مطالعات رفتار سازمانی

مطالعات رفتار سازمانی

تبیین نقش مثلث تاریک شخصیت در رفتار خرابکارانه دانش سازمانی: یک مطالعه تجربی

نوع مقاله : مقاله پژوهشی

نویسندگان
1 دانشجوی دکتری دانشگاه لرستان
2 دانشیار گروه مدیریت بازرگانی دانشگاه لرستان
چکیده
ترکیب سه خصلت رفتاری منفی "ماکیاولیسم، خودشیفتگی و روان پریشی" مثلث تاریک شخصیت گفته می‌‌شود، که نشان از بروز رفتارهای نامتعارف در محیط کاری است. از آنجایی که به نقش نیمه تاریک شخصیت در تحقیقات مدیریت دانش کمتر پرداخته شده، لذا محقق در پژوهش حاضر به بررسی تأثیر ابعاد تاریک شخصیت بر رفتار خرابکارانه دانش سازمانی پرداخته است. استراتژی این پژوهش، همبستگی از نوع پیمایشی می‌باشد. جامعه آماری آن شامل کارکنان سازمان تامین اجتماعی استان مازندران و حجم نمونه با استفاده از نرم‌افزار سمپل پاور برابر با 300 نفر و به شیوه نمونه‌گیری تصادفی ساده انجام شد، ابزار تحلیل داده‌های به دست آمده با اسـتفاده از روش معـادلات سـاختاری از طریق نرم افزار ایموس انجام شد. با توجه به یافته‌های پژوهش؛ سازه مثلث تاریک شخصیت فردی و همکاران بر رفتار خرابکارانه دانش سازمانی تأثیر معناداری داشته است، به طوری که رفتار خرابکارانه دانش سازمانی در سازمان تأمین اجتماعی، پایین‌تر از حد متوسط؛ ابعاد سه‌گانه تاریک شخصیت (فردی) در سازمان تأمین اجتماعی پایین‌تر از حد متوسط و ابعاد سه‌گانه تاریک شخصیت (همکاران) در سازمان تأمین اجتماعی بالاتر از حد متوسط می‌باشد.
کلیدواژه‌ها
موضوعات

عنوان مقاله English

Investigating the effect of the dark triangle structure of personality on the knowledge sabotage behavior

نویسندگان English

zahra ghafoori 1
Mohammad Hakkak 2
1 lorestan university
2 lorestan university
چکیده English

The combination of three negative behavioral traits "Machiavellianism, narcissism and Psychopathy " is called the dark triangle of personality, which indicates the emergence of unusual behaviors in the work environment. Since the role of mid-dark personality in knowledge management research has been less studied, so the researcher in the present study has evaluated the effect of the three dark personality traits on sabotage behavior of organizational knowledge. This research is based on the purpose criterion in the applied research group, based on the research strategy, is a survey correlation. Its statistical population includes the employees of Mazandaran Social Security Organization. The sample size was equal to 300 people using Simple Power software and simple random sampling method and the data analysis tool was obtained using the structural equation method from It was done through Emos software. According to the research findings; The dark triangle structure of individual personality and colleagues has a significant effect on the subversive behavior of organizational knowledge, subversive behavior of organizational knowledge in social security organization is below average, dark triple personality traits (individual) in social security organization below average and dark triple characteristics Personality (colleagues) in the Social Security Organization is above average

کلیدواژه‌ها English

sabotage
Triangular
Dark
Behavior
organization
ابراهیمی خراجو، وحیده و رحیمی کلور، حسین (1403)، تأثیر مثلث تاریک شخصیت بر رفتار شهروندی سازمان: نقش بی‌ادبی در محیط کار و اخلاق کار اسلامی، مدیریت منابع انسانی پایدار، دوره 5، شماره 2: 265-285.
Reference
Alexander Serenko and Chun Wei Choo.(2020). knowledge sabotage as an extreme form of counterproductive knowledge behavior the role of narcissism, Machiavellianism psychopathy, and competitiveness, Journal of knowledge management.
Arain, G.A., Bhatti, Z.A., Ashraf, N. and Fang, Y.-H.(2020). Top-down knowledge hiding in organizations: an empirical study of the consequences of supervisor knowledge hiding among local and foreign workers in the Middle East, Journal of Business Ethics, Vol. 164 No. 3, pp. 611-625.
Brunell, A.B. and Davis, M.S. (2016). Grandiose narcissism and fairness in social exchanges, Current Psychology, Vol. 35No. 2, pp. 220-233.
Baldwin, J.M. (1894), Imitation: a chapter in the natural history of consciousness, Mind, Vol. III No. 9, pp. 26-55.
Blickle, G. and Schu¨ tte, N. (2017). Trait psychopathy, task performance, and counterproductive work behavior directed toward the organization, Personality and Individual Differences, Vol. 109, pp. 225-231.
Cillo, V., Garcia-Perez, A., Del Giudice, M. and Vicentini, F.(2019). Blue-collar workers, career success and innovation in manufacturing, Career Development International, Vol. 24 No. 6, pp. 529-544.
Dahling, J.J., Kuyumcu, D. and Librizzi, E.H. (2013). Machiavellianism, unethical behavior, and wellbeing in organizational life, in: Giacalone, R.A. and Promislo, M.D. (Eds), Handbook of Unethical Work Behavior: Implications for Individual Well-Being, Routledge, New York, NY, pp. 183-194.
Ferguson, M. and Barry, B. (2011). I know what you did: the effects of interpersonal deviance on bystanders, Journal of Occupational Health Psychology, Vol. 16No. 1, pp. 80-94.
Goode, S., & Lacey, D. (2022). Exploiting organisational vulnerabilities as dark knowledge: conceptual development from organisational fraud cases. Journal of Knowledge Management26(6), 1492-1515.
Jones, D.N. and Paulhus, D.L. (2017). Duplicity among the Dark Triad: three faces of deceit, Journal of Personality and Social Psychology, Vol. 113 No. 2, pp. 329-342.
Jones, D. N., & Paulhus, D. L. (2014). Introducing the short Dark triad. A brief measure of dark personality traits. Assessment, 21(1):28-41.
Jonason, P. & Mccain, J. (2012). Using the HEXACO model to test the validity of the Dirty Dozen measure of the Dark Triad. Personality and Individual Differences. 53.
pp. 935–938.
Tiwari, M., & Jha, R. (2023). Narcissism, toxic work culture and abusive supervision: a double-edged sword escalating organizational devianceInternational Journal of Organizational Analysis30(1), 99-114.
Liu, C.-C., Liang, T.-P., Rajagopalan, B., Sambamurthy, V. and Wu, J.C.-H. (2012). Knowledge sharing as social exchange: evidence from a meta-analysis, Pacific Asia Journal of the Association for Information Systems, Vol. 3 No. 4, pp. 21-47.
Le Bon, G. (1897). The Crowd: A Study of the Popular Mind, The Macmillan Company, New York, NY.
Liang, H., Lin, K.Y., Zhang, S. and Su, Y. (2018). The impact of coworkers’ safety violations on an individual worker: a social contagion effect within the construction crew, International Journal of Environmental Research and Public Health, Vol. 15 No. 4, pp. 773-793.
Mudrova, E. B., & Guzikova, L. A. (2022). Organizational behaviour model in management students: The Dark Triad traits, Organizational Behaviour Management, 13(2), 57-69.
Miller, J.D., Price, J. and Campbell, W.K. (2012). Is the narcissistic personality inventory still relevant? A test of independent grandiosity and entitlement scales in the assessment of narcissism, Assessment, Vol. 19 No. 1, pp. 8-13.
Matthews, G., Deary, I.J. and Whiteman, M.C. (2003). Personality Traits, Cambridge University Press, New York, NY.
Modic, D., Paloma¨ ki, J., Drosinou, M. and Laakasuo, M. (2018). The dark triad and willingness to commit insurance fraud, Cogent Psychology, Vol. 5 No. 1, pp. 1-12.
O’Boyle, E.H., Jr, Forsyth, D.R., Banks, G.C. and McDaniel, M.A. (2012). A meta-analysis of the Dark Triad and work behavior: a social exchange perspective, Journal of Applied Psychology, Vol. 97 No. 3, pp. 557-579.
Palmer, J.C., Komarraju, M., Carter, M.Z. and Karau, S.J. (2017). Angel on one shoulder: can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductivework behavior?, Personality and Individual Differences, Vol. 110, pp. 31-37.
Ryckman, R.M. (2008). Theories of Personality, Thomson, Belmont, CA.
Rijsenbilt, A. (2011). CEO Narcissism: Measurement and Impact: Erasmus Research Institute of Management (ERIM).
Smith, M., Wallace, C., & Jordan, P. (2016). When the dark ones become darker: How promotion focus moderates the effects of the dark triad on supervisor performance ratings. Journal of Organizational Behavior. 37(2), pp. 236-254.
Serenko, A. (2019). Knowledge sabotage as an extreme form of counterproductive knowledge behavior: conceptualization, typology, and empirical demonstration, Journal of Knowledge Management, Vol. 23 No. 7, pp. 1260-1288.
Schaumberg, R.L. and Flynn, F.J. (2017). Clarifying the link between job satisfaction and absenteeism: the role of guilt proneness, Journal of Applied Psychology, Vol. 102 No. 6, pp. 982-992.
Serenko, A. and Bontis, N. (2016a). Negotiate, reciprocate, or cooperate? The impact of exchange modes on inter-employee knowledge sharing, Journal of Knowledge Management, Vol. 20 No. 4, pp. 687-712.
Whisman, M. A., Sheldon, C. T., & Goering, P. (2000). Psychiatric disorders and dissatisfaction with social relationships: Does type of relationship matter? Journal of Abnormal Psychology, 109; 803–808.
Wei Pana, Qingpu Zhanga, Thompson S.H. Teob, c, Vivien K.G. Lim (2018). The Dark Triad and knowledge hiding, 22International Journal of Information Management. Vol. 42, pp. 36-48.
Wilson, D.S., Near, D. & Miller, R.R. (1996). Machiavellianism: A Synthesis of the Evolutionary and Psychological Literatures. Psychological Bulletin, 119(2), 285-299.