title: When it's not safe to be me: employee authenticity mediates the effect of perceived manager psychopathy on employee well-being.

authors: Sutton, Anna

subjects: Authenticity

abstract: BACKGROUND: Psychopathy in managers is often measured on global scales and associated with detrimental outcomes for subordinates, such as bullying and reduced well-being. Yet some features of psychopathy, like boldness, appear to have beneficial outcomes. Using the triarchic model of psychopathy, we differentiate between adaptive and maladaptive traits in managers and model their effects on employee engagement and burnout. In addition, we test the extent to which authenticity, known to ameliorate the effect of some negative experiences on well-being, might mediate the influence of managers' perceived psychopathic traits on employee well-being. METHODS: In a two-wave study, full-time employees (N = 246) reported on their manager's psychopathic traits (boldness, meanness, disinhibition), their own authenticity and, six weeks later, their engagement and burnout. RESULTS: In support of our hypotheses, manager boldness enhanced engagement and reduced burnout while meanness and disinhibition reduced engagement and increased burnout. Additionally, employee authenticity was a partial mediator of the effect of managerial psychopathy on engagement and burnout. CONCLUSIONS: Perceived psychopathic traits in managers have the potential to influence whether employees feel able to be their authentic selves at work, which consequently affects their well-being. A work culture that values authenticity can directly improve well-being and help employees to deal with managerial behaviour that stems from maladaptive psychopathic traits. We also highlight the importance of discriminating between constituent psychopathic traits to identify the potentially adaptive nature of the boldness element of psychopathy.

text: When it's not safe to be me: employee authenticity mediates the effect of perceived manager psychopathy on employee well-being. BACKGROUND: Psychopathy in managers is often measured on global scales and associated with detrimental outcomes for subordinates, such as bullying and reduced well-being. Yet some features of psychopathy, like boldness, appear to have beneficial outcomes. Using the triarchic model of psychopathy, we differentiate between adaptive and maladaptive traits in managers and model their effects on employee engagement and burnout. In addition, we test the extent to which authenticity, known to ameliorate the effect of some negative experiences on well-being, might mediate the influence of managers' perceived psychopathic traits on employee well-being. METHODS: In a two-wave study, full-time employees (N = 246) reported on their manager's psychopathic traits (boldness, meanness, disinhibition), their own authenticity and, six weeks later, their engagement and burnout. RESULTS: In support of our hypotheses, manager boldness enhanced engagement and reduced burnout while meanness and disinhibition reduced engagement and increased burnout. Additionally, employee authenticity was a partial mediator of the effect of managerial psychopathy on engagement and burnout. CONCLUSIONS: Perceived psychopathic traits in managers have the potential to influence whether employees feel able to be their authentic selves at work, which consequently affects their well-being. A work culture that values authenticity can directly improve well-being and help employees to deal with managerial behaviour that stems from maladaptive psychopathic traits. We also highlight the importance of discriminating between constituent psychopathic traits to identify the potentially adaptive nature of the boldness element of psychopathy.

year: 2023-10-09

title: Three-way interaction effects of workaholism on employee well-being: Evidence from blue-collar workers in New Zealand

authors: Haar, Jarrod M.

subjects: workaholism

abstract: Workaholism is an important workplace phenomenon that has received less empirical testing than might be expected. This study of 100 New Zealand blue-collar workers tested whether three dimensions of the workaholism triad: work involvement, drive to work and work enjoyment were related to anxiety, depression and insomnia, and in the majority this was supported. Work involvement was positively related to all outcomes, while work enjoyment was negatively related. Drive to work was positively related to anxiety and insomnia only. Overall, consistently, large amounts of variance were explained by the workaholism triad. While previously untested in the literature, a three-way interaction of the workaholism triad was found towards anxiety and insomnia. Overall, higher work involvement was useful in buffering detrimental outcomes for those with either high work involvement or high drive to work, but not both. The present study provides a new way of understanding the effects of workaholism in the workplace.

text: Three-way interaction effects of workaholism on employee well-being: Evidence from blue-collar workers in New Zealand Workaholism is an important workplace phenomenon that has received less empirical testing than might be expected. This study of 100 New Zealand blue-collar workers tested whether three dimensions of the workaholism triad: work involvement, drive to work and work enjoyment were related to anxiety, depression and insomnia, and in the majority this was supported. Work involvement was positively related to all outcomes, while work enjoyment was negatively related. Drive to work was positively related to anxiety and insomnia only. Overall, consistently, large amounts of variance were explained by the workaholism triad. While previously untested in the literature, a three-way interaction of the workaholism triad was found towards anxiety and insomnia. Overall, higher work involvement was useful in buffering detrimental outcomes for those with either high work involvement or high drive to work, but not both. The present study provides a new way of understanding the effects of workaholism in the workplace.

year: 2013

title: Systemic racism and oppression in psychology: Voices from psychologists, academic staff, and students

authors: Waitoki, Waikaremoana

subjects: psychology

abstract: Psychology must reassess its training approach, as the current monocultural paradigm not only causes harm, but also fails to equip psychologists with the knowledge needed to provide culturally appropriate care for Māori, Pacific, Asian, and other minoritised groups. Findings from this report contribute to the growing evidence of the urgent need to address barriers preventing Māori, Pacific, Asian, and other minoritised groups from participating effectively in professional psychology programmes. This 
report calls for action for everyone in psychology to embrace the changes needed to improve the cultural safety of the discipline and hold ourselves accountable for supporting the development of Te Tiriti-aligned psychology.

text: Systemic racism and oppression in psychology: Voices from psychologists, academic staff, and students Psychology must reassess its training approach, as the current monocultural paradigm not only causes harm, but also fails to equip psychologists with the knowledge needed to provide culturally appropriate care for Māori, Pacific, Asian, and other minoritised groups. Findings from this report contribute to the growing evidence of the urgent need to address barriers preventing Māori, Pacific, Asian, and other minoritised groups from participating effectively in professional psychology programmes. This 
report calls for action for everyone in psychology to embrace the changes needed to improve the cultural safety of the discipline and hold ourselves accountable for supporting the development of Te Tiriti-aligned psychology.

year: 2024