The biological approach to the study of personality assumes that traits are determined by a combination of genes (Judge, et al., 1999). This approach assumes that pathways and areas of the brain are related to personality development and that these traits can be traced to structures of the brain and in neural mechanisms. A strength of the biological approach is that it adheres strictly to the scientific method. In other words, all variables are quantified so they can be measured reliably with instruments, models and questionnaires (Judge, et al., 1999).
Measuring Personality
One instrument that assesses personality is the Big Five Personality Dimension, which assesses personality on five dimensions which are extraversion, agreeableness, openness to experience, conscientiousness, and emotional stability (Judge, et al., 1999). This instrument has been used in many studies. For example, Barrick and Mount (1991) investigated the relationship between the personality dimensions as identified in the Big Five Personality dimensions and three job performance variables, which are job and training proficiency and personnel data. The data was grouped by occupation (police, managers, skilled and semi-skilled, and professionals. The results indicated that conscientiousness was related to all occupational groups. Extraversion was a predictor of managers and sales occupation criteria, and openness to experience and extraversion were predictors of training proficiency in all occupations. The results suggest there are benefits of using trait configuration in research and practice especially as it relates to personnel psychology.
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Construct Validity
Researchers have also examined the construct validity of these various personality measures. For example, Sipps and Alexander (1987) tested the validity of the extraversion-introversion construct in the Myers Briggs Type indicators (MBTI) and the Eysenck Personality Inventory (EPI). The findings suggest that extraversion-introversion is complex. The two scales were found to be valid measures of introversion-extraversion and impulsivity and non-planning however.
Other researchers note how many personality measures have factors that overlap. For example, Van der Lionde, noted some overlapping factors between three measures of personality: The General Factors of Personaltiy (GFP), The Big Five Personaltiy Dimensions, the Giant Three, and emotional intelligence. Results of the factorial analysis in this study indicated overlap measures with trait emotional intelligence. These results suggest that the GFP as a construct is consistent across different personality measures and is closely related to the emotional intelligence traits.
Gap
More recently, there has been an increasing interest in examining the dark traits in the workplace – also termed the Dark Triad (narcissism, psychopathy, and Machiavellianism) (Spain, Harms, & LeBreton, 2014). Narcissism is characterized by grandiosity and insecurity with self. Psychotherapy is evident through impulsivity, low empathy, shallowness of emotions, and superiority of self in comparison to others. Machiavellianism is composed of three core dimensions: a cynical worldview, manipulation, and exploitation of others for personal gain. (Spain, et al., 2014) Very few studies have examined the relationship between the Dark Triad traits and career success and further no study could be found that examined these traits on incremental career success. (Spain, Harms, & LeBreton, 2014) This gap in the literature provides the opportunity to explore this possible relationship and associated moderating factors.
Research Questions
In response to the gap in the literature, the following research questions were formulated:
R1: Is there a relationship between the Dark Triad traits and career success?
R2: Does gender, tenure, size of organization, education, work hours, and age modify the relationship between the Dark Triad traits and career success?
- Barrick, M.R., & Mount, M.K. (1991). The Big Five Personality dimensions and job performance: A meta-analysis. Personaltiy Psychology, 44(1), 1-24.
- Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52, 621–652
- Sipps, G.J., & Alexander, R.A. (1987). The multifactorial nature of extraversion-introversion in the Myers-Briggs Type Indicator and Eysenck Personality Inventory. Educational and Psychological Measurement, 47, 543-566.
- Spain, S. M., Harms, P., & LeBreton, J. M. (2014). The dark side of personality at work. Journal of Organizational Behavior, 35, 41–60.
- Van der Linden, D., Tsaousis, I., & Petrides, K.V. (2012). Overlap between general factors of personatliy in the Big Five, Giant Three and trait emotional intelligence. Personality and Individual Differences, 53, 175-179.
