Dark-side Traits Research Articles

Correlates of climate change skepticism.

While much research has examined the correlates of climate change beliefs from an alarmist perspective, less work has systematically measured climate change skepticism. This study aims to create a comprehensive tool capturing climate skeptics' beliefs and test its association with individual difference variables. 502 European adults completed a 22-item questionnaire on climate change (CC) skepticism as well as measures of ambiguity tolerance, belief in a just world (BJW), dark-side personality traits, and self-esteem. Principal components analysis revealed a four dimension structure of CC. Political ideology was the most consistent and significant predictor across the climate change skepticism factors. Dark-side traits, also played a role. Future research should further validate this measure and explore how climate change information could be tailored to different audiences. Understanding the nuances and causes of climate skepticism can enable more effective communication to promote sustainability.

Maladaptive (dark-side) and adaptive (bright-side) personality traits and defense styles

This study explores the relationship between bright- and dark-side personality traits and four major styles of defense mechanisms (DMs) as this relationship remains unexplored and important in understanding the DMs. In all, 435 adult working participants (241 men; 194 women; Mean age 46.06 yrs) mainly in middle management jobs, completed a 78-item, six-trait measure of bright-side personality (HPTI: High Potential Type Indicator), a 25-item five-trait measure of the dark-side personality (PID-5;BF: DSM-5—Brief Form) and 88-item, four-styles measure of defense mechanisms (Defense Style Questionnaire). The aim was to examine demographic (sex, age, education), ideological and personality trait correlates of the DMs. It was hypothesized that the dark-side traits, particularly Detachment would be most strongly related to the DMs. Thereafter, a hierarchical linear regression was performed with each DM factor as criterion and predictors being demography, ideology, self-esteem as well as bright- and dark-side personality traits. Detachment was associated with all DMs, particularly Maladaptive (r = 0.68) and Image Distorting Style (r = 0.38) while Conscientiousness was associated with none. One implication concerns the assessment of DMs by standard tests. Limitations are acknowledged and include method invariance and sample homogeneity.

Correlates of Self-Assessed Wellness

Background: This study was concerned with correlates of self-assessed health and wellness on ten dimensions including emotional, financial and physical health. All 10 self-ratings loaded on one factor with high internal reliability. Method: In all 506 adult participants, completed short measures of the bright side, Big Five traits (TIPI) and a short measure of the dark side, personality disorders (PID-5-BF). Results: Correlations and regressions suggested that wellness was related to sex, education and religious beliefs as well as four of five bright- and dark-side traits. Being Sanguine was most positively, and Choleric most negatively, associated with subjective wellness. Detachment and Negative Affect were the highest dark-side correlates. The final regression suggested that over a third of the variance in subjective wellness could be explained by four bright- and two dark-side factors. Conclusions: Personality factors, especially instability and negative affectivity, play a crucial role in all aspects of wellness. Implications and limitations are acknowledged.

Understanding dark side personality at work: Distinguishing and reviewing nonlinear, interactive, differential, and reciprocal effects

AbstractThe topic of dark side personality at work has received considerable research attention over the past decade, and both qualitative and quantitative reviews of this field have already been published. To show the relevance of dark personality in the work context, existing reviews have typically focused on systematically discussing the different criteria that have been linked to dark traits (e.g., job performance, work attitudes, leadership emergence, etc.). In contrast, and complementing this earlier work, the current review paper summarizes the available literature on this topic by structuring it in terms of the nature of the relationships studied rather than in terms of the types of outcome variables. Doing so, the focus shifts from “What are the outcomes of dark traits?” to “How are dark traits related to work outcomes?” Scrutinizing the nature of these relationships, we specifically focus on four types of effects (i.e., nonlinear, interactive, differential, and reciprocal) that highlight the complexity of how dark side traits operate in the work context. Structured this way, this review first provides a conceptual underpinning of each of these complex effects, followed by a summary of the empirical literature published over the past 10 years. To conclude, we present an integration of this field, provide suggestions for future research, and highlight concrete assessment challenges.

Food Preferences and Dark-side Personality Traits

This study investigated the association between a variety of taste preferences and the Dark Triad personality traits. We noted over twenty studies that linked personality to taste/beverage preference and experience. In this study just under 200 participants completed a personality and food preference questionnaire. Results demonstrated that dark side traits accounted for around ten percent of the variance in tastes, including bitter and sweet as well as alcohol and coffee strength preferences. For a number of the taste preference measures sensation seeking and harm aversive personality traits were particularly influential in determining taste preferences. Limitations and directions for future research are discussed.

Few sex differences in dark side personality scale domains and facets

• Over 50,000 adults completed a measure of sub-clinical personality disorder. • Males and females were compared on the 11 domains and 33 facets of the disorders. • Cohen's d statistic showed very few (5 out of 44) differences >0.20. • The biggest difference was on reserved (Schizoid) and few differences on excitable (Borderline). This study examined sex differences in domain and facet scores on a new dark-side personality test (Hogan Development Survey: Form 5) measuring sub-clinical personality disorders. Over 50,000 adults completed the new HDS which assesses eleven dark-side traits and three facets of each. Comparing males and females on the 11 domains and 33 facets using t-tests and binary regressions we found that there were many significant differences on these scores, which replicated other studies. However, the Cohen's d statistic showed very few (5 out of 44) differences >0.20. The biggest difference was on Reserved (Schizoid) and few differences on Excitable (Borderline). Implications for researchers interested in assessment and selection are discussed along with limitations of the study.

The Dark Side of High-Fliers: The Dark Triad, High-Flier Traits, Engagement, and Subjective Success.

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.

The Tetradic Heart of Darkness: Comparing three dark-side instruments

In this two-study paper we examined three dark-side measures: the short Dark Tetrad measuring four dark-side traits; the SCATI measuring 14 personality disorders (PDs) and the SAPAS a single item measure for each disorder. The first study (N = 502) looked specifically at the new Dark Tetrad. Over 500 British Adults completed it and a confirmatory factor analysis confirmed the Tetrad factor structure. There were large sex differences in half of the items. We also examined demographic, ideological and self-rated correlates which showed ratings of political beliefs and self-rated attractiveness associated with different traits. The second study (N = 273) looked at the correlations between the three measures and the overlap between self-report tests of the same trait. All four of the Tetrad traits correlated with over half of the PDs. We found the highest correlation between the two scores of Narcissism, but that the single measure most associated with Borderline, Depressive and Dependent PD. The discussion considers the use of different clinical and sub-clinical instruments which measure the same variables.

Bright and Dark-Side Traits Associated With Interests in Commerce vs Science: Different Personality Profiles of the Scientist-Practitioner.

This study focused on the idea that there are predictable differences between those individuals who opt for Scientific rather than the Commerce/Practitioner jobs and consulting assignments. A total of 2278 adults from a variety of occupations completed three validated questionnaires: the first assessed the behavioural tendency of an individual when one is exposed to stress and which could derail one's business career (HDS: Hogan Development Survey); the second the values and preferences that indicate work motivation (MVPI: The Motives, Values and Preferences Inventory), and the third, seven bright-side personality factors (HPI: Hogan Personality Inventory). The MVPI measured interests in scientific and commercial/enterprising activities. Correlations, regressions and SEM indicated both similarities and differences in the relationship between personality traits and values. Bright-side personality traits accounted for more the variance for those interested in Science while dark-side traits accounted for more variance for those interested in the Commerce. The biggest difference occurred in Inquisitiveness (Curiosity, Openness to Experience) which was much higher for those interested in science. Implications for personnel selection, job-fit and promotion were discussed.

Dark side personality and safety-related traits

This study examined the relationship between eleven dark-side personality traits and six established safety competencies in a large sample. Over twenty-five thousand Americans completed a questionnaire on Safety-Related behaviour in the work-place which measured six different, but related, safety competencies. They also completed a Dark Side personality measure (Hogan Development Survey). Factor analysis revealed the six safety competencies consisted of two factors which, along with the total score, were the criterion variables. Step-wise regressions indicated that Dark Side traits Excitable (Borderline), Mischievous (Psychopath) and Colourful (Histrionic) were related negatively to the safety-related traits. In addition, the higher order Dark Side factor “Moving Against Others” (Cluster B) was associated with high risk, low safety competencies. There were interesting and important differences showing very different correlates of the three criterion variables. Problems of method invariance, as well the role of individual differences in safety-related traits and competencies, were discussed.

The linear and curvilinear relation between personality and subjective well-being in visual artists: Perceived creation stress as a mediator.

The aims of this study were to investigate the associations among personality traits, perceived creation stress, and life satisfaction in visual artists, as well as examine the mediating role of perceived creation stress. We recruited 201 visual artists in Beijing's Songzhuang art colony to participate in this study and used the Mini International Personality Item Pool-Five-Factor Model measure, the Perceived Creation Stress Scale, and the Satisfaction with Life Scale. Extraversion and conscientiousness positively predicted life satisfaction, and conscientiousness was negatively associated with creation stress. Positive U-shaped curvilinear relationships between personality traits and life satisfaction (neuroticism, conscientiousness, extroversion, and agreeableness) characterized the nonlinear relationship model. Meanwhile, perceived creation stress mediated the relationship between conscientiousness (both linear and quadratic) and life satisfaction. Our findings highlighted the dark-side traits (e.g., neuroticism, introversion, low agreeableness, and conscientiousness) associated with visual artists' subjective well-being.

Dark side correlates of job reliability and stress tolerance in two large samples

This study set out to examine how dark-side traits (derailers) are related to stress tolerance and job reliability. Over 8000 adult Britons from two separate assessment centres completed two validated questionnaires: the first measured the “dark-side” traits which can derail one's career (HDS: Hogan Development Survey) and the second two established, criterion-related, scales called the Occupational Scales (HPI: Hogan Personality Inventory): Stress Tolerance which is associated with the ability to handle pressure well and not be tense and anxious; Job Reliability which identifies people who are honest, dependable and responsive to supervision. Hierarchical regressions showed that some “dark-side” factors like Excitable and Cautious were related to both Occupational variables while being Leisurely, Bold, Mischievous and Colourful were powerful negative predictors of work reliability. The Moving Against People factor was the strongest predictor of Stress Tolerance and Reliability while the Moving Away from People factor was also a powerful predictor of Reliability. The results highlight “dark-side” traits (Excitable, Cautious, Mischievous, Imaginative) which were most related to two crucial features of successful management.

The Dark Side of Conscientiousness

This paper reports on two studies, each with large adult populations, which look at Dark-Side correlates (subclinical Personality Disorders) of two different measures of Trait Conscientiousness. In the first study, 5300 British adults completed the Prudence scale of the Hogan Personality Inventory (HPI) as well as the Hogan Development Survey (HDS), which measures Dark-Side traits. Correlation and regression results confirmed many of the associations between the seven facets of the Prudence scale and the Dark Side traits. Results showed that people who score high on Excitable, Mischievous and Imaginative reported low scores, while those who scored high on Diligent reported high scores on Prudence and its facets. In the second study, 6700 British adults completed the NEO-PI-R Conscientiousness Scale with six facet scores as well as the HDS. Regressions showed a similar pattern: people scoring high on Bold and Diligent, and low on Excitable and Cautious reported higher Conscientiousness. Similarities and differences in the findings for the two studies are considered. Paradoxically Conscientiousness is negatively associated with those Dark Side traits that are correlated with leadership emergence. Limitations of these studies are discussed.

Personality differences in managers who have, and have not, worked abroad

The present, exploratory study examined bright-side personality trait (NEO-PI-R and MBTI) and dark-side trait (HDS) differences between middle to senior managers who had, and had not, worked abroad. It also examined the relation of personality trait variables to the duration of time spent abroad. In all 3165 females and 10,068 males aged between 23 and 65 years went to work-related assessment centre. Results for a Domain and Facet analysis of the Big Five, as well as from the Dark-Side traits revealed numerous differences. Those who had worked abroad tended to be more Open and Conscientious, and less Neurotic. There were fewer differences on measures of the Myers Briggs Type Indicator (MBTI) and dark-side HDS among those with experience loving abroad. They tended to be more Thinking than Feeling Types, Colourful/Histrionic and less Dependent. Regression showed those with work experience abroad tended to be older, Extraverted, Open, Conscientious males with a tendency to move towards as opposed to away from people. Those who had spent longer times abroad tended to be more Open and Diligent and less Agreeable. Limitations of this cross-sectional study are discussed.

Can successful sales people become successful managers? Differences in motives and derailers across two jobs.

This study, with 2 samples to test for cross-validation, examined how dark-side traits (derailers) and work values (motives) are related to occupational potential in sales and managerial jobs. The central question for many is how, when, or, indeed, whether to promote successful sales people to managerial jobs. In total, 3,581 adult Britons taking part in 2 separate assessment centers completed 3 validated questionnaires: The first measured the behavioral tendency of an individual when one is exposed to stress that could derail one's career (HDS, Hogan Development Survey); the second measured the values and preferences that indicate work motivation (MVPI, Motives, Values, Preferences Inventory); and the third involved 2 job-related potential profiles (Management and Sales; HPI, Hogan Personality Inventory). There were gender differences on the measures that matched previous research in the area. Hierarchical regressions showed that some dark-side traits and values (Bold and Colorful, Affiliation and Power) were associated positively with potential in both areas, while others (Excitable, Skeptical, and Hedonistic) were negatively and significantly related. There were various scales where scores were associated with potential in opposite directions: Sales was positive but Management negative on Mischievous, Imaginative, and Recognition. Factor Analysis revealed similar higher order factors of the dark-side and values measure to previous findings. This article discusses implications of the study for personnel selection, job fit, and promotion. Limitations and implications of the research are also discussed.

The Dark Side of Resilience and Burnout: A Moderation-Mediation Model.

This study tested whether specific dark-side traits may be beneficial in manifesting and maintaining Resilience, whilst others are vulnerability factors for Burnout. Four hundred and fifty-one (50 female) ambulance personnel completed three questionnaires as a part of a selection and development assessment. The study utilised the Hogan Development survey as a measure of dark side personality, the Copenhagen Burnout Inventory to assess work-related burnout, and the Resilience Scale– 14 to measure resilience levels. Those high on Excitable and Cautious but low on Bold and Reserved were linked to an increased vulnerability to Burnout. Also those high on Bold and Diligent yet low on the Excitable, Cautious, and Imaginative scales were more resilient. Structural Equation Modelling revealed that resilience plays both a mediating and moderating role on personality and burnout. Theoretical implications suggest future research assessing the predictive capacity of psychological variables on burnout should account the indirect effect of resilience.

Dark side of personality, intelligence, creativity, and managerial level

Purpose– The purpose of this paper is to examine the relationship of the Five-Factor Model Personality Disorder (FFM PD) count technique to industrial, work, and organizational (IWO) criteria. In this vein, the present research sought to extend previous studies (e.g. De Fruytet al., 2009) by eliminating common method variance, and by including several objectively assessed IWO criteria, namely, managerial level, intelligence, and creativity.Design/methodology/approach– In total, 1,659 working adults reported their managerial level in their organization, and completed two intelligence tests, a measure of creativity, and a measure of the Big Five personality traits in an assessment centre. The data were analyzed using structural equation modeling.Findings– Results showed that the FFM PD counts were significantly associated with each IWO criteria. Results also show that specific linear combinations of Five-Factor Model facets can explain a larger proportion of the variance in these criteria. Finally, normative benchmark values are provided and validated for personnel development contexts in the UK.Research limitations/implications– Because the FFM PD score-distributions were limited to one assessment setting (medium stakes) only, the use of proposed benchmarks may not be appropriate for other contexts.Practical implications– Considering the mounting evidence in the area, assessing dark side traits is likely to be desirable for organizations – particularly in selection and development settings.Originality/value– This study is the first to demonstrate the validity of the FFM PD count technique in relation to objectively measured IWO criteria.

Leader Dark-Side Traits and Influence: Current Research and Theory

Research on the study of leader traits suggests that dark-side traits can derail a leader’s success or help a leader flourish depending on the context of the situation. While previous literature sh...

The dark side of personality predicts positive and negative work attitudes

This exploratory study examined the relationship between positive and negative organisational attitudes and the dark side of personality. In all, 451 employees working in the medical sector completed a number of questionnaires including the Hogan Development Survey and well-established organisational measures. We found that Excitable, Sceptical and Bold dark-side traits were predictors for both positive and negative organisational attitudes, whereas Leisurely was a predictor for positive organisational attitudes and Cautious for negative. We also found that the higher order factor Moving Away from Others was the strongest predictor for both types of work attitudes whereas Moving Against and Moving Towards Others were positive predictors for positive organisational attitudes. Implications and limitations are considered.

The dark side of career preference: dark side traits, motives, and values

AbstractOver 2000 people completed two validated questionnaires: one measuring “dark side” personality traits and the other a measure of values and preferences that indicates the type of work that an individual would like to do and is best suited for. Dark side variables (and demographics) accounted for between 11% (science) and 46% (affiliation) variance in specific vocation related values. Factor analysis suggested three overall value/vocation factors (enterprising, traditional, and social) and three dark side variables (moving against, away from, and toward others). The three dark side factors predicted around a third of the variance in favoring enterprising and social occupations. Implications for vocational guidance and limitations of the study are considered.