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Three Nightmare Traits in Leaders.

Reinout E de Vries1,2

  • 1Department of Experimental and Applied Psychology, Vrije Universiteit Amsterdam, Amsterdam, Netherlands.

Frontiers in Psychology
|June 20, 2018
PubMed
Summary

Dark leadership, characterized by dishonesty, disagreeableness, and carelessness (Three Nightmare Traits or TNT), can negatively impact organizations. Understanding situational and trait activation is key to managing these dark leadership styles.

Keywords:
HEXACOSTOAattraction-selection-attritioncareer stagescontextualized personalitydark triadleadershippersonality

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Area of Science:

  • Integrates dark leadership styles with dark personality traits in organizational psychology.
  • Focuses on behavioral and personality psychology within management studies.

Background:

  • Dark leadership encompasses detrimental behaviors and personality traits.
  • Existing research often overlooks the interplay between specific dark traits and situational factors.

Purpose of the Study:

  • To integrate dark leadership styles with dark personality traits.
  • To introduce the Three Nightmare Traits (TNT) model and the Situation-Trait-Outcome Activation (STOA) model.
  • To explore organizational interventions across career stages to manage TNT leaders.

Main Methods:

  • Conceptual review integrating dark personality traits (honesty-humility, agreeableness, conscientiousness, extraversion, emotionality) with leadership behaviors.
  • Development of the Three Nightmare Traits (TNT) model: leader dishonesty, disagreeableness, and carelessness.
  • Presentation of the Situation-Trait-Outcome Activation (STOA) model to explain leader-situation interactions.

Main Results:

  • The TNT (leader dishonesty, disagreeableness, carelessness), when combined with high extraversion and low emotionality, leads to significant negative outcomes for employees and organizations.
  • The STOA model outlines how situations attract TNT leaders, activate their traits, and trigger specific outcomes.
  • Organizational actions can influence TNT leaders across six career stages (attraction, selection, socialization, production, promotion, attrition).

Conclusions:

  • Dark leadership, defined by TNT, poses substantial risks but may have unexplored positive aspects.
  • The TNT and STOA models provide a framework for understanding and managing dark leadership.
  • Further research is needed to address critical questions regarding dark leadership's consequences and management.