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The Dark Triad Personality (DTP) and the Big Five Model (BFM) in their Relationship to Counterproductive Work Behaviors (CWBs)

https://doi.org/10.2139/ssrn.4812029

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Outgoing claims: the papers this work cites, builds on, or argues with.

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The development of psychological contract breach and violation: a longitudinal study

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The dark side of personality at work

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The validity of FFM personality dimensions and maladaptive traits to predict negative affects at work: a six month prospective study in a military sample

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Reactions to Organizational Injustice: Counter Work Behaviors and the Insider Threat

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Individual differences, psychological contract breach, and organizational citizenship behavior: A moderated mediation study

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Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach

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The Moderating Effect of Machiavellianism on the Psychological Contract Breach–Organizational Identification/Disidentification Relationships

inferredcites →https://doi.org/10.1007/s10869-013-9342-5openalex-extracted

Sex as a Moderator of the Relationships Between Predictor Variables and Counterproductive Work Behavior

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Reducing counterproductive work behavior through employee selection

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The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives

inferredcites →https://doi.org/10.1016/j.hrmr.2015.07.003openalex-extracted

Are they among us? A conceptual framework of the relationship between the dark triad personality and counterproductive work behaviors (CWBs)

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Responses to broken promises: Does personality matter?

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The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?

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How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes

inferredcites →https://doi.org/10.1016/j.paid.2010.03.047openalex-extracted

Big Five trait predictors of differential counterproductive work behavior dimensions

inferredcites →https://doi.org/10.1016/j.paid.2013.03.007openalex-extracted

Predicting counterproductive work behaviors with sub-clinical psychopathy: Beyond the Five Factor Model of personality

inferredcites →https://doi.org/10.1016/j.paid.2014.08.026openalex-extracted

Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction

inferredcites →https://doi.org/10.1016/j.paid.2017.04.002openalex-extracted

More or less than the sum of its parts? Mapping the Dark Triad of personality onto a single Dark Core

inferredcites →https://doi.org/10.1037//0021-9010.73.2.139openalex-extracted

Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment.

inferredcites →https://doi.org/10.1037//0021-9010.76.1.127openalex-extracted

Further evidence for the discriminant validity of measures of organizational commitment, job involvement, and job satisfaction.

inferredcites →https://doi.org/10.1037/0021-9010.89.2.311openalex-extracted

Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality.

inferredcites →https://doi.org/10.1037/0021-9010.92.1.228openalex-extracted

Predicting workplace aggression: A meta-analysis.

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inferredcites →https://doi.org/10.1037/0021-9010.93.5.1183openalex-extracted

Conscientiousness and reactions to psychological contract breach: A longitudinal field study.

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Conceptualizing and testing random indirect effects and moderated mediation in multilevel models: New procedures and recommendations.

inferredcites →https://doi.org/10.1037/a0019265openalex-extracted

The dirty dozen: A concise measure of the dark triad.

inferredcites →https://doi.org/10.1037/a0026739openalex-extracted

Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison.

inferredcites →https://doi.org/10.1080/00223890902935878openalex-extracted

The HEXACO-60: A Short Measure of the Major Dimensions of Personality

inferredcites →https://doi.org/10.1080/09585192.2011.555122openalex-extracted

Psychological contract breach and counterproductive workplace behaviors: testing moderating effect of attribution style and power distance

inferredcites →https://doi.org/10.1093/jopart/mug018openalex-extracted

The Employment Relationship in the U.K. Public Sector: A Psychological Contract Perspective

inferredcites →https://doi.org/10.1108/cdi-01-2013-0011openalex-extracted

A global evaluation of organizational fairness and its relationship to psychological contracts

inferredcites →https://doi.org/10.1111/1468-2389.00198openalex-extracted

The Big Five Personality Dimensions and Counterproductive Behaviors

inferredcites →https://doi.org/10.1111/apps.12041openalex-extracted

D ark P ersonality in the W orkplace: Introduction to the Special Issue

inferredcites →https://doi.org/10.1111/apps.12042openalex-extracted

Beyond the Bright Side: Dark Personality at Work

inferredcites →https://doi.org/10.1111/iops.12114openalex-extracted

Maladaptive Personality at Work: Exploring the Darkness

inferredcites →https://doi.org/10.1111/j.1467-839x.2008.00265.xopenalex-extracted

Moderating effect of situational strength on the relationship between personality traits and counterproductive work behaviour

inferredcites →https://doi.org/10.1111/j.1559-1816.1998.tb01689.xopenalex-extracted

Psychological Contracts, Organizational and Job Commitment

inferredcites →https://doi.org/10.1111/j.1744-6570.1987.tb00609.xopenalex-extracted

THE PEOPLE MAKE THE PLACE

inferredcites →https://doi.org/10.1111/j.1744-6570.2011.01220.xopenalex-extracted

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

inferredcites →https://doi.org/10.1111/j.1744-6570.2011.01237.xopenalex-extracted

WHY EMPLOYEES DO BAD THINGS: MORAL DISENGAGEMENT AND UNETHICAL ORGANIZATIONAL BEHAVIOR

inferredcites →https://doi.org/10.1177/0013164491511019openalex-extracted

Perceptions of Organizational Politics Scale (POPS): Development and Construct Validation

inferredcites →https://doi.org/10.1177/0899764005279513openalex-extracted

Are They Here for the Long Haul? The Effects of Functional Motives and Personality Factors on the Psychological Contracts of Volunteers

inferredcites →https://doi.org/10.1177/1059601110390998openalex-extracted

Bad Apples or Bad Barrels: An Examination of Group- and Organizational-Level Effects in the Study of Counterproductive Work Behavior

inferredcites →https://doi.org/10.1207/s15327043hup1904_7openalex-extracted

Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains

inferredcites →https://doi.org/10.2307/20159586openalex-extracted

THE IMPACT OF PERSONALITY ON PSYCHOLOGICAL CONTRACTS.

inferredcites →https://doi.org/10.2307/2290750openalex-extracted

Hierarchical Linear Models: Applications and Data Analysis Methods.

inferredcites →https://doi.org/10.2307/3340496openalex-extracted

Social Learning Theory

inferredcites →https://doi.org/10.2478/v10059-012-0024-3openalex-extracted

The structure of the teacher Machiavellianism model in social interactions in a school environment

inferredcites →https://doi.org/10.4135/9781452231594openalex-extracted

Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements

inferredcites →https://doi.org/10.4324/9780203197424-29openalex-extracted

Personality and Reactions to Organizational Politics

inferredcites →https://doi.org/10.1037/0021-9010.73.2.139openalex-snapshot

Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment.

inferredcites →https://doi.org/10.1037/0021-9010.76.1.127openalex-snapshot

Further evidence for the discriminant validity of measures of organizational commitment, job involvement, and job satisfaction.

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