The dark side of career preference: dark side traits, motives, and values

Abstract

Over 2000 people completed two validated questionnaires: one measuring “dark side” personality traits and the other a measure of values and preferences that indicates the type of work that an individual would like to do and is best suited for. Dark side variables (and demographics) accounted for between 11% (science) and 46% (affiliation) variance in specific vocation related values. Factor analysis suggested three overall value/vocation factors (enterprising, traditional, and social) and three dark side variables (moving against, away from, and toward others). The three dark side factors predicted around a third of the variance in favoring enterprising and social occupations. Implications for vocational guidance and limitations of the study are considered.

The Bright and Dark Side of Altruism: Demographic, Personality Traits, and Disorders Associated with Altruism

“…Whilst not all organisations would either profess to be altruistic in some sense (with respect to various shareholders) or indeed value altruism (which could be seen as expensive and counter-productive) it is a personal value of some people that drives their decision making (Hemingway and Maclagan 2004). It has also been suggested that people's values determine their choice of organisation as well as their behaviour in them (Furnham et al 2014). This study has demonstrated clear personality trait and disorder correlates of altruism.…”

“…This is based on the work of Furnham et al (2014) who showed that people who had this profile were attracted to more traditional jobs and institutions which upheld high moral and pro-social values.…”

“…Furnham and Crump (2005) show the overlap of the HDS and DSM-IV disorder terminology. There are good British norms for this measure (Furnham and Trickey 2011) and it has been used in various recent studies (Furnham et al 2012(Furnham et al , 2013(Furnham et al , 2014. 3.…”

The higher you climb: Dark side personality and job level

“…Furnham, Crump and Ritchie () found high scores on Bold and Colorful, but low scores on Cautious, Reserved, and Leisurely to be associated with fewer years to promotion in organizations. Other studies have focused on the bright side personality traits of leaders (Abatecola, Mandarelli & Poggesi, ; Herrmann & Nadkarni, ; Moutafi, Furnham & Crump, ) and on correlations between the HDS and sector, career preference, and individual characteristics (Furnham, Hyde & Trickey, , ; Furnham, Treglown, Hyde & Trickey, ; Furnham & Trickey, ).…”

Personality correlates of passive-aggressiveness: a NEO-PI-R domain and facet analysis of the HDS Leisurely scale

“…The Hogan "dark side" measure is now used in organisational research and practice to measure dark side characteristics in the "normal population" (Carson et al, 2012;De Fruyt et al, 2009;Furnham 2006;Furnham & Crump, 2005;Furnham, Hyde & Trickey, 2014;Harms et al, 2011;Hogan & Hogan, 1997). Its aim is partly to help selectors and individuals themselves diagnose how they typically react under work stress.…”