality Traits and Stress: In Quest of Panaceas for Contemporary Workplace Challenges

Bibliometric Cartography on Personality Traits and Stress: In Quest of Panaceas for Contemporary Workplace Challenges

Linking grandiose and vulnerable narcissism to managerial work performance, through the lens of core personality traits and social desirability

Crafting an ultrashort workplace incivility scale and determining cutoffs for varied risk levels through item response theory

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