Perceived Corporate Psychopathy and Psychological Contract

International Journal For Multidisciplinary Research, 2023

In the emergence of growing technology and innovation around the world , the growth of businesses and Start-ups are on rise . Globally at present 4.4 million businesses are started every year and there are over 150 million startups in the world. India has emerged as the 3rd largest ecosystem for startups globally with over 1,12,718 DPIIT-recognized startups , As many as 167,076 companies were set up in FY22, a 7.5% increase. The tussle to be on top and make the business profitable and have as much market reach as possible is becoming the sole hunt of companies and startups. Every Growth has its own downfalls and the downfall of it is the emergence of Corporate Psychopaths who hold the capacity to stay in the cover and do and make others do what they want, several researchers have named them as chemo liens that mold things under cover for fulfilling their aim and desires and understanding the legal implications. The research aims to shed light on the growth of corporate psychopath in India with the help of established research classifying characteristics of Corporate Psychopaths .Further to classify and differentiate Sociopaths, Narcissist and Antisocial personalities with corporate psychopaths and the ways to identify them. Understand the relationship of Psychopaths and Corporate Psychopaths . The research further shows the emergence of corporate psychopath by taking few examples of people who have shown the characteristics of being corporate psychopaths in India and abroad threw Doctrinal Research Methodology.

While the Psychopathic Personality Inventory (PPI) has gained increasing attention as a measure of noncriminal psychopathy, absent has been research involving samples including business people. This study investigated the validity of the PPI with such a population by examining the association between psychopathic traits and moral decision-making among MBA students. Sixty-six MBA students were assessed using the PPI, the MACH-IV (a measure of Machiavellianism), the Ethical Position Questionnaire (EPQ), and the Defining Issues Test (DIT-2). Only PPI Machiavellian Egocentricity was associated with level of post-conventional moral reasoning. MACH-IV Machiavellianism was a stronger predictor of the Subjectivist ethical position than were PPI subscales. However, a combination of MACH-IV Machiavellianism and four PPI scales accounted for 46% of the variance in Subjectivism. Results suggested that Machiavellian Egocentricity and Machiavellianism are distinct constructs. Benning, Patrick, Hicks, Blonigen, & Krueger (2003)’s two factor model of the PPI was also supported. In general, the findings provided further validation for the PPI as a tool for assessing psychopathic traits among “mainstream” individuals, including business people.

Psychological Assessment, 2013

Psychopathy is a clinical construct defined by a cluster of personality traits and behaviors, including grandiosity, egocentricity, deceptiveness, shallow emotions, lack of empathy or remorse, irresponsibility, impulsivity, and a tendency to ignore or violate social norms. The majority of empirical research on psychopathy involves forensic populations most commonly assessed with the Psychopathy Checklist-Revised (PCL-R), a 20-item rating scale that measures 4 related factors or dimensions (Interpersonal, Affective, Lifestyle, and Antisocial) that underpin the superordinate construct of psychopathy. Recently, researchers have turned their attention to the nature and implications of psychopathic features in the workplace. This research has been hampered by the lack of an assessment tool geared to the corporate/ organizational world. Here we describe the B-Scan 360, an instrument that uses ratings of others to measure psychopathic features in workplace settings. In this study, large samples of participants used an online survey system to rate their supervisors on the B-Scan 360. Exploratory and confirmatory factor analyses supported a reliable 20-item, 4-factor model that is consistent with the PCL-R 4-factor model of psychopathy. Although more research is needed before the B-Scan 360 can be used in organizational settings, we believe that these results represent an important step forward in the study of corporate psychopathy.

Periodica Polytechnica Social and Management Sciences

Different personalities constitute modern workplaces. One of such personalities is the corporate psychopath, whose presence poses manifold threats to organizational existence. This study examines the personality of the corporate psychopath and specifically investigates the relationship between corporate psychopathy and employee burnout. A total of 104 respondents within a university setting in Nigeria completed measures of corporate psychopathy to establish the existence of the traits in their managers; a self-report measure of employee burnout was also completed. Corporate psychopathy correlates positively and significantly with emotional exhaustion, depersonalization and decreased personal accomplishment. Results indicate that corporate psychopathy is an underlying factor of employee burnout. Enhanced whistleblowing structures and ethical regeneration are proffered to mitigate the consequences of corporate psychopathy in the face of cultural complexes that fan its flames.

Purpose -The purpose of this paper is to investigate job satisfaction and workplace psychopathy. Design/methodology/approach -Job satisfaction has previously been seen as a function of various constructs. The authors take one step back from the literature to re-examine the relationship not just between job satisfaction, workplace conflict, organizational constraints, withdrawal from the workplace and perceived levels of corporate social responsibility, but also between all of these constructs and the presence of corporate psychopaths. Findings -The authors find that there is a direct link between corporate psychopaths and job satisfaction. There are also indirect links through variables such as conflict, since corporate psychopaths influence conflict and other variables. Originality/value -Importantly, the research establishes that psychopathy is the dominant predictor of job satisfaction.

This article examines the agency theory unit of analysis, which enjoys wide acceptance among academics and researchers. This theory holds that the agency problem materializes from signing the contract between the Principal and Agent. Here the contract is nothing more than a liturgy, a milestone, which will be bypassed by the parties' true intentions, leaving aside the legal relevance of the contract. In contrast, this article states that the drivers of the misalignment of interests between the two actors lie in the individual's personality influences. Methodologically, the discussion exposes and discusses the etiology of crime through the foundations of the theory of white-collar crime. Then, the biological aspects of personality and its influence on criminal behavior are presented to analyze evil's sources, namely, the corporate psychopath. This proposal's twist is essential for organizations facing managerial leadership dysfunction, corporate crime, and distortions in corporate governance. Its understanding will help improve the barriers to the management of conflict of interest.

International Journal of Human Sciences Research, 2023

In this article, we carry out a theoretical analysis on how the person with characteristics similar to those of Antisocial Personality Disorder (ASPD) has the social skills to thrive in an individualistic and greedy society. We show that the ability to adopt unethical behaviors can be crucial for these people to appear as assertive, capable, and accomplishing professionals. They are not only able to achieve individual results but, above all, to lead teams aimed at achieving the ambitious goals of their organizations. Such individuals are known as functional psychopaths. From a psychological point of view, a large part of the indicators related to functional psychopathy seems to be associated with changes in the regulatory function that emotions play a part in the human decisionmaking process. Functional psychopathy represents a challenge for organizational managers and staff in human resources sections. Furthermore, the evaluation processes, primarily based on organizational results, are not very sensitive to differentiate between (1) lack of empathy and courage; (2) selfishness and zeal; and (3) manipulation and leadership. It can be concluded that only more sophisticated, laborious, and costly processes could be sensitive enough to identify those people and their perverse work strategies during the selective and evaluative processes in the business environment. So, they are all around us, and, given the cultural orientation of companies toward individualism and greed, they are probably here to stay.

2009

for their help and assistance over the past few years. Thanks are also due to my two other past lecturers at Curtin Graduate School of Business not mentioned above, Alma Whitely and Des Klass. I would also like to thank Jenny Lalor and her data entry team and Ross Taplin at Curtin Business School for their assistance and advice with SPSS and statistical issues respectively. Thanks are also due to my lovely wife, Hsiang-Ju and to my three beautiful daughters; Christine, Cassandra and Katherine, for their loving patience during the period of my study and research. I acknowledge the generous help of the following organisations who have allowed me to distribute questionnaires among their membership and at their meetings.

International Journal of Workplace Health Management

Purpose The purpose of this paper is to analyze the relationship between leader psychopathy and organizational deviance. In particular, the authors introduce employee’s psychological safety as the mediator. Furthermore, the moderating role of moral disengagement in the relationship between leader psychopathy and organizational deviance is also considered. Design/methodology/approach The data of this study include 611 certified nurses from 9 university hospitals in Turkey. The proposed model was tested by using hierarchical multiple regression analysis. Findings The results of this study supported the positive effect of leader psychopathy on organizational deviance along with the mediating effect of employee’s psychological safety. Furthermore, when the level of moral disengagement is low, the relationship between leader psychopathy and organizational deviance is weak, whereas the effect is strong when the level of moral disengagement is high. Practical implications The findings of t...

Overview of corporate psychopathy - definitions, characteristics, causes, consequences, and possible solutions.