Araştırma Makalesi
BibTex RIS Kaynak Göster

Dark and Light Side in the Corporate World: Exploring the Influence of Personality Traits on Unethical Pro-Organizational Behaviors

Yıl 2023, Cilt: 4 Sayı: 4, 503 - 531, 28.12.2023

Tugay Ülkü Sema Polatcı

https://doi.org/10.54733/smar.1388417

Öz

The main purpose of this study is to examine the intentions of the light and dark triad to exhibit unethical pro-organizational behaviors under the conditional mediation of internal/external motivation and the corporate image. In addition to the blending structure of the light and dark sides of personality, trying to explain the contradictory nature of unethical pro-organizational behaviors from the personality perspective will contribute to the literature. In this study, a quantitative research design was used, and the research population consists of 187.586 bank personnel working in Türkiye. 430 participants were reached with the "Stratified Sampling Method", which has the authority to represent seven geographical regions of Türkiye. As a result of the mediating effect analyzes performed on SPSS 26., SPSS Amos and Hayes Process Macro 4.2 plugin, it was seen that the light triad effected unethical pro-organizational behaviors through both intrinsic and extrinsic motivation and the dark triad only through extrinsic motivation. It was determined that the corporate image's moderator effects were insignificant in the conditional mediation effect analyzes. In light of the findings obtained, the research results and discussion topics for further studies are discussed.

Anahtar Kelimeler

light triad dark triad motivation corporate image unethical pro-organizational behaviours

Etik Beyan

İnsan katılımcıları içeren çalışmalarda gerçekleştirilen tüm prosedürler, kurumsal ve/veya ulusal araştırma komitesinin etik standartlarına ve 1964 Helsinki deklarasyonuna ve daha sonraki değişikliklerine veya karşılaştırılabilir etik standartlara uygundur. Bu araştırma için Tokat Gaziosmanpaşa Üniversitesi Sosyal ve Beşerî Bilimler Araştırmaları Etik Kurulundan 14.10.2022 tarih ve 13.02 karar sayısı ile Etik Kurul Onayı alınmıştır.

Kaynakça

  • Ağaoğulları, M. A. (2013). Kent devletinden imparatorluğa. İmge Kitabevi Yayınları.
  • Allison, P. D. (1999). Multiple regression: A primer. Pine Forge Press.
  • Altunışık, R., Gegez, E., Koç, E., Sığrı, Ü., Yüksel, A., Boz, H., & Yıldız, E. (2022). Sosyal bilimlerde araştırma yöntemleri: Yeni perspektifler. Seçkin Yayıncılık.
  • Andreassen, T. W., & Lindestad, B. (1998). Customer loyalty and complex services: The impact of corporate image on quality, customer satisfaction and loyalty for customers with varying degrees of service expertise. International Journal of Service Industry Management, 9(1), 7-23. https://doi.org/10.1108/09564239810199923
  • Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic need satisfaction: a motivational basis of performance and weil‐being in two work settings1. Journal of Applied Social Psychology, 34(10), 2045-2068. https://doi.org/10.1111/j.1559-1816.2004.tb02690.x
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173
  • Bauman, C. W., & Skitka, L. J. (2012). Corporate social responsibility as a source of employee satisfaction. Research in Organizational Behavior, 32, 63-86. https://doi.org/10.1016/j.riob.2012.11.002
  • Creswell, J. W. (2017). Nitel, nicel araştırma deseni ve karma yöntem yaklaşımları (Çev. Ed. Demir, S. B., 3. Baskı). Eğiten Kitap.
  • Deci, E. L., & Ryan, R. M. (2008). Facilitating optimal motivation and psychological well-being across life's domains. Canadian Psychology, 49(1), 14-23, https://doi.org/10.1037/0708-5591.49.1.14
  • Deci, E. L., Eghrari, H., Patrick, B. C., & Leone, D. R. (1994). Facilitating internalization: The self‐determination theory perspective. Journal of Personality, 62(1), 119-142. https://doi.org/10.1111/j.1467-6494.1994.tb00797.x
  • Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4, 19-43. https://doi.org/10.1146/annurev-orgpsych-032516-113108
  • Deci, E. L., Vallerand, R. J., Pelletier, L. G., & Ryan, R. M. (1991). Motivation and education: The self-determination perspective. Educational Psychologist, 26(3-4), 325-346. https://doi.org/10.1080/00461520.1991.9653137
  • Donald, J. N., Bradshaw, E. L., Conigrave, J. H., Parker, P. D., Byatt, L. L., Noetel, M., & Ryan, R. M. (2021). Paths to the light and dark sides of human nature: A meta-analytic review of the prosocial benefits of autonomy and the antisocial costs of control. Psychological Bulletin, 147(9), 921-946. https://doi.org/10.1037/bul0000338
  • Dowling, G. R. (1986). Managing your corporate images. Industrial Marketing Management, 15(2), 109-115. https://doi.org/10.1016/0019-8501(86)90051-9
  • Effelsberg, D., Solga, M., & Gurt, J. (2014). Transformational leadership and follower’s unethical behavior for the benefit of the company: A two-study investigation. Journal of Business Ethics, 120, 81-93. https://doi.org/10.1007/s10551-013-1644-z
  • Erhan, T. (2022). Karanlık ve aydınlık üçlü kişilik özellikleri bağlamında yapıcı sapma davranışı: Havacılık çalışanları üzerine bir araştırma. Journal of Aviation Research, 4(1), 146-163. https://doi.org/10.51785/jar.1066310
  • Freeman, R. E. (2010). Strategic management: A stakeholder approach. Cambridge University Press.
  • Furnham, A., & Eysenck, H. J. (2008). Personality at work: Individual differences in the workplace. Routledge. https://doi.org/10.4324/9780203134122
  • Furnham, A., Richards, S. C., & Paulhus, D. L. (2013). The dark triad of personality: A 10 year review. Social and Personality Psychology Compass, 7(3), 199-216. https://doi.org/10.1111/spc3.12018
  • Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362. https://doi.org/10.1002/job.322
  • Galperin, B. L. (2012). Exploring the nomological network of workplace deviance: Developing and validating a measure of constructive deviance. Journal of Applied Social Psychology, 42(12), 2988-3025. https://doi.org/10.1111/j.1559-1816.2012.00971.x
  • Galvin, B. M., Lange, D., & Ashforth, B. E. (2015). Narcissistic organizational identification: Seeing oneself as central to the organization's identity. Academy of Management Review, 40(2), 163-181. https://doi.org/10.5465/amr.2013.0103
  • Gerymski, R., & Krok, D. (2019). Psychometric properties and validation of the Polish adaptation of the Light Triad Scale. Current Issues in Personality Psychology, 7(4), 341-354. https://doi.org/10.5114/cipp.2019.92960
  • Hafez, M. (2018). Measuring the impact of corporate social responsibility practices on brand equity in the banking industry in Bangladesh: The mediating effect of corporate image and brand awareness. International Journal of Bank Marketing, 36(5), 806-822. https://doi.org/10.1108/IJBM-04-2017-0072
  • Harrison, A., Summers, J., & Mennecke, B. (2018). The effects of the dark triad on unethical behavior. Journal of Business Ethics, 153, 53-77. https://doi.org/10.1007/s10551-016-3368-3
  • Hayes, A. F. (2022). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford publications.
  • Hongdan, Z., & Jun, Z. (2017). Corporate hypocrisy, moral disengagement and unethical pro-organizational behavior: Moderated mediating effect. Foreign Economics & Management, 39(01), 15-28. https://doi.org/10.16538/j.cnki.fem.2017.01.002
  • Howard, J., Gagné, M., Morin, A. J., & Van den Broeck, A. (2016). Motivation profiles at work: A self-determination theory approach. Journal of Vocational Behavior, 95-96, 74-89. https://doi.org/10.1016/j.jvb.2016.07.004
  • Irshad, M., & Bashir, S. (2020). The dark side of organizational identification: a multi-study investigation of negative outcomes. Frontiers in Psychology, 11, 572478. https://doi.org/10.3389/fpsyg.2020.572478
  • Jakobwitz, S., & Egan, V. (2006). The dark triad and normal personality traits. Personality and Individual Differences, 40(2), 331-339. https://doi.org/10.1016/j.paid.2005.07.006
  • Janoff-Bulman, R., & Carnes, N. C. (2013). Surveying the moral landscape: Moral motives and group-based moralities. Personality and Social Psychology Review, 17(3), 219-236. https://doi.org/10.1177/1088868313480274
  • Jonason, P. K., & Ferrell, J. D. (2016). Looking under the hood: The psychogenic motivational foundations of the dark triad. Personality and Individual Differences, 94, 324-331. https://doi.org/10.1016/j.paid.2016.01.039
  • Jonason, P. K., & Webster, G. D. (2010). The dirty dozen: A concise measure of the dark triad. Psychological Assessment, 22(2), 420-432. https://doi.org/10.1037/a0019265
  • Jonason, P. K., Strosser, G. L., Kroll, C. H., Duineveld, J. J., & Baruffi, S. A. (2015). Valuing myself over others: The dark triad traits and moral and social values. Personality and Individual Differences, 81, 102-106. https://doi.org/10.1016/j.paid.2014.10.045
  • Jones, T. M. (1991). Ethical decision making by individuals in organizations: An issue-contingent model. Academy of Management Review, 16(2), 366-395. https://doi.org/10.5465/amr.1991.4278958
  • Kaufman, S. B., Yaden, D. B., Hyde, E., & Tsukayama, E. (2019). The light vs. dark triad of personality: Contrasting two very different profiles of human nature. Frontiers in Psychology, 10, 467. https://doi.org/10.3389/fpsyg.2019.00467
  • Kline, R. B. (2015). Principles and practice of structural equation modeling. Guilford Publications.
  • Kurtulmuş, B. E. (2019). The dark side of leadership: An institutional perspective. Springer International Publishing.
  • Lee, A., Schwarz, G., Newman, A., & Legood, A. (2019). Investigating when and why psychological entitlement predicts unethical pro-organizational behavior. Journal of Business Ethics, 154, 109-126. https://doi.org/10.1007/s10551-017-3456-z
  • Leidner, B., & Castano, E. (2012). Morality shifting in the context of intergroup violence. European Journal of Social Psychology, 42(1), 82-91. https://doi.org/10.1002/ejsp.846
  • Liu, D., Zhang, S., Wang, L., & Lee, T. W. (2011). The effects of autonomy and empowerment on employee turnover: Test of a multilevel model in teams. Journal of Applied Psychology, 96(6), 1305-1316. https://doi.org/10.1037/a0024518
  • Luan, Y., Zhao, K., Wang, Z., & Hu, F. (2023). Exploring the antecedents of unethical pro-organizational behavior (UPB): A meta-analysis. Journal of Business Ethics, 187, 119-136. https://doi.org/10.1007/s10551-022-05269-w
  • Lukić, P., & Živanović, M. (2021). Shedding light on the light triad: Further evidence on structural, construct, and predictive validity of the light triad. Personality and Individual Differences, 178, 110876. https://doi.org/10.1016/j.paid.2021.110876
  • Lyons, M. (2019). The dark triad of personality: Narcissism, machiavellianism, and psychopathy in everyday life. Academic Press.
  • March, E., & Marrington, J. Z. (2021). Antisocial and prosocial online behaviour: Exploring the roles of the dark and light triads. Current Psychology, 42(2), 1390-1393. https://doi.org/10.1007/s12144-021-01552-7
  • Markland, D., Ryan, R. M., Tobin, V. J., & Rollnick, S. (2005). Motivational interviewing and self-determination theory. Journal of Social and Clinical Psychology, 24(6), 811-831. https://doi.org/10.1521/jscp.2005.24.6.811
  • Mishra, M., Ghosh, K., & Sharma, D. (2022). Unethical pro-organizational behavior: A systematic review and future research agenda. Journal of Business Ethics, 179, 63-87. https://doi.org/10.1007/s10551-021-04764-w
  • Nakamura, J., & Csikszentmihalyi, M. (2009). Flow theory and research. In C. R. Snyder, & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 195-206). Oxford University Press.
  • Naseer, S., Bouckenooghe, D., Syed, F., Khan, A. K., & Qazi, S. (2020). The malevolent side of organizational identification: Unraveling the impact of psychological entitlement and manipulative personality on unethical work behaviors. Journal of Business and Psychology, 35(3), 333-346. https://doi.org/10.1007/s10869-019-09623-0
  • Neumann, C. S., Kaufman, S. B., ten Brinke, L., Yaden, D. B., Hyde, E., & Tsykayama, E. (2020). Light and dark trait subtypes of human personality-A multi-study person-centered approach. Personality and Individual Differences, 164, 110121. https://doi.org/10.1016/j.paid.2020.110121
  • Nguyen, N., & Leblanc, G. (2001). Corporate image and corporate reputation in customers’ retention decisions in services. Journal of Retailing and Consumer Services, 8(4), 227-236. https://doi.org/10.1016/S0969-6989(00)00029-1
  • Niemiec, C. P., & Ryan, R. M. (2009). Autonomy, competence, and relatedness in the classroom: Applying self-determination theory to educational practice. Theory and Research in Education, 7(2), 133-144. https://doi.org/10.1177/1477878509104318
  • Özdemir, O., Özdemir, P. G., Kadak, M. T., & Nasıroğlu, S. (2012). Kişilik gelişimi. Psikiyatride Güncel Yaklaşımlar, 4(4), 566-589.
  • Paulhus, D. L., & Williams, K. M. (2002). The dark triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of Research in Personality, 36(6), 556-563. https://doi.org/10.1016/S0092-6566(02)00505-6
  • Pektaş, S., & Durmuş, G. (2022). Adaptation of the light triad scale to Turkish: A validity and reliability study. Akdeniz Spor Bilimleri Dergisi, 5(3), 664-674. https://doi.org/10.38021/asbid.1167809
  • Polatcı, S., & Ülkü, T. (2023). Aydınlık ve karanlık üçlünün etik olmayan örgüt yanlısı davranışlar sergileme motivasyonları: Banka personeli üzerine nitel bir araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 24(2), 230-259. https://doi.org/10.17494/ogusbd.1245688
  • Polatcı, S., & Yeloğlu, H. O. (2021). Karanlık ve aydınlık kişilik özelliklerinin girişimcilik niyeti üzerindeki etkisinin incelenmesi. Journal of Organizational Behavior Review, 3(1), 73-87. https://dergipark.org.tr/en/pub/jobreview/issue/59746/836306
  • Prusik, M., & Szulawski, M. (2019). The relationship between the dark triad personality traits, motivation at work, and burnout among HR recruitment workers. Frontiers in Psychology, 10, 1290. https://doi.org/10.3389/fpsyg.2019.01290
  • Riordan, C. M., Gatewood, R. D., & Bill, J. B. (1997). Corporate image: Employee reactions and implications for managing corporate social performance. Journal of Business Ethics, 16, 401-412. https://doi.org/10.1023/A:1017989205184
  • Rogoza, R., & Cieciuch, J. (2019). Structural investigation of the short dark triad questionnaire in Polish population. Current Psychology, 38(3), 756-763. https://doi.org/10.1007/s12144-017-9653-1
  • Saruhan, Ş. C., & Özdemirci, A. (2018). Bilim, felsefe ve metodoloji. Beta Yayınları.
  • Seligman, M. E., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5-14. https://doi.org/10.1037/0003-066X.55.1.5
  • Sevi, B., Urgancı, B., & Sakman, E. (2020). Who cheats? An examination of light and dark personality traits as predictors of infidelity. Personality and Individual Differences, 164, 110126. https://doi.org/10.1016/j.paid.2020.110126
  • Shaw, K. H., Tang, N., & Liao, H. Y. (2020). Authoritarian-benevolent leadership, moral disengagement, and follower unethical pro-organizational behavior: An investigation of the effects of ambidextrous leadership. Frontiers in Psychology, 11, 590. https://doi.org/10.3389/fpsyg.2020.00590
  • Spector, P. E., & Fox, S. (2005). The stressor-emotion model of counterproductive work behavior. In S. Fox, & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 151-174). American Psychological Association. https://doi.org/10.1037/10893-007
  • Tabachnick, B. G., & Fidell, L. S. (2014). Using multivariate statistics: Pearson new international edition. Pearson.
  • Tekeş, B., & Bıçaksız, P. (2021). Aydınlık üçlü (light triad) ölçeğinin psikometrik özelliklerinin değerlendirilmesi. AYNA Klinik Psikoloji Dergisi, 8(3), 535-556. https://doi.org/10.31682/ayna.871395
  • Thietart, R. A., & Forgues, B. (1995). Chaos theory and organization. Organization Science, 6(1), 19-31. https://doi.org/10.1287/orsc.6.1.19
  • Tian, Q., & Peterson, D. K. (2016). The effects of ethical pressure and power distance orientation on unethical pro‐organizational behavior: The case of earnings management. Business Ethics: A European Review, 25(2), 159-171. https://doi.org/10.1111/beer.12109
  • Tran, M. A., Nguyen, B., Melewar, T. C., & Bodoh, J. (2015). Exploring the corporate image formation process. Qualitative Market Research, 18(1), 86-114. https://doi.org/10.1108/QMR-05-2014-0046
  • Tremblay, M. A., Blanchard, C. M., Taylor, S., Pelletier, L. G., & Villeneuve, M. (2009). Work extrinsic and intrinsic motivation scale: Its value for organizational psychology research. Canadian Journal of Behavioural Science, 41(4), 213-226. https://doi.org/10.1037/a0015167
  • Umphress, E. E., & Bingham, J. B. (2011). When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3), 621-640. https://doi.org/10.1287/orsc.1100.0559
  • Umphress, E. E., Bingham, J. B., & Mitchell, M. S. (2010). Unethical behavior in the name of the company: The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior. Journal of Applied Psychology, 95(4), 769-780. https://doi.org/10.1037/a0019214
  • Uzunbacak, H. H., Akçakanat, T., & Bayrakçı, E. (2019). İyi niyetli kötü davranışlar: banka çalışanlarının örgüt yararına ahlaki olmayan davranışları üzerine nitel bir araştırma. OPUS International Journal of Society Researches, 12(18. UİK Özel Sayısı), 658-683. https://doi.org/10.26466/opus.590468
  • Vadera, A. K., Pratt, M. G., & Mishra, P. (2013). Constructive deviance in organizations: Integrating and moving forward. Journal of Management, 39(5), 1221-1276. https://doi.org/10.1177/0149206313475816
  • Vansteenkiste, M., & Ryan, R. M. (2013). On psychological growth and vulnerability: Basic psychological need satisfaction and need frustration as a unifying principle. Journal of Psychotherapy Integration, 23(3), 263-280. https://doi.org/10.1037/a0032359
  • Wang, J., Shi, W., Liu, G., & Zhou, L. (2021). Moving beyond initiative: the reconceptualization and measurement of unethical pro-organizational behavior. Frontiers in Psychology, 12, 640107. https://doi.org/10.3389/fpsyg.2021.640107
  • Wang, X., Zheng, X. J., & Zhao, S. (2022). Repaying the debt: An examination of the relationship between perceived organizational support and unethical pro-organizational behavior by low performers. Journal of Business Ethics, 179, 697-709. https://doi.org/10.1007/s10551-021-04809-0
  • Webster, B. D., & Smith, M. B. (2019). The dark triad and organizational citizenship behaviors: The moderating role of high involvement management climate. Journal of Business and Psychology, 34, 621-635. https://doi.org/10.1007/s10869-018-9562-9
  • Xiao, M., Wang, Z., Kong, X., Ao, X., Song, J., & Zhang, P. (2021). Relatedness need satisfaction and the dark triad: The role of depression and prevention focus. Frontiers in Psychology, 12, 677906. https://doi.org/10.3389/fpsyg.2021.677906
  • Zimbardo, P. (2018). Exploring human nature and inspiring heroic social action. In A.A. Ariyanto, H. Muluk, P. Newcombe, F. P. Piercy, E. K. Poerwandari, & S. H. R. Suradijono (Eds.), Diversity in unity: Perspectives from psychology and behavioral sciences, (pp. 3-9). Routledge.

Kurumsal Dünyada Karanlık ve Aydınlık Taraf: Kişilik Özelliklerinin Etik Olmayan Örgüt Yanlısı Davranışlar Üzerindeki Etkisinin Keşfi

Yıl 2023, Cilt: 4 Sayı: 4, 503 - 531, 28.12.2023

Tugay Ülkü Sema Polatcı

https://doi.org/10.54733/smar.1388417

Öz

Bu çalışmanın temel amacı aydınlık ve karanlık üçlünün etik olmayan örgüt yanlısı davranışlar sergileme niyetlerini içsel ve dışsal motivasyonun aracılığı ve kurum imajının düzenleyiciliği altında ele almaktır. Kişiliğin aydınlık ve karanlık tarafının birbirini harmanlayan yapısına ek olarak etik olmayan örgüt yanlısı davranışların zıtlık içeren doğasını kişilik perspektifinden açıklamaya çalışmak yazına katkı sağlayacaktır. Nicel araştırma deseni ile tasarlanan bu çalışmada, araştırmanın evrenini Türkiye’de çalışan 187.586 banka personeli oluşturmaktadır. Türkiye’nin yedi coğrafi bölgesini temsil yetkisi bulunacak şekilde “Tabakalı Örnekleme Yöntemi” ile 430 katılımcıya ulaşılmıştır. SPSS 26., SPSS Amos ve Hayes Process Macro 4.2 eklentisi üzerinden gerçekleştirilen aracılık etki analizleri sonucunda aydınlık üçlünün hem içsel hem dışsal motivasyonun aracılığı ile karanlık üçlünün sadece dışsal motivasyonun aracılığı ile etik olmayan örgüt yanlısı davranışları etkilediği görülmüştür. Kurum imajının yer aldığı durumsal aracılık etki analizlerinde kurum imajının düzenleyicilik etkisinin anlamlı olmadığı tespit edilmiştir. Elde edilen bulgular ışığında araştırma sonuçları ve sonraki çalışmalar için tartışma konuları ele alınmıştır.

Anahtar Kelimeler

aydınlık üçlü karanlık üçlü motivasyon kurum imajı etik olmayan örgüt yanlısı davranışlar

Kaynakça

  • Ağaoğulları, M. A. (2013). Kent devletinden imparatorluğa. İmge Kitabevi Yayınları.
  • Allison, P. D. (1999). Multiple regression: A primer. Pine Forge Press.
  • Altunışık, R., Gegez, E., Koç, E., Sığrı, Ü., Yüksel, A., Boz, H., & Yıldız, E. (2022). Sosyal bilimlerde araştırma yöntemleri: Yeni perspektifler. Seçkin Yayıncılık.
  • Andreassen, T. W., & Lindestad, B. (1998). Customer loyalty and complex services: The impact of corporate image on quality, customer satisfaction and loyalty for customers with varying degrees of service expertise. International Journal of Service Industry Management, 9(1), 7-23. https://doi.org/10.1108/09564239810199923
  • Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic need satisfaction: a motivational basis of performance and weil‐being in two work settings1. Journal of Applied Social Psychology, 34(10), 2045-2068. https://doi.org/10.1111/j.1559-1816.2004.tb02690.x
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173
  • Bauman, C. W., & Skitka, L. J. (2012). Corporate social responsibility as a source of employee satisfaction. Research in Organizational Behavior, 32, 63-86. https://doi.org/10.1016/j.riob.2012.11.002
  • Creswell, J. W. (2017). Nitel, nicel araştırma deseni ve karma yöntem yaklaşımları (Çev. Ed. Demir, S. B., 3. Baskı). Eğiten Kitap.
  • Deci, E. L., & Ryan, R. M. (2008). Facilitating optimal motivation and psychological well-being across life's domains. Canadian Psychology, 49(1), 14-23, https://doi.org/10.1037/0708-5591.49.1.14
  • Deci, E. L., Eghrari, H., Patrick, B. C., & Leone, D. R. (1994). Facilitating internalization: The self‐determination theory perspective. Journal of Personality, 62(1), 119-142. https://doi.org/10.1111/j.1467-6494.1994.tb00797.x
  • Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, 4, 19-43. https://doi.org/10.1146/annurev-orgpsych-032516-113108
  • Deci, E. L., Vallerand, R. J., Pelletier, L. G., & Ryan, R. M. (1991). Motivation and education: The self-determination perspective. Educational Psychologist, 26(3-4), 325-346. https://doi.org/10.1080/00461520.1991.9653137
  • Donald, J. N., Bradshaw, E. L., Conigrave, J. H., Parker, P. D., Byatt, L. L., Noetel, M., & Ryan, R. M. (2021). Paths to the light and dark sides of human nature: A meta-analytic review of the prosocial benefits of autonomy and the antisocial costs of control. Psychological Bulletin, 147(9), 921-946. https://doi.org/10.1037/bul0000338
  • Dowling, G. R. (1986). Managing your corporate images. Industrial Marketing Management, 15(2), 109-115. https://doi.org/10.1016/0019-8501(86)90051-9
  • Effelsberg, D., Solga, M., & Gurt, J. (2014). Transformational leadership and follower’s unethical behavior for the benefit of the company: A two-study investigation. Journal of Business Ethics, 120, 81-93. https://doi.org/10.1007/s10551-013-1644-z
  • Erhan, T. (2022). Karanlık ve aydınlık üçlü kişilik özellikleri bağlamında yapıcı sapma davranışı: Havacılık çalışanları üzerine bir araştırma. Journal of Aviation Research, 4(1), 146-163. https://doi.org/10.51785/jar.1066310
  • Freeman, R. E. (2010). Strategic management: A stakeholder approach. Cambridge University Press.
  • Furnham, A., & Eysenck, H. J. (2008). Personality at work: Individual differences in the workplace. Routledge. https://doi.org/10.4324/9780203134122
  • Furnham, A., Richards, S. C., & Paulhus, D. L. (2013). The dark triad of personality: A 10 year review. Social and Personality Psychology Compass, 7(3), 199-216. https://doi.org/10.1111/spc3.12018
  • Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362. https://doi.org/10.1002/job.322
  • Galperin, B. L. (2012). Exploring the nomological network of workplace deviance: Developing and validating a measure of constructive deviance. Journal of Applied Social Psychology, 42(12), 2988-3025. https://doi.org/10.1111/j.1559-1816.2012.00971.x
  • Galvin, B. M., Lange, D., & Ashforth, B. E. (2015). Narcissistic organizational identification: Seeing oneself as central to the organization's identity. Academy of Management Review, 40(2), 163-181. https://doi.org/10.5465/amr.2013.0103
  • Gerymski, R., & Krok, D. (2019). Psychometric properties and validation of the Polish adaptation of the Light Triad Scale. Current Issues in Personality Psychology, 7(4), 341-354. https://doi.org/10.5114/cipp.2019.92960
  • Hafez, M. (2018). Measuring the impact of corporate social responsibility practices on brand equity in the banking industry in Bangladesh: The mediating effect of corporate image and brand awareness. International Journal of Bank Marketing, 36(5), 806-822. https://doi.org/10.1108/IJBM-04-2017-0072
  • Harrison, A., Summers, J., & Mennecke, B. (2018). The effects of the dark triad on unethical behavior. Journal of Business Ethics, 153, 53-77. https://doi.org/10.1007/s10551-016-3368-3
  • Hayes, A. F. (2022). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford publications.
  • Hongdan, Z., & Jun, Z. (2017). Corporate hypocrisy, moral disengagement and unethical pro-organizational behavior: Moderated mediating effect. Foreign Economics & Management, 39(01), 15-28. https://doi.org/10.16538/j.cnki.fem.2017.01.002
  • Howard, J., Gagné, M., Morin, A. J., & Van den Broeck, A. (2016). Motivation profiles at work: A self-determination theory approach. Journal of Vocational Behavior, 95-96, 74-89. https://doi.org/10.1016/j.jvb.2016.07.004
  • Irshad, M., & Bashir, S. (2020). The dark side of organizational identification: a multi-study investigation of negative outcomes. Frontiers in Psychology, 11, 572478. https://doi.org/10.3389/fpsyg.2020.572478
  • Jakobwitz, S., & Egan, V. (2006). The dark triad and normal personality traits. Personality and Individual Differences, 40(2), 331-339. https://doi.org/10.1016/j.paid.2005.07.006
  • Janoff-Bulman, R., & Carnes, N. C. (2013). Surveying the moral landscape: Moral motives and group-based moralities. Personality and Social Psychology Review, 17(3), 219-236. https://doi.org/10.1177/1088868313480274
  • Jonason, P. K., & Ferrell, J. D. (2016). Looking under the hood: The psychogenic motivational foundations of the dark triad. Personality and Individual Differences, 94, 324-331. https://doi.org/10.1016/j.paid.2016.01.039
  • Jonason, P. K., & Webster, G. D. (2010). The dirty dozen: A concise measure of the dark triad. Psychological Assessment, 22(2), 420-432. https://doi.org/10.1037/a0019265
  • Jonason, P. K., Strosser, G. L., Kroll, C. H., Duineveld, J. J., & Baruffi, S. A. (2015). Valuing myself over others: The dark triad traits and moral and social values. Personality and Individual Differences, 81, 102-106. https://doi.org/10.1016/j.paid.2014.10.045
  • Jones, T. M. (1991). Ethical decision making by individuals in organizations: An issue-contingent model. Academy of Management Review, 16(2), 366-395. https://doi.org/10.5465/amr.1991.4278958
  • Kaufman, S. B., Yaden, D. B., Hyde, E., & Tsukayama, E. (2019). The light vs. dark triad of personality: Contrasting two very different profiles of human nature. Frontiers in Psychology, 10, 467. https://doi.org/10.3389/fpsyg.2019.00467
  • Kline, R. B. (2015). Principles and practice of structural equation modeling. Guilford Publications.
  • Kurtulmuş, B. E. (2019). The dark side of leadership: An institutional perspective. Springer International Publishing.
  • Lee, A., Schwarz, G., Newman, A., & Legood, A. (2019). Investigating when and why psychological entitlement predicts unethical pro-organizational behavior. Journal of Business Ethics, 154, 109-126. https://doi.org/10.1007/s10551-017-3456-z
  • Leidner, B., & Castano, E. (2012). Morality shifting in the context of intergroup violence. European Journal of Social Psychology, 42(1), 82-91. https://doi.org/10.1002/ejsp.846
  • Liu, D., Zhang, S., Wang, L., & Lee, T. W. (2011). The effects of autonomy and empowerment on employee turnover: Test of a multilevel model in teams. Journal of Applied Psychology, 96(6), 1305-1316. https://doi.org/10.1037/a0024518
  • Luan, Y., Zhao, K., Wang, Z., & Hu, F. (2023). Exploring the antecedents of unethical pro-organizational behavior (UPB): A meta-analysis. Journal of Business Ethics, 187, 119-136. https://doi.org/10.1007/s10551-022-05269-w
  • Lukić, P., & Živanović, M. (2021). Shedding light on the light triad: Further evidence on structural, construct, and predictive validity of the light triad. Personality and Individual Differences, 178, 110876. https://doi.org/10.1016/j.paid.2021.110876
  • Lyons, M. (2019). The dark triad of personality: Narcissism, machiavellianism, and psychopathy in everyday life. Academic Press.
  • March, E., & Marrington, J. Z. (2021). Antisocial and prosocial online behaviour: Exploring the roles of the dark and light triads. Current Psychology, 42(2), 1390-1393. https://doi.org/10.1007/s12144-021-01552-7
  • Markland, D., Ryan, R. M., Tobin, V. J., & Rollnick, S. (2005). Motivational interviewing and self-determination theory. Journal of Social and Clinical Psychology, 24(6), 811-831. https://doi.org/10.1521/jscp.2005.24.6.811
  • Mishra, M., Ghosh, K., & Sharma, D. (2022). Unethical pro-organizational behavior: A systematic review and future research agenda. Journal of Business Ethics, 179, 63-87. https://doi.org/10.1007/s10551-021-04764-w
  • Nakamura, J., & Csikszentmihalyi, M. (2009). Flow theory and research. In C. R. Snyder, & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 195-206). Oxford University Press.
  • Naseer, S., Bouckenooghe, D., Syed, F., Khan, A. K., & Qazi, S. (2020). The malevolent side of organizational identification: Unraveling the impact of psychological entitlement and manipulative personality on unethical work behaviors. Journal of Business and Psychology, 35(3), 333-346. https://doi.org/10.1007/s10869-019-09623-0
  • Neumann, C. S., Kaufman, S. B., ten Brinke, L., Yaden, D. B., Hyde, E., & Tsykayama, E. (2020). Light and dark trait subtypes of human personality-A multi-study person-centered approach. Personality and Individual Differences, 164, 110121. https://doi.org/10.1016/j.paid.2020.110121
  • Nguyen, N., & Leblanc, G. (2001). Corporate image and corporate reputation in customers’ retention decisions in services. Journal of Retailing and Consumer Services, 8(4), 227-236. https://doi.org/10.1016/S0969-6989(00)00029-1
  • Niemiec, C. P., & Ryan, R. M. (2009). Autonomy, competence, and relatedness in the classroom: Applying self-determination theory to educational practice. Theory and Research in Education, 7(2), 133-144. https://doi.org/10.1177/1477878509104318
  • Özdemir, O., Özdemir, P. G., Kadak, M. T., & Nasıroğlu, S. (2012). Kişilik gelişimi. Psikiyatride Güncel Yaklaşımlar, 4(4), 566-589.
  • Paulhus, D. L., & Williams, K. M. (2002). The dark triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of Research in Personality, 36(6), 556-563. https://doi.org/10.1016/S0092-6566(02)00505-6
  • Pektaş, S., & Durmuş, G. (2022). Adaptation of the light triad scale to Turkish: A validity and reliability study. Akdeniz Spor Bilimleri Dergisi, 5(3), 664-674. https://doi.org/10.38021/asbid.1167809
  • Polatcı, S., & Ülkü, T. (2023). Aydınlık ve karanlık üçlünün etik olmayan örgüt yanlısı davranışlar sergileme motivasyonları: Banka personeli üzerine nitel bir araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 24(2), 230-259. https://doi.org/10.17494/ogusbd.1245688
  • Polatcı, S., & Yeloğlu, H. O. (2021). Karanlık ve aydınlık kişilik özelliklerinin girişimcilik niyeti üzerindeki etkisinin incelenmesi. Journal of Organizational Behavior Review, 3(1), 73-87. https://dergipark.org.tr/en/pub/jobreview/issue/59746/836306
  • Prusik, M., & Szulawski, M. (2019). The relationship between the dark triad personality traits, motivation at work, and burnout among HR recruitment workers. Frontiers in Psychology, 10, 1290. https://doi.org/10.3389/fpsyg.2019.01290
  • Riordan, C. M., Gatewood, R. D., & Bill, J. B. (1997). Corporate image: Employee reactions and implications for managing corporate social performance. Journal of Business Ethics, 16, 401-412. https://doi.org/10.1023/A:1017989205184
  • Rogoza, R., & Cieciuch, J. (2019). Structural investigation of the short dark triad questionnaire in Polish population. Current Psychology, 38(3), 756-763. https://doi.org/10.1007/s12144-017-9653-1
  • Saruhan, Ş. C., & Özdemirci, A. (2018). Bilim, felsefe ve metodoloji. Beta Yayınları.
  • Seligman, M. E., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5-14. https://doi.org/10.1037/0003-066X.55.1.5
  • Sevi, B., Urgancı, B., & Sakman, E. (2020). Who cheats? An examination of light and dark personality traits as predictors of infidelity. Personality and Individual Differences, 164, 110126. https://doi.org/10.1016/j.paid.2020.110126
  • Shaw, K. H., Tang, N., & Liao, H. Y. (2020). Authoritarian-benevolent leadership, moral disengagement, and follower unethical pro-organizational behavior: An investigation of the effects of ambidextrous leadership. Frontiers in Psychology, 11, 590. https://doi.org/10.3389/fpsyg.2020.00590
  • Spector, P. E., & Fox, S. (2005). The stressor-emotion model of counterproductive work behavior. In S. Fox, & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 151-174). American Psychological Association. https://doi.org/10.1037/10893-007
  • Tabachnick, B. G., & Fidell, L. S. (2014). Using multivariate statistics: Pearson new international edition. Pearson.
  • Tekeş, B., & Bıçaksız, P. (2021). Aydınlık üçlü (light triad) ölçeğinin psikometrik özelliklerinin değerlendirilmesi. AYNA Klinik Psikoloji Dergisi, 8(3), 535-556. https://doi.org/10.31682/ayna.871395
  • Thietart, R. A., & Forgues, B. (1995). Chaos theory and organization. Organization Science, 6(1), 19-31. https://doi.org/10.1287/orsc.6.1.19
  • Tian, Q., & Peterson, D. K. (2016). The effects of ethical pressure and power distance orientation on unethical pro‐organizational behavior: The case of earnings management. Business Ethics: A European Review, 25(2), 159-171. https://doi.org/10.1111/beer.12109
  • Tran, M. A., Nguyen, B., Melewar, T. C., & Bodoh, J. (2015). Exploring the corporate image formation process. Qualitative Market Research, 18(1), 86-114. https://doi.org/10.1108/QMR-05-2014-0046
  • Tremblay, M. A., Blanchard, C. M., Taylor, S., Pelletier, L. G., & Villeneuve, M. (2009). Work extrinsic and intrinsic motivation scale: Its value for organizational psychology research. Canadian Journal of Behavioural Science, 41(4), 213-226. https://doi.org/10.1037/a0015167
  • Umphress, E. E., & Bingham, J. B. (2011). When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3), 621-640. https://doi.org/10.1287/orsc.1100.0559
  • Umphress, E. E., Bingham, J. B., & Mitchell, M. S. (2010). Unethical behavior in the name of the company: The moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior. Journal of Applied Psychology, 95(4), 769-780. https://doi.org/10.1037/a0019214
  • Uzunbacak, H. H., Akçakanat, T., & Bayrakçı, E. (2019). İyi niyetli kötü davranışlar: banka çalışanlarının örgüt yararına ahlaki olmayan davranışları üzerine nitel bir araştırma. OPUS International Journal of Society Researches, 12(18. UİK Özel Sayısı), 658-683. https://doi.org/10.26466/opus.590468
  • Vadera, A. K., Pratt, M. G., & Mishra, P. (2013). Constructive deviance in organizations: Integrating and moving forward. Journal of Management, 39(5), 1221-1276. https://doi.org/10.1177/0149206313475816
  • Vansteenkiste, M., & Ryan, R. M. (2013). On psychological growth and vulnerability: Basic psychological need satisfaction and need frustration as a unifying principle. Journal of Psychotherapy Integration, 23(3), 263-280. https://doi.org/10.1037/a0032359
  • Wang, J., Shi, W., Liu, G., & Zhou, L. (2021). Moving beyond initiative: the reconceptualization and measurement of unethical pro-organizational behavior. Frontiers in Psychology, 12, 640107. https://doi.org/10.3389/fpsyg.2021.640107
  • Wang, X., Zheng, X. J., & Zhao, S. (2022). Repaying the debt: An examination of the relationship between perceived organizational support and unethical pro-organizational behavior by low performers. Journal of Business Ethics, 179, 697-709. https://doi.org/10.1007/s10551-021-04809-0
  • Webster, B. D., & Smith, M. B. (2019). The dark triad and organizational citizenship behaviors: The moderating role of high involvement management climate. Journal of Business and Psychology, 34, 621-635. https://doi.org/10.1007/s10869-018-9562-9
  • Xiao, M., Wang, Z., Kong, X., Ao, X., Song, J., & Zhang, P. (2021). Relatedness need satisfaction and the dark triad: The role of depression and prevention focus. Frontiers in Psychology, 12, 677906. https://doi.org/10.3389/fpsyg.2021.677906
  • Zimbardo, P. (2018). Exploring human nature and inspiring heroic social action. In A.A. Ariyanto, H. Muluk, P. Newcombe, F. P. Piercy, E. K. Poerwandari, & S. H. R. Suradijono (Eds.), Diversity in unity: Perspectives from psychology and behavioral sciences, (pp. 3-9). Routledge.
Toplam 81 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Örgütsel Davranış
Bölüm Araştırma Makaleleri
Yazarlar

Tugay Ülkü 0000-0002-4337-4876

Sema Polatcı 0000-0002-4671-1356

Yayımlanma Tarihi 28 Aralık 2023
Gönderilme Tarihi 9 Kasım 2023
Kabul Tarihi 20 Aralık 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 4 Sayı: 4

Kaynak Göster

APA Ülkü, T., & Polatcı, S. (2023). Kurumsal Dünyada Karanlık ve Aydınlık Taraf: Kişilik Özelliklerinin Etik Olmayan Örgüt Yanlısı Davranışlar Üzerindeki Etkisinin Keşfi. Sosyal Mucit Academic Review, 4(4), 503-531. https://doi.org/10.54733/smar.1388417
 Kapak Resmi İndir


Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.