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Abstract
The aim of this study was to understand the relationship between bright-side, High Potential and dark-side Dark Triad traits, as well as work engagement on judgements of perceived success. In all, 290 working adults completed questionnaires assessing their High Potential Personality Traits (HPTI), their dark-triad traits, job engagement and self-rated success at work. The data showed that the three dark-triad traits (Narcissism, Psychopathy, Machiavellianism) were systematically and significantly correlated with High Potential traits Adjustment/neuroticism, Tolerance of Ambiguity and Conscientiousness. Three HPTI traits, namely curiosity, Conscientiousness, and courage, were systematically positively correlated with all three engagement measures. Narcissism was strongly related to all measures of engagement. Those with higher scores Adjustment, Courage, and Narcissism and of the male sex, rated their success highest. Job engagement mediated between high-flier and dark-side traits and success ratings. Implications and limitations are discussed.
Highlights
This study attempts to understand the relationship between high-flier traits, the dark triad traits, job engagement and subjectively defined success
This study looks at a high-flier trait measure of the bright-side, and the Dark Triad (DT) measure of the dark-side, and how they are inter-related and correlate with job engagement and subjective success
In this study we explored the relationship between Machiavellianism and Psychopathy and both Engagement and Success but did not formulate any particular hypotheses, though from previous studies, notably Spurk et al (2016) it may be expected that Machiavellianism is positively and Psychopathy negatively related to subjective job success
Summary
This study attempts to understand the relationship between high-flier traits, the dark triad traits, job engagement and subjectively defined success. The primary aim of the study is to examine how “bright-side” traits, measured by new and validated measure of high-flying traits (HPTI), and a measure of “dark-side” traits measured by the wellestablished Dirty Dozen measure (Jonason and Webster, 2010) correlate with Work Engagement and subjectively related success. It extends the work of MacRae and Furnham (in press) and Teodorescu et al (2017) by first using the Dark Triad (DT) measure, and looking at work engagement as an outcome measure. We explored the idea that job engagement mediated the relationship between
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