Abstract
Studies on Psychopathy in corporate settings and its toxic effects at the workplace are of the utmost importance. Corporate psychopaths reach upper echelon positions, and demonstrate egocentrism, lack of guilt or remorse; they influence those who are around them to achieve their own goals. In this regard, this study aims to discuss the implications of leaders named corporate psychopaths for the organizational health and well-being.
For this purpose, the study adopted an empirical-theoretical approach, a quantitative evaluation and a survey as the method of data collection, by applying a questionnaire made up by the Self Report Psychopathy (SRP) scale (Paulhus, Neumann, & Hare, 2014), in order to illuminate the non-pathological traits of Psychopathy; the Well-being at work Scale (Paschoal & Tamayo, 2008); and the Perception of Organizational Health Scale by Gomide Jr., Moura, Cunha, & Sousa (1999). The questionnaire was applied to 100 employees from the administrative area of an open capital Brazilian company in the educational area.
The results showed that employees who identified psychopathy traits in their immediate leaders externalized preoccupation, irritation, depression, anxiety, frustration, nervousness, tension and rage, demonstrating uneasiness at the workplace. They also reported that there is a dishonest competition to achieve higher hierarchical positions, no respect between colleagues, and people do not trust each other, demonstrating therefore aspects that reveal a compromised organizational health.
The study will make a contribution by providing insights into how companies can recognize and avoid the selection and recruitment of employees who exhibit psychopathy traits, especially due to the potential of these employess becoming leaders and compromising organizational health and well-being. The issue deserves especial attention and more studies should be carried out regarding the consequences of psychopathic leaders' actions for corporate and public health.
Key messages
Provide insights into how companies can recognize and avoid the selection and recruitment of employees who exhibit psychopathy traits and compromising organizational health and welbeing. The issue deserves especial attention and more studies should be carried out regarding the consequences of psychopathatic leaders’ actions for corporate and public health.
Subjective assessment for super recognition: an evaluation of self-report methods in civilian and police participants
