What Do We Know So Far About the Dark Triad at the Workplace? A Socio-Analytic Adaptationist Perspective

Abstract

In this research, we reviewed how people with “dark” personalities adapt to their workplace. Although often viewed as socially undesirable for violating norms of cooperation and social exchange, behaviors associated with the “dark side” of personality may reflect a “predator” adaptation, which enables individuals with “dark” personalities to thrive in competitive situations. To date, little is known about how these individuals adapt to their workplace. Nevertheless, we strongly believe that 1) the predatory approach they use in their relationships during their time off is also manifested in their workplace relationships and 2) understanding how these individuals operate is important because it may help practitioners know how to approach them. Considering the existing literature, it seems that individuals with “dark” traits seek influential professional positions, such as leaders, managers, politicians, and entrepreneurs, which they try to occupy through opportunistic and exploitative behaviors often linked with detrimental organizational outcomes, such as low job performance and counterproductive work behaviors. This orientation, especially in the case of those high in psychopathy and Machiavellianism, may reflect their fast life history strategy manifested in getting ahead by getting against, in contrast to getting along. On the other hand, narcissists are initially perceived as good employees and also as good leaders due to their charisma. However, as soon as they spend enough time in the workplace, they are rated as questionable colleagues and managers by their co-workers and followers respectively. Variability in organizational outcomes between the Dark Triad traits, along with key issues and controversies are addressed.