Araştırma Makalesi
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The Motivations of the Light and Dark Triads to Exhibit Unethical Pro-Organizational Behaviours: A Qualitative Study on the Banking Sector

Yıl 2023, Cilt: 24 Sayı: 2, 230 - 259, 10.08.2023
https://doi.org/10.17494/ogusbd.1245688

Öz

The aim of the study is to examine the similarities and differences between the motivational states of individuals with light and dark personality traits while exhibiting unethical pro-organizational behaviors. It is planned to contribute to the literature by integrating the contrasting structure of light and dark personality traits with the contrasts of unethical pro-organizational behaviors. In this study, which was prepared with a qualitative research design, the research population consists of bank personnel who are working actively in our country. Within the scope of the study, face-to-face and online interviews were conducted with 11 bankers over a semi-structured questionnaire. As a result of the qualitative analysis, autonomy, support from the top management and workplace happiness are motivational factors, and goal pressure, the colleague's unprofessional behavior and authoritarian management were found to be demotivating factors for the light and dark triad. In addition, according to Self-Determination Theory, extrinsic motivation was observed in displaying unethical pro-organizational behaviors; The phenomena between motivation and unethical pro-organizational behaviors in terms of the light and dark triad were examined and discussed.

Kaynakça

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  • Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic need satisfaction: a motivational basis of performance and well‐being in two work settings 1. Journal of applied social psychology, 34(10), 2045-2068.
  • Baheer, R., Khan, K. I., Rafiq, Z., & Rashid, T. (2023). Impact of dark triad personality traits on turnover intention and mental health of employees through cyberbullying. Cogent Business & Management, 10(1), 2191777.
  • Barros, L. D. O., Bonfá-Araujo, B., & Noronha, A. P. P. (2022). Light Triad Scale: Psychometric properties of the Brazilian-Portuguese version and the relationship with positive aspects. Psicologia em Pesquisa, 16(1), 1-21.
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  • Bertl, B., Pietschnig, J., Tran, U. S., Stieger, S., & Voracek, M. (2017). More or less than the sum of its parts? Mapping the Dark Triad of personality onto a single Dark Core. Personality and individual differences, 114, 140-144.
  • Castille, C. M., Buckner, J. E., & Thoroughgood, C. N. (2018). Prosocial citizens without a moral compass? Examining the relationship between Machiavellianism and unethical pro-organizational behavior. Journal of business ethics, 149(4), 919-930.
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Aydınlık ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma

Yıl 2023, Cilt: 24 Sayı: 2, 230 - 259, 10.08.2023
https://doi.org/10.17494/ogusbd.1245688

Öz

Çalışmanın amacı aydınlık ve karanlık kişilik özelliklerine sahip bireylerin etik olmayan örgüt yanlısı davranışları sergilerken sahip oldukları motivasyon durumları arasındaki benzerlik ve farklılıkları tespit etmektir. Aydınlık ve karanlık kişilik özelliklerinin birbirine zıt yapısının, etik olmayan örgüt yanlısı davranışların bünyesinde bulundurduğu zıtlıklarla entegre edilerek, yazına katkı sağlanması planlanmaktadır. Nitel araştırma deseni ile hazırlanan çalışmanın evrenini ülkemizde görev yapmakta olan banka personeli oluşturmaktadır. Çalışma kapsamında 11 bankacı ile yarı-yapılandırılmış soru formu üzerinden yüz yüze ve online görüşmeler gerçekleştirilmiştir. Nitel analizler sonucu, aydınlık ve karanlık üçlü için özerklik, üst yönetimin desteği ve iş yeri mutluluğunun motivasyon arttırıcı faktörler olduğu; hedef baskısı, meslektaşın profesyonel olmayan davranışları ve otoriter yönetimin motivasyon azaltıcı faktörler olduğu belirlenmiştir. Ayrıca etik olmayan örgüt yanlısı davranışların sergilenmesinde, Öz-Belirleme Teorisine göre dışsal motivasyon ile hareket edildiği görülmüş; aydınlık ve karanlık üçlü açısından motivasyon ve etik olmayan örgüt yanlısı davranışlar arasındaki olgular incelenmiş ve tartışılmıştır.

Kaynakça

  • Ajzen, I. (1991). The theory of planned behavior. Organizational behavior and human decision processes, 50(2), 179-211.
  • Aruta, J. J. B. R. (2022). Psychometric validation and environmental psychological correlates of the Light Triad traits: Evidence from a non-Western country. Journal of Individual Differences.
  • Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic need satisfaction: a motivational basis of performance and well‐being in two work settings 1. Journal of applied social psychology, 34(10), 2045-2068.
  • Baheer, R., Khan, K. I., Rafiq, Z., & Rashid, T. (2023). Impact of dark triad personality traits on turnover intention and mental health of employees through cyberbullying. Cogent Business & Management, 10(1), 2191777.
  • Barros, L. D. O., Bonfá-Araujo, B., & Noronha, A. P. P. (2022). Light Triad Scale: Psychometric properties of the Brazilian-Portuguese version and the relationship with positive aspects. Psicologia em Pesquisa, 16(1), 1-21.
  • Belias, D., Koustelios, A., Sdrolias, L., & Aspridis, G. (2015). Job satisfaction, role conflict and autonomy of employees in the Greek banking organization. Procedia-Social and Behavioral Sciences, 175, 324-333. Belschak, F. D., Muhammad, R. S., & Den Hartog, D. N. (2018). Birds of a feather can butt heads: When Machiavellian employees work with Machiavellian leaders. Journal of Business Ethics, 151(3), 613-626.
  • Bertl, B., Pietschnig, J., Tran, U. S., Stieger, S., & Voracek, M. (2017). More or less than the sum of its parts? Mapping the Dark Triad of personality onto a single Dark Core. Personality and individual differences, 114, 140-144.
  • Castille, C. M., Buckner, J. E., & Thoroughgood, C. N. (2018). Prosocial citizens without a moral compass? Examining the relationship between Machiavellianism and unethical pro-organizational behavior. Journal of business ethics, 149(4), 919-930.
  • Cialdini, R. B., Petrova, P. K., & Goldstein, N. J. (2004). The hidden costs of organizational dishonesty. MIT Sloan Management Review, 45(3), 67.
  • Cohen, T. R., Panter, A. T., & Turan, N. (2013). Predicting counterproductive work behavior from guilt-proneness. Journal of Business Ethics, 114(1), 45-53.
  • Coşkun, A., & Ülgen, B. (2017). Örgüt yararına ahlaki olmayan davranış. İs Ahlakı Dergisi, 10(2), 177-201.
  • Creswell, J. W. (2017). Nitel, Nicel Araştırma Deseni ve Karma Yöntem Yaklaşımları. (Çev. Ed. Demir, S.B.). 3. Baskı, Ankara: Eğiten Kitap.
  • Crysel, L. C., Crosier, B. S., & Webster, G. D. (2013). The Dark Triad and risk behavior. Personality and individual differences, 54(1), 35-40.
  • Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian psychology/Psychologie canadienne, 49(3), 182.
  • Deci, E. L., & Ryan, R. M. (2012). Motivation, personality, and development within embedded social contexts: An overview of self-determination theory. In R. M. Ryan (Ed.), The Oxford handbook of human motivation (pp. 85–107). Oxford University Press.
  • Dineen, B. R., Lewicki, R. J., & Tomlinson, E. C. (2006). Supervisory guidance and behavioral integrity: relationships with employee citizenship and deviant behavior. Journal of applied psychology, 91(3), 622.
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  • Novianti, K. R., & Fuadiputra, I. R. (2021). The Impact of Job Autonomy on Turnover Intention: Mediation Role of Work-Life Balance, and Job Satisfaction in the Banking Sector. International Journal of Social Science and Business, 5(4).
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  • Olafsen, A. H., Niemiec, C. P., Halvari, H., Deci, E. L., & Williams, G. C. (2017). On the dark side of work: A longitudinal analysis using self-determination theory. European Journal of Work and Organizational Psychology, 26(2), 275-285.
  • Özdemir, O., Özdemir, P. G., Kadak, M. T., & Nasıroğlu, S. (2012). Kişilik gelişimi. Psikiyatride güncel yaklaşımlar, 4(4), 566-589.
  • Paulhus, D. L., & Williams, K. M. (2002). The dark triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of research in personality, 36(6), 556-563.
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  • Peterson, R. D., & Palmer, C. L. (2021). The Dark is Rising: Contrasting the Dark Triad and Light Triad on Measures of Political Ambition and Participation. Frontiers in Political Science, 3, 60.
  • Polatcı, S., & Yeloğlu, H. O. (2021). Karanlık ve Aydınlık Kişilik Özelliklerinin Girişimcilik Niyeti Üzerindeki Etkisinin İncelenmesi. Journal of Organizational Behavior Review, 3(1), 73-87.
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  • Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American psychologist, 55(1), 68.
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  • Sevi, B., Urganci, B., & Sakman, E. (2020). Who cheats? An examination of light and dark personality traits as predictors of infidelity. Personality and Individual Differences, 164, 110126.
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  • Tesch, R. (2013). Qualitative research: Analysis types and software. Routledge.
  • Thau, S., Derfler-Rozin, R., Pitesa, M., Mitchell, M. S., & Pillutla, M. M. (2015). Unethical for the sake of the group: risk of social exclusion and pro-group unethical behavior. Journal of applied psychology, 100(1), 98.
  • Thietart, R. A., & Forgues, B. (1995). Chaos theory and organization. Organization science, 6(1), 19-31. Tian, Q., & Peterson, D. K. (2016). The effects of ethical pressure and power distance orientation on unethical pro‐organizational behavior: the case of earnings management. Business Ethics: A European Review, 25(2), 159-171.
  • Umphress, E. E., & Bingham, J. B. (2011). When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3), 621-640.
  • Umphress, E. E., Bingham, J. B., & Mitchell, M. S. (2010). Unethical behavior in the name of the company: the moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior. Journal of applied psychology, 95(4), 769.
  • Vansteenkiste, M., Niemiec, C. P., & Soenens, B. (2010). The development of the five mini-theories of self-determination theory: An historical overview, emerging trends, and future directions. The decade ahead: Theoretical perspectives on motivation and achievement.
  • Vize, C. E., Collison, K. L., Miller, J. D., Lynam, D. R., & Back, M. (2018). Examining the effects of controlling for shared variance among the dark triad using meta–analytic structural equation modelling. European Journal of Personality, 32(1), 46-61.
  • Wang, T., Long, L., Zhang, Y., & He, W. (2019). A social exchange perspective of employee–organization relationships and employee unethical pro-organizational behavior: The moderating role of individual moral identity. Journal of Business Ethics, 159(2), 473-489.
  • Wang, X., Zheng, X. J., & Zhao, S. (2022). Repaying the debt: An examination of the relationship between perceived organizational support and unethical pro-organizational behavior by low performers. Journal of Business Ethics, 179(3), 697-709.
  • Webster, B. D., & Smith, M. B. (2019). The dark triad and organizational citizenship behaviors: The moderating role of high involvement management climate. Journal of Business and Psychology, 34(5), 621-635.
  • Xiao, M., Wang, Z., Kong, X., Ao, X., Song, J., & Zhang, P. (2021). Relatedness Need Satisfaction and the Dark Triad: The Role of Depression and Prevention Focus. Frontiers in Psychology, 12.
  • Yam, K. C., Klotz, A. C., He, W., & Reynolds, S. J. (2017). From good soldiers to psychologically entitled: Examining when and why citizenship behavior leads to deviance. Academy of Management Journal, 60(1), 373-396.
  • Yıldırım, A., & Simsek, H. (2018). Sosyal Bilimlerde Nitel Araştırma Yöntemleri. 11. Baskı, Ankara: Seçkin Yayınları.
  • Young, S. M., Du, F., Dworkis, K. K., & Olsen, K. J. (2016). It's all about all of us: The rise of narcissism and its implications for management control system research. Journal of Management Accounting Research, 28(1), 39-55.
  • Zimbardo, P. (2018). Exploring human nature and inspiring heroic social action. Diversity in unity: Perspectives from psychology and behavioral sciences, 3-9.
Toplam 98 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Organizasyon ve Yönetim Teorisi
Bölüm Makaleler
Yazarlar

Sema Polatcı 0000-0002-4671-1356

Tugay Ülkü 0000-0002-4337-4876

Yayımlanma Tarihi 10 Ağustos 2023
Gönderilme Tarihi 1 Şubat 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 24 Sayı: 2

Kaynak Göster

APA Polatcı, S., & Ülkü, T. (2023). Aydınlık ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 24(2), 230-259. https://doi.org/10.17494/ogusbd.1245688
AMA Polatcı S, Ülkü T. Aydınlık ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi. Ağustos 2023;24(2):230-259. doi:10.17494/ogusbd.1245688
Chicago Polatcı, Sema, ve Tugay Ülkü. “Aydınlık Ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma”. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi 24, sy. 2 (Ağustos 2023): 230-59. https://doi.org/10.17494/ogusbd.1245688.
EndNote Polatcı S, Ülkü T (01 Ağustos 2023) Aydınlık ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi 24 2 230–259.
IEEE S. Polatcı ve T. Ülkü, “Aydınlık ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma”, Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, c. 24, sy. 2, ss. 230–259, 2023, doi: 10.17494/ogusbd.1245688.
ISNAD Polatcı, Sema - Ülkü, Tugay. “Aydınlık Ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma”. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi 24/2 (Ağustos 2023), 230-259. https://doi.org/10.17494/ogusbd.1245688.
JAMA Polatcı S, Ülkü T. Aydınlık ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi. 2023;24:230–259.
MLA Polatcı, Sema ve Tugay Ülkü. “Aydınlık Ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma”. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, c. 24, sy. 2, 2023, ss. 230-59, doi:10.17494/ogusbd.1245688.
Vancouver Polatcı S, Ülkü T. Aydınlık ve Karanlık Üçlünün Etik Olmayan Örgüt Yanlısı Davranışlar Sergileme Motivasyonları: Banka Personeli Üzerine Nitel Bir Araştırma. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi. 2023;24(2):230-59.