RECONSIDERING THE DISPOSITIONAL BASIS OF COUNTERPRODUCTIVE WORK BEHAVIOR: THE ROLE OF ABERRANT PERSONALITY

By Jane Wu, James M. LeBreton. 2011

257 citations recorded by the source corpus.

Subfields: Clinical Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/3530d8ffbbd9ea9557f508bdbfaf2c313f9b5f8a

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In Clinical Psychology

In Sociology and Political Science

Citations in the corpus

Why people harm the organization and its members: Relationships among personality, organizational commitment, and workplace deviance (2016, background): “…proactive personality, core self-evaluations, need for achievement, or resiliency in addition to other personality traits that have started to be examined, such as hostile attribution bias, negative affect, narcissism, trait anger, and Machiavellianism (e.g., Spector, 2011; Wu & Lebreton, 2011).”
Defeating the Toxic Boss: The Nature of Toxic Leadership and the Role of Followers (2020, background): “…these individuals are considerably more manipulative and calculative in their approach to fulfilling their goals and are, thus, more likely to intentionally inflict harm on their path to goal attainment (Hare, 1999; Wu & LeBreton, 2011) resulting in considerably high harmfulness of their actions.”
Destructive Leadership (2013, background): “Thus, it is not surprising that psychopathy is believed to underlie deviance and CWB (LeBreton, Binning, & Adorno, 2006; Wu & LeBreton, 2011).”
Narcissism: An Integrative Synthesis and Dominance Complementarity Model (2014, unknown): “…journals (e.g., Galvin, Waldman, & Balthazard, 2010; Harms, Spain, & Hannah, 2011; Judge et al., 2006; Judge, Piccolo, & Kosalka, 2009; Nevicka, Ten Velden, De Hoogh, & Van Vianen, 2011b; O’Boyle, Forsyth, Banks, & McDaniel, 2012; Peterson, Galvin, & Lange, 2012; Wu & LeBreton, 2011).”
Maladaptive Personality at Work: Exploring the Darkness (2014, background): “Wu and LeBreton (2011) conducted a conceptual review of Dark Triad.”
I'm Too Good for This Job: Narcissism's Role in the Experience of Overqualification (2015, background): “Recent discussions of narcissism in organisations (Campbell et al., 2011; Fisk, 2010; Wu & Lebreton, 2011) have identified entitlement as the aspect of narcissism that is perhaps most important for understanding how employees form and react to organisational perceptions (e.g. organisational…”
Upsides to Dark and Downsides to Bright Personality: A Multidomain Review and Future Research Agenda (2018, background): “Mawritz, & Quade, 2017; Grijalva & Newman, 2015; O’Boyle et al., 2012; Wille et al., 2013; Wu & LeBreton, 2011), and negatively relate to positive employee attitudes and performance (Dahling, Whitaker, & Levy, 2009; Mathieu, 2013; Mathieu, Neumann, Hare, & Babiak, 2014; Michel & Bowling, 2013;…”
Prosocial Citizens Without a Moral Compass? Examining the Relationship Between Machiavellianism and Unethical Pro-Organizational Behavior (2018, background): “Nonetheless, researchers have argued that screening for ‘‘dark’’ traits, such as Machiavellianism, is unlikely to violate the ADA because individuals possessing these traits are capable of leading relatively normal lives and because the screening assessments were developed for use with normal rather”
When the dark ones gain power: Perceived position power strengthens the effect of supervisor Machiavellianism on abusive supervision in work teams (2016, background): “Introduction Recent instances of corporate misconduct have rekindled interest in leader personality traits as antecedents of negative behavior in the workplace, such as destructive leadership or abusive supervision (Wu & LeBreton, 2011).”
Are they among us? A conceptual framework of the relationship between the dark triad personality and counterproductive work behaviors (CWBs) (2016, background): “This is because, while the traits that constitute the dark triad overlap, they are nonetheless relatively independent (Wu & Lebreton, 2011).”