The Influence of Corporate Psychopaths on Corporate Social Responsibility and Organizational Commitment to Employees

Boddy, Clive R.; Ladyshewsky, Richard K.; Galvin, Peter

doi:10.1007/s10551-010-0492-3

Cited by 153 publications

(108 citation statements)

References 90 publications

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“…These managers represent different dimensions of the ''dark triad'' of personality: destructive narcissism, corporate psychopathology, and Machiavellianism (see Amernic and Craig 2010). We think that these managers are all likely to pretend to be interested in their employees' views on work-related issues without regarding the input (e.g., Amernic and Craig 2010;Boddy et al 2010;Nelson and Gilbertson 1991).…”

Section: Discussionmentioning

confidence: 99%

“…Corporate psychopathic managers can be described as managers who have no conscience and no ability to feel any empathy or commitment for those who report on them (e.g., Boddy et al 2010). However, these managers are often seen as successful (see Boddy et al 2010).…”

Section: Discussionmentioning

confidence: 99%

“…However, these managers are often seen as successful (see Boddy et al 2010). Corporate psychopathic managers may create the illusion of democracy because they want to keep up the appearance of the successful, popular manager, and a democratic leadership style fits that.…”

Section: Discussionmentioning

confidence: 99%

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When Employees Stop Talking and Start Fighting: The Detrimental Effects of Pseudo Voice in Organizations

2011

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Many organizations offer their employees the opportunity to voice their opinions about work-related issues because of the positive consequences associated with offering such an opportunity. However, little attention has been given to the possibility that offering voice may have negative effects as well. We propose that negative consequences are particularly likely to occur when employees perceive the opportunity to voice opinions to be ''pseudo voice''-voice opportunity given by managers who do not have the intention to actually consider employee input (i.e., managerial disregard). The effects of this kind of deception were examined by means of a survey among employees (N = 137) and managers (N = 14) of a Dutch healthcare organization. We hypothesized and found that perceived pseudo voice led to reduced voice behavior and, as a result, increased intragroup conflict. These results imply that while offering voice opportunity is mostly seen as an effective management strategy, negative effects are likely to occur when a manager is perceived to try to deceive employees by pretending to be interested in their points of view.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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When Employees Stop Talking and Start Fighting: The Detrimental Effects of Pseudo Voice in Organizations

2011

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“…These personalities have callousness (low empathy), disagreeableness and social exploitativeness as the common core [6]. Although many researches have addressed the dark triad, there is only one empirical study on the relationship between one of the dark triad traits and CSR (Boddy [7] argued again that the lack of corporate social responsibility of corporate psychopaths damages their own organization as well as society) [8]. However, it considers only one of three traits-psychopathy.…”

Section: Introductionmentioning

confidence: 99%

Effects of CEOs’ Negative Traits on Corporate Social Responsibility

2017

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Abstract:The dark triad, composed of Machiavellianism, psychopathy and narcissism, refers to negative personality traits, which may influence business processes. While negative traits could be an important factor explaining the relationship between a CEO's immoral and unethical behavior and corporate social responsibility (CSR), there has been minimal research focusing on this relationship. This paper thus attempts to investigate how a CEO exhibiting these negative traits affects CSR, and if an employee's perception of ethics and social responsibility would mediate the relationship. In addition, this paper considers the moderating effects of an individual performance-based compensation system (IPBCS) between employee's CSR perception and CSR activities. The data are collected through a survey conducted on 165 employees (companies) in twelve industries. The regression result indicates an inverse relationship between the negative traits of a CEO and an employee's perception of ethics and social responsibility and CSR activities, and the mediating effect of the perception in the relationship between the negative traits and CSR activities. It also indicates that an IPBCS moderates the relationship between CSR perception and activities. Implications for the study, future research directions, and management approach are discussed.

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“…Nessa mesma direção, estudos sobre o mau comportamento (ACKROYD; THOMPSON, 1999;VARDI;WIENER 1996), os predadores corporativos (MOKHIBER; WEISSMAN, 1999), as organizações criminosas (ALEXANDER; COHEN, 1999), killing organizations (STOKES; GABRIEL, 2010) e os psicopatas corporativos (BODDY; LADYSHEWSKY; GALVIN, 2010), dentre outros, discutem os prejuízos originados nas e pelas organizações, reforçando os argumentos de Parker (2002) sobre o management ser visto como um problema, antes que uma solução.…”

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Viver e morrer pelo trabalho: uma análise da banalidade do mal nos crimes corporativos

Alcadipani

Medeiros

2014

Organ. Soc.

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Resumo N este artigo, nós exploramos o conceito e os antecedentes de crime corporativo para discutir aqueles relacionados à morte de trabalhadores. Nosso objetivo é abrir um diálogo com sociólogos organizacionais que tratam do lado sombrio das organizações, bem como do conceito e das origens de crimes corporativos. Tomamos como referência o pensamento de Hannah Arendt sobre a banalidade do mal para conduzirmos o diálogo proposto: as ações organizacionais que acarretam a morte de trabalhadores e caracterizadas como crimes corporativos não constituem aquilo que Hannah Arendt chamou de "ausência de pensamento" ou de banalização do mal? Neste trabalho, de natureza ensaística, utilizamos a pesquisa documental em arquivos jornalísticos sobre duas situações reais de mortes no trabalho, incluindo tanto aquelas provocadas por acidente de trabalho, como, também, os suicídios, a título de ilustração da banalidade do mal. Dessa forma, ao final, apresentamos duas situações reais para ilustrar a banalidade do mal no agir das pessoas na corporação, cujos resultados fatais caracterizam-se como crimes corporativos. Palavras-chave:Crime corporativo. Banalidade do mal. Morte no trabalho. Holocausto. Lado sombrio. AbstractI n this paper, we explore the concept and origins of corporate crime to discuss such crimes related to the death of workers. Our objective is to open a dialogue with organizational sociologist dealing with the dark side of organizations as well as the concept and origins of corporate crime. We refer the thought of Hannah Arendt on the banality of evil to order the proposed dialogue: do the actions that are intended to achieve the business goals and involve the death of workers banalize the notion of corporate crime? For this paper we use the journalistic documentary research files on deaths at work, including both those caused by accidents at work, as well, suicides, as a mean of illustration. As a result, we present two reports of deaths at work that trigger the need for reflection on the banality of evil in corporate crime.

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The Influence of Corporate Psychopaths on Corporate Social Responsibility and Organizational Commitment to Employees

Abstract: leadership, Corporate Psychopaths, morals, corporate social responsibility,

Cited by 153 publications

References 90 publications

When Employees Stop Talking and Start Fighting: The Detrimental Effects of Pseudo Voice in Organizations

When Employees Stop Talking and Start Fighting: The Detrimental Effects of Pseudo Voice in Organizations

Effects of CEOs’ Negative Traits on Corporate Social Responsibility

Viver e morrer pelo trabalho: uma análise da banalidade do mal nos crimes corporativos

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