EAWOP SGM on Dark Personalities in Organisations

@Seeburg Castle University, Austria
July 17^th, 12:00 / noon, until July 19^th, 16:00 / 4 pm

Dark personality traits, such as the Dark Triad or Dark Tetrad, have detrimental effects in organisations in terms of the quality of relationships, counterproductive work behavior, and the well-being of others (Del Río et al., 2022; DeShong et al., 2015; Jonason et al., 2012; O’Boyle et al., 2012). Although research on such traits in the organisational context has gained increasing attention in recent years, there is still much to explore and clarify with promising avenues for future research, such as:

Understanding what could increase dark personality tendencies (e.g., work stressors; Nübold et al., 2022; e.g. positions of power; Diller et al., 2022).
Finding potential avenues for interventions in the organisational context (e.g., agreeableness intervention; Hudson, 2022; e.g., uplifts; Junca-Silva & Silva, 2022; e.g., coaching; Diller et al., 2020).
Understanding cross-cultural variance (e.g., Jonason et al., 2020; Rogoza et al., 2020).

The present Small Group Meeting (SGM) aims at advancing theory and research on the dynamics of dark-side personality traits, their expression, consequences, and interventions in organisations. With this SGM, we want to explore this topic together with work and organisational psychologists across Europe to find mutual research interests and build collaborative networks.

Download Event-Program

Keynotes:

Opening Keynote: Prof. Peter K. Jonason
Intrapersonal causes and interpersonal consequences of living a fast life: The Dark Triad as fast life history strategies

Closing Keynote: Prof. Susanne Braun
The many faces of narcissism in organisations: A synthesis and ways forward

Further Information

Working paper submission deadline (voluntary): Participants have the opportunity to submit a working paper for the Best Working Paper Award. If you wish to participate, you can send your working paper via email to eawopsgm@uni-seeburg.at until May 20th. Please ensure that the paper adheres to the following guidelines: It should not exceed 3000 words (including references, Tables, Figures, and Appendices), follow the APA 7th edition style, and must not have been submitted, published, or accepted for publication elsewhere.

Participant Fees:
100 € regular fee, 50€ student fee. This registration fee includes the two lunches, all coffee breaks, the Get-Together, and the conference dinner. Terms and conditions: Cancellation has to be made in writing by email to eawopsgm@uni-seeburg.at. For cancellations received before June 15, 2024 23:59 (Austrian time), the registration fee will be refunded. After June 15, 2024, no refund can be made. The date and time of the email is the basis for considering refunds. All refunds will be processed after the congress privacy policy.

LinkedIn Group:
If you are a participant or co-author, please feel free to oin our EAWOP SGM LinkedIn group dedicated to the event: https://www.linkedin.com/groups/9539757/. This platform serves as a valuable networking tool, facilitating connections with fellow researchers before, during, and after the SGM. It offers an avenue to exchange research insights, discuss SGM experiences, explore new projects, and showcase publications. Additionally, we will regularly update the group with SGM photos and provide a forum for seamless interaction with the organizing committee.

Organising committee:

Prof. Sandra J. Diller (Assistant Professor for Organisational Psychology; SCU, AT); main local organiser and contact person. Examples of Sandra’s research on Dark Personalities in organisations: The Dark Triad’s work attitude (https://doi.org/10.1016/j.paid.2023.112098), the positive connection between the Dark Triad and leadership levels (https://doi.org/10.1365/s42681-021-00025-6), how to coach a Dark Triad client (https://doi.org/10.1080/17521882.2020.1784973), and the Italian mafia as a Dark Triad threat organisation (https://doi.org/10.1038/s41598-023-38597-6).
Prof. Clemens Hutzinger (University Professor for Leadership and Organisational Behavior; SCU, AT); supporting local co-organiser. Examples of Clemens’ research include work on the role of personality in observing negative organisation-related events (https://doi.org/10.1016/j.jbusres.2019.10.022), revenge behavior towards organisations (https://doi.org/10.1016/j.chb.2019.02.029) and how close relationships can backfire on organisations (https://doi.org/10.1108/INTR-02-2022-0115).
Prof. Peter Jonason (Associate Professor for Psychology at the University of Padua, IT, and Uniwersytet Kardynała Stefana Wyszyńskiego Warszawie, POL); non-local organiser; support with reviews & opening keynote. Peter is the 2014 recipient of the IgNobel award in psychology, was (until 2023) the youngest Editor-in-Chief as well as is the most published author of Personality and Individual Differences, and has over 200 publications on Dark Personalities. Some examples are in the references as well as here: on prejudice (e.g., https://doi.org/10.1016/j.paid.2019.109617, https://doi.org/10.1016/j.paid.2020.110168), earnings (e.g., https://doi.org/10.1016/j.paid.2017.09.038), and social motives (e.g., https://doi.org/10.1016/j.paid.2018.05.031).
He invites everyone to join his Facebook Dark Side Research Group.
Prof. Susanne Braun (University Professor in Leadership and Associate Dean for Postgraduate Research Students; Durham University, UK); support with reviews & closing keynote. Susanne has published several articles in outlets such as Organisational Behavior and Human Decision Processes, The Leadership Quarterly, British Journal of Management, Human Resource Management, Journal of Business Ethics, and the European Journal of Work and Organisational Psychology. She received the Emerald Citation of Excellence and The Leadership Quarterly’s Highly Cited Research Award in 2016. She co-edited the book Leadership Lessons from Compelling Contexts with Birgit Schyns and Claudia Peus in the Monographs in Leadership and Management series (Emerald, 2016). She is an Associate Editor (Organisational Psychology) of Frontiers in Psychology and an Editorial Board Member of the Journal of Organisational Behavior and the European Journal of Work and Organisational Psychology. She has further edited an issue on the dark personality in the workplace (https://econtent.hogrefe.com/doi/10.1027/2151-2604/a000391) as well as published in this area of research, such as a review on leader narcissism and its outcomes for the organisation (https://doi.org/10.3389/fpsyg.2017.00773).

References:

Del Río, E. F., Castro, Á., & Ramos-Villagrasa, P. J. (2022). Dark Tetrad and workplace deviance: Investigating the moderating role of organisational justice perceptions. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.968283

DeShong, H. L., Grant, D. M., & Mullins-Sweatt, S. N. (2015). Comparing models of counterproductive workplace behaviors: The five-factor model and the Dark Triad. Personality and Individual Differences, 74, 55–60. https://doi.org/10.1016/j.paid.2014.10.001

Diller, S. J., Czibor, A., Restas, P, Zolte, P., Jonas, E., & Frey, D. (2022). The positive connection between Dark Triad traits and leadership levels in self- and other-ratings. Leadership, Education, Personality: An Interdisciplinary Journal, 3, 117–131. https://doi.org/10.1365/s42681-021-00025-6

Diller, S. J., Frey, D., & Jonas, E. (2020). Coach me if you can! Dark Triad clients, their effect on coaches, and how coaches deal with them. Coaching: An International Journal of Theory, Research and Practice, 14(2), 110–126. https://doi.org/10.1080/17521882.2020.1784973

Hudson, N. W. (2022). Lighten the darkness: Personality interventions targeting agreeableness also reduce participants’ levels of the Dark Triad. Journal of Personality, 91(4), 901–916. https://doi.org/10.1111/jopy.12714

Jonason, P. K., Slomski, S., & Partyka, J. (2012). The Dark Triad at work: How toxic employees get their way. Personality and Individual Differences, 52(3), 449–453. https://doi.org/10.1016/j.paid.2011.11.008

Jonason, P. K., Żemojtel-Piotrowska, M., Piotrowski, J., Sedikides, C., Campbell, W. K., Gebauer, J. E., Maltby, J., Adamovic, M., Adams, B. G., Kadiyono, A. L., Atitsogbe, K. A., Bundhoo, H. Y., Baltatescu, S., Bilic, S., Brulin, J. G., Chobthamkit, P., Del Carmen Dominguez, A., Dragova-Koleva, S., El-Astal, S., . . . & Yahiiaev, I. (2020). Country-level correlates of the Dark Triad traits in 49 countries. Journal of Personality, 88(6), 1252–1267. https://doi.org/10.1111/jopy.12569

Junça-Silva, A., & Silva, D. V. (2022). The buffering effect of micro-daily events on the relationship between the Dark Triad traits and counterproductive work behavior. Management Research Review, 46(5), 667–681. https://doi.org/10.1108/mrr-12-2021-0864

Nübold, A., Van Gils, S., & Zacher, H. (2022). Daily work role stressors and Dark Triad states. Zeitschrift für Psychologie, 230(4), 311–320. https://doi.org/10.1027/2151-2604/a000505

O’Boyle, E. H., Forsyth, D. R., Banks, G. C., & McDaniel, M. A. (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

Rogoza, R., Żemojtel-Piotrowska, M., Jonason, P. K., Piotrowski, J., Campbell, K. W., Gebauer, J. E., Maltby, J., Sedikides, C., Adamovic, M., Adams, B. G., Ang, R. P., Ardi, R., Atitsogbe, K. A., Baltatescu, S., Bilic, S., Bodroža, B., Brulin, J. G., Poonoosamy, H. Y. B., Chaleeraktrakoon, T., . . . Wlodarczyk, A. (2020). Structure of Dark Triad dirty dozen across eight world regions. Assessment, 28(4), 1125–1135. https://doi.org/10.1177/1073191120922611