Working With a Psychopath: Is There Light at the End of the Tunnel?

Having a supervisor with psychopathic characteristics is related to being bullied, poorer job satisfaction, work/family life conflict, financial instability, and distress. To date, all research on corporate psychopathy victims considers how they are negatively impacted rather than potential positive outcomes. In response, this study examined how working with a psychopath impacts posttraumatic growth (PTG). Utilizing a mixed-methods approach, this study draws upon the experiences of 285 individuals who have worked with a colleague or supervisor with alleged psychopathic characteristics. Results indicated that approach coping and psychopathic characteristics predicted PTG. Qualitative analyses revealed that the majority of participants used various coping strategies (e.g., emotion-focused), received support (e.g., emotional), and underwent post-experiential growth or learning (e.g., positive personal growth); not all growth/learning was positive, however (e.g., less trusting). Results suggest that cultivating approach-focused coping strategies may enhance PTG following a traumatic event.

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.

Corporate Psychopathy and Internet Video Game Addiction in the Workplace

In general, if employees use video games excessively rather than working hard, it becomes a matter of great concern in the workplace. However, video game addiction studies in the workplace are rare. The present study was, therefore, developed to examine the organizational behaviors related to video game addiction in the workplace. For this, the present study collected data from 305 employees in Korean companies through a survey method and use a series of multiple regression. In the results, first, the more employees suffer from corporate psychopathy, then they are more likely to be addictive in the video game. Second, the more addictive employee is in the video game, their turnover intention and work to family conflict increase. Third, video game addiction mediates the relationship between corporate psychopathy and employees' turnover intention and work to family conflict. Finally, when employees perceive more support provided by the organization, they are less likely to be addicted to the video game, which is aroused by corporate psychopathy. For research contributions, first, this study is the first to empirically verify the antecedents and consequences of video game addiction in the workplace. Second, this study is the first to investigate the mediation of video game addiction empirically. Third, this study is the first to show perceived organizational support to buffer the relationship between corporate psychopathy and video game addiction.

Of Predators and Preys: Corporate Psychopathy and Employee Burnout as Parallels

Different personalities constitute modern workplaces. One of such personalities is the corporate psychopath, whose presence poses manifold threats to organizational existence. This study examines the personality of the corporate psychopath and specifically investigates the relationship between corporate psychopathy and employee burnout. A total of 104 respondents within a university setting in Nigeria completed measures of corporate psychopathy to establish the existence of the traits in their managers; a self-report measure of employee burnout was also completed. Corporate psychopathy correlates positively and significantly with emotional exhaustion, depersonalization and decreased personal accomplishment. Results indicate that corporate psychopathy is an underlying factor of employee burnout. Enhanced whistleblowing structures and ethical regeneration are proffered to mitigate the consequences of corporate psychopathy in the face of cultural complexes that fan its flames.