De corporate psychopath als toxisch leider in academia

Achter academisch wangedrag en intimidatie kan een corporate psychopath schuilgaan. Dankzij een paradoxaal persoonlijkheidsprofiel bemachtigen corporate psychopaths leidinggevende functies. Universiteiten bieden als competitieve en hiërarchische arbeidsorganisaties een geschikte arbeidsomgeving voor corporate psychopaths. In contrast met hun ogenschijnlijk succes, oefenen corporate psychopaths toxisch leiderschap uit via grensoverschrijdend gedrag zoals pesten, sexuele intimidatie en scientific sabotage. Ze veroorzaken psychosociale arbeidsbelasting van collegae en ondergeschikten en soms ook wetenschappelijk wangedrag. Bij personeelsselectie voor machtsposities alsmede in geval van ernstige sociale onveiligheid is gebruik van screeningsintrumenten voor corporate psychopathy aan te bevelen.

Finding psychopaths in white-collar jobs: a review of the evidence and why it matters

Purpose Influential research has posited that empirical investigation provides no evidence for the existence of white-collar/successful psychopaths. The purpose of this current paper is to review evidence for their existence and report on new, primary research that examines ethical outcomes associated with their presence. Design/methodology/approach Leading psychopathy researchers called for research using samples of white-collar workers to explore workplace psychopathy. Therefore, the authors undertook a two-stage research process to examine this. Firstly, a structured literature review sought evidence for “corporate psychopaths”, “white-collar psychopaths” and “successful psychopaths” in existing literature. Secondly, original research was undertaken among 261 Australian workers to examine this further. Findings Findings indicate that white-collar psychopaths exist. Where they have been found not to exist, investigation reveals that the samples used were inadequate for the purpose of attempting to find them. Practical implications Although there is an inconsistent nomenclature, white-collar, industrial, successful, organisational, workplace or corporate psychopaths do exist and are found in white-collar workplaces. Social implications Their existence is important because findings indicate that they have a significant, ethically malign and long-lasting impact on employee well-being and organisational ethical outcomes. Originality/value To the best of the authors’ knowledge, this is perhaps the first paper to specifically examine the literature for evidence of whether white-collar psychopaths exist. To the best of the authors’ knowledge, this is also the first paper to determine that corporate psychopaths are linked with aggressive humour, gender discrimination, fake corporate social responsibility and reduced communications integration.

Implementation of CCCP in Dissecting Classifications of Non- Criminal, Corporate and Criminal Psychopathy

Psychopathy is one of the pivotal personality disorders in forensic psychology yet there has been little research conducted so far for understanding this destructive personality disorder. There are three different classifications of non-criminal, criminal and corporate psychopaths in each society. In addition, the severity of the psychopathy level in each category is assessed based on a combination of the outcome of assessment measure (s) and the classification of clinical criteria of psychopathy (CCCP). The CCCP includes cruelty-sadism, social-adjustment, disinhibition, and capacity. Cruelty and disinhibition criteria have streams of mild, moderate, severe, while social adjustment is classified into poor, integrated, or adept groups. Capacity is also divided into four categories of criminally-inclined, unremarkable, accomplished, and criminally-inclined/accomplished. Furthermore, manifestation of these four criteria in psychopathy reflects in categorizing the severity of psychopathy levels in three different groups of clinical (least extreme), pervasive (moderate), and pathological (most extreme) psychopaths. In sum, in order to apply criteria to each case, first step involves proper assessment of each case by measurements scales. The second step involves application of CCCP to each case in line with available clinical information and their assessment. The last step is implementing risk management and treatment strategies depending on the severity level of each case. Although, there is no permanent cure for this controversial psychological disorder, there are suggested treatment strategies that can lessen the severity of traits in different psychopathy classifications. Therefore, future research should continue in order to shed light on different strategies and treatment plans for this debilitating psychological disorder.

Corporate Psychopaths: implications for organizational health and well-being

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.

Perceived supervisor’s subclinical psychopathy, and subordinate’s organizational commitment, job satisfaction and satisfaction with executive

This study was designed to investigate the correlations between supervisor`s perceived subclinical psychopathy and subordinate`s organizational commitment, overall job satisfac-tion and particularly satisfaction with his/her supervisor. The results, based on a sample of 153 employees, showed that subordinates working with leaders, who can be defined as orga-nizational (or industrial, corporate) psychopaths, tended to adopt more negative work attitu-des. Supervisor`s perceived subclinical psychopathy had a negative impact on subordinates’ job satisfaction, satisfaction with supervisor and their organizational commitment. The paper discusses the results and limitations of the study, and offers suggestions for future research.