Tríada oscura de personalidad, satisfacción laboral y cinismo organizacional: un modelo estructural
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jul 6, 2018
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Resumen
Se analizó el impacto del cinismo organizacional sobre las relaciones entre la tríada oscura (maquiavelismo, narcisismo, psicopatía) y la satisfacción laboral, en una muestra de 343 trabajadores argentinos. Se plantearon hipótesis sobre relaciones directas e indirectas que fueron probadas mediante análisis de ecuaciones estructurales. Los resultados confirmaron que la tríada predice el cinismo (maquiavelismo: ϒ = 0.39, p < 0.01; psicopatía: ϒ = 0.22, p < 0.01; narcisismo: ϒ = 0.14; p < 0.05), y que el cinismo mediatiza completamente las relaciones entre la tríada y la satisfacción laboral (maquiavelismo: z = -4.51, p < 0.001; psicopatía: z = -3.24, p < 0.001; narcisismo: z = -1.78, p < 0.05). Se discuten las implicancias prácticas de los hallazgos y se sugieren nuevas líneas de investigación futura.
Keywords
dark triad, organizational cynicism, job satisfaction, explanatory modeltríada oscura, cinismo organizacional, satisfacción laboral, modelo explicativo
References
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Chiaburu, D. S., Peng, A. C., Oh, I., Banks, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83(2), 181-197. https://doi.org/10.1016/j.jvb.2013.03.007
Furnham, A., Richards, S. C., & Paulhus, D. L. (2013). The dark triad of personality: A 10 year review. Social and Personality Psychology Compass, 7(3), 199-216. https://doi.org/10.1111/spc3.12018
Guenole, N. (2014). Maladaptive personality at work: Exploring the darkness. Industrial & Organizational Psychology, 7(1), 85-97. https://doi.org/10.1111/iops.12114
Hirschi, A., & Jaensch, V. (2015). Narcissism and career success: Occupational self-efficacy and career engagement as mediators. Personality and Individual Differences, 77, 205-208. https://doi.org/10.1016/j.paid.2015.01.002
Hogan, R., & Hogan, J. (2009). Hogan development survey manual (2.a ed.). Tulsa, OK: Hogan Assessment Systems.
Holmbeck, G. (2003). Toward terminological, conceptual, and statistical clarity in the study of mediators and moderators. En A. E. Kazdin (Ed.), Methodological issues and strategies in clinical research (3.a ed., pp. 77-105). Washington, DC: American Psychological Association.
Jones, D. N., & Figueredo, A. J. (2013). The core of darkness: Uncovering the heart of the Dark Triad. European Journal of Personality, 27(6), 521-531. https://doi.org/10.1002/per.1893
Jones, D. N., & Paulhus, D. L. (2014). Introducing the Short Dark Triad (SD3): A brief measure of dark personality traits. Assessment, 21(1), 28-41. https://doi.org/10.1177/1073191113514105
Jones, D. N., & Paulhus, D. L. (2017). Duplicity among the dark triad: Three faces of deceit. Journal of Personality and Social Psychology, 113, 329-342. https://doi.org/10.1037/pspp0000139
Jonason, P., Weeb, S., & Li, N. (2015). Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction. Personality and Individual Differences, 72, 112-116. https://doi.org/10.1016/j.paid.2014.08.026
Judge, T., Weiss, H., Kammeyer-Mueller, J., & Hulin, C. (2017). Job attitudes, job satisfaction, and job affect: A century of continuity and of change. The Journal of Applied Psychology, 102, 356-374. https://doi.org/10.1037/apl0000181
Linstead, S., Maréchal, M., & Griffin, R. W. (2014). Theorizing and researching the dark side of organization. Organization Studies, 35(2), 165-188. https://doi.org/10.1177/0170840613515402
Michel, J., & Bowling, N. (2013). Does dispositional aggression feed the narcissistic response? The role of narcissism and aggression in the prediction of job attitudes and counterproductive work behaviors. Journal of Business and Psychology, 28(1), 93-105. https://doi.org/10.1007/s10869-012-9265-6
O’Boyle, H., Forsyth, D., Banks, G., & McDaniel, M. (2012). A meta-analysis of the Dark Triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557-579. https://doi.org/10.1037/a0025679
Omar, A. (1988). Estandarización argentina de los cuestionarios de personalidad de Eysenck. Revista Chilena de Neuro-Psiquiatría, 26(2), 83-95. Recuperado de https://www.researchgate.net/publication/274383019 _Estandarizacion_Argentina_de_los_Cuestionrios_de_Personalidad_de_Eysenck
Omar, A., & Urteaga, F. (2010). El impacto de la cultura nacional sobre la cultura organizacional. Universitas Psychologica, 9(1), 79-92. Recuperado de http://revistas.javeriana.edu.co/index.php/revPsycho/article/view/276
Palaiou, K., Zarola, A., & Furnham, A. (2016). The dark side of personality predicts positive and negative work attitudes. Personality & Individual Differences, 88, 12-16. https://doi.org/10.1016/j.paid.2015.08.029
Palmer, J., Komarraju, M., Carter, M., & Karau, S. (2017). Angel on one shoulder: Can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductive work behavior? Personality & Individual Differences, 110, 31-37. https://doi.org/10.1016/j.paid.2017.01.018
Paulhus, D. L. (2014). Toward a taxonomy of dark personalities. Current Directions in Psychological Science, 23(6), 421- 426. https://doi.org/0.1177/0963721414547737
Podsakoff, P. M., MacKenzie, S. B., Lee, J., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63(1), 539-569. https://doi.org/10.1146/annurev-psych-120710-100452
Preacher, K. J. (2015). Advances in mediation analysis: A Survey and synthesis of new developments. Annual Review of Psychology, 66(6), 825-852. https://doi.org/10.1146/annurev-psych-010814-015258
Salessi, S., & Omar, A. (2014a). Cinismo organizacional: consecuencias sobre la salud mental de los trabajadores. Psicología y Salud, 24(2), 269-277. Recuperado de http://revistas.uv.mx/index.php/psicysalud/article/view/930
Salessi, S., & Omar, A. (2014b). Validación de la Escala de Cinismo Organizacional: un estudio con trabajadores argentinos. Revista de Psicología, 32(2), 357-385. Recuperado de http://revistas.pucp.edu.pe/index.php/psicologia/article/view/10953/11463
Salessi, S., & Omar, A. (2016). Satisfacción laboral genérica: propiedades psicométricas de una escala para medirla. Revista Alternativas en Psicología, 34, 93-108. Recuperado de https://alternativas.me/attachments/article/116/8%20-%20Satisfacci%C3%B3n%20Laboral%20Gen%C3%A9rica.pdf
Salessi, S., & Omar, A. (en prensa). Psychometric properties of a scale to measure the dark side of personality. Estudos de Psicología,
Smith, M., & Webster, B. (2017). A moderated mediation model of Machiavellianism, social undermining, political skill, and supervisor-rated job performance. Personality and Individual Differences, 104, 453-459. https://doi.org/10.1016/j.paid.2016.09.010
Spain, S. M., Harms, P., & Lebreton, J. M. (2013). The dark side of personality at work. Journal of Organizational Behavior, 35, 41-60. https://doi.org/10.1002/job.1894
Spurk, D., Keller, A., & Hirschi, A. (2016). Do bad guys get ahead or fall behind? Relationships of the Dark Triad of personality with objective and subjective career success. Social Psychological and Personality Science, 7, 113-121. https://doi.org/10.1177/1948550615609735
Stead, R., & Fekken, G. (2014). Agreeableness at the core of the dark triad of personality. Individual Differences Research, 12(4A), 131-141. Recuperado de http://en.buaa.findplus.cn/?h=articles&db=a9h&an=100210820#
Sundstrom, E., Lounsbury, J., Gibson, L., & Huang, J. (2016). Personality traits and career satisfaction in training and development occupations: Toward a distinctive T&D personality profile. Human Resource Development Quarterly, 27, 13-40. https://doi.org/10.1002/hrdq.21223
Thundiyil, T., Chiaburu, D., In-Sue, O., Banks, G., & Peng, A. (2014). Cynical about change? A meta-analysis of organizational cynicism correlates. Academy of Management Meeting Proceedings, 783-786. https://doi.org/10.5465/AMBPP.2014.177
Brandes, P., & Das, D. (2006). Locating behavioral cynicism at work: Construct issues and performance implications. En P. L. Perrewé & D. C. Ganster (Eds.), Employee health, coping and methodologies (pp. 233-266). Philidelphia, PA: Elsevier Science.
Chiaburu, D. S., Peng, A. C., Oh, I., Banks, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83(2), 181-197. https://doi.org/10.1016/j.jvb.2013.03.007
Furnham, A., Richards, S. C., & Paulhus, D. L. (2013). The dark triad of personality: A 10 year review. Social and Personality Psychology Compass, 7(3), 199-216. https://doi.org/10.1111/spc3.12018
Guenole, N. (2014). Maladaptive personality at work: Exploring the darkness. Industrial & Organizational Psychology, 7(1), 85-97. https://doi.org/10.1111/iops.12114
Hirschi, A., & Jaensch, V. (2015). Narcissism and career success: Occupational self-efficacy and career engagement as mediators. Personality and Individual Differences, 77, 205-208. https://doi.org/10.1016/j.paid.2015.01.002
Hogan, R., & Hogan, J. (2009). Hogan development survey manual (2.a ed.). Tulsa, OK: Hogan Assessment Systems.
Holmbeck, G. (2003). Toward terminological, conceptual, and statistical clarity in the study of mediators and moderators. En A. E. Kazdin (Ed.), Methodological issues and strategies in clinical research (3.a ed., pp. 77-105). Washington, DC: American Psychological Association.
Jones, D. N., & Figueredo, A. J. (2013). The core of darkness: Uncovering the heart of the Dark Triad. European Journal of Personality, 27(6), 521-531. https://doi.org/10.1002/per.1893
Jones, D. N., & Paulhus, D. L. (2014). Introducing the Short Dark Triad (SD3): A brief measure of dark personality traits. Assessment, 21(1), 28-41. https://doi.org/10.1177/1073191113514105
Jones, D. N., & Paulhus, D. L. (2017). Duplicity among the dark triad: Three faces of deceit. Journal of Personality and Social Psychology, 113, 329-342. https://doi.org/10.1037/pspp0000139
Jonason, P., Weeb, S., & Li, N. (2015). Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction. Personality and Individual Differences, 72, 112-116. https://doi.org/10.1016/j.paid.2014.08.026
Judge, T., Weiss, H., Kammeyer-Mueller, J., & Hulin, C. (2017). Job attitudes, job satisfaction, and job affect: A century of continuity and of change. The Journal of Applied Psychology, 102, 356-374. https://doi.org/10.1037/apl0000181
Linstead, S., Maréchal, M., & Griffin, R. W. (2014). Theorizing and researching the dark side of organization. Organization Studies, 35(2), 165-188. https://doi.org/10.1177/0170840613515402
Michel, J., & Bowling, N. (2013). Does dispositional aggression feed the narcissistic response? The role of narcissism and aggression in the prediction of job attitudes and counterproductive work behaviors. Journal of Business and Psychology, 28(1), 93-105. https://doi.org/10.1007/s10869-012-9265-6
O’Boyle, H., Forsyth, D., Banks, G., & McDaniel, M. (2012). A meta-analysis of the Dark Triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557-579. https://doi.org/10.1037/a0025679
Omar, A. (1988). Estandarización argentina de los cuestionarios de personalidad de Eysenck. Revista Chilena de Neuro-Psiquiatría, 26(2), 83-95. Recuperado de https://www.researchgate.net/publication/274383019 _Estandarizacion_Argentina_de_los_Cuestionrios_de_Personalidad_de_Eysenck
Omar, A., & Urteaga, F. (2010). El impacto de la cultura nacional sobre la cultura organizacional. Universitas Psychologica, 9(1), 79-92. Recuperado de http://revistas.javeriana.edu.co/index.php/revPsycho/article/view/276
Palaiou, K., Zarola, A., & Furnham, A. (2016). The dark side of personality predicts positive and negative work attitudes. Personality & Individual Differences, 88, 12-16. https://doi.org/10.1016/j.paid.2015.08.029
Palmer, J., Komarraju, M., Carter, M., & Karau, S. (2017). Angel on one shoulder: Can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductive work behavior? Personality & Individual Differences, 110, 31-37. https://doi.org/10.1016/j.paid.2017.01.018
Paulhus, D. L. (2014). Toward a taxonomy of dark personalities. Current Directions in Psychological Science, 23(6), 421- 426. https://doi.org/0.1177/0963721414547737
Podsakoff, P. M., MacKenzie, S. B., Lee, J., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63(1), 539-569. https://doi.org/10.1146/annurev-psych-120710-100452
Preacher, K. J. (2015). Advances in mediation analysis: A Survey and synthesis of new developments. Annual Review of Psychology, 66(6), 825-852. https://doi.org/10.1146/annurev-psych-010814-015258
Salessi, S., & Omar, A. (2014a). Cinismo organizacional: consecuencias sobre la salud mental de los trabajadores. Psicología y Salud, 24(2), 269-277. Recuperado de http://revistas.uv.mx/index.php/psicysalud/article/view/930
Salessi, S., & Omar, A. (2014b). Validación de la Escala de Cinismo Organizacional: un estudio con trabajadores argentinos. Revista de Psicología, 32(2), 357-385. Recuperado de http://revistas.pucp.edu.pe/index.php/psicologia/article/view/10953/11463
Salessi, S., & Omar, A. (2016). Satisfacción laboral genérica: propiedades psicométricas de una escala para medirla. Revista Alternativas en Psicología, 34, 93-108. Recuperado de https://alternativas.me/attachments/article/116/8%20-%20Satisfacci%C3%B3n%20Laboral%20Gen%C3%A9rica.pdf
Salessi, S., & Omar, A. (en prensa). Psychometric properties of a scale to measure the dark side of personality. Estudos de Psicología,
Smith, M., & Webster, B. (2017). A moderated mediation model of Machiavellianism, social undermining, political skill, and supervisor-rated job performance. Personality and Individual Differences, 104, 453-459. https://doi.org/10.1016/j.paid.2016.09.010
Spain, S. M., Harms, P., & Lebreton, J. M. (2013). The dark side of personality at work. Journal of Organizational Behavior, 35, 41-60. https://doi.org/10.1002/job.1894
Spurk, D., Keller, A., & Hirschi, A. (2016). Do bad guys get ahead or fall behind? Relationships of the Dark Triad of personality with objective and subjective career success. Social Psychological and Personality Science, 7, 113-121. https://doi.org/10.1177/1948550615609735
Stead, R., & Fekken, G. (2014). Agreeableness at the core of the dark triad of personality. Individual Differences Research, 12(4A), 131-141. Recuperado de http://en.buaa.findplus.cn/?h=articles&db=a9h&an=100210820#
Sundstrom, E., Lounsbury, J., Gibson, L., & Huang, J. (2016). Personality traits and career satisfaction in training and development occupations: Toward a distinctive T&D personality profile. Human Resource Development Quarterly, 27, 13-40. https://doi.org/10.1002/hrdq.21223
Thundiyil, T., Chiaburu, D., In-Sue, O., Banks, G., & Peng, A. (2014). Cynical about change? A meta-analysis of organizational cynicism correlates. Academy of Management Meeting Proceedings, 783-786. https://doi.org/10.5465/AMBPP.2014.177
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Salessi, S., & Omar, A. (2018). Tríada oscura de personalidad, satisfacción laboral y cinismo organizacional: un modelo estructural. Universitas Psychologica, 17(3), 1–12. https://doi.org/10.11144/Javeriana.upsy17-3.tops
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