Over lijken gaan, de weg naar succes?

Valerie
Vandamme

 

Een cliché in de bedrijfswereld is dat je alleen kunt carrière maken door een ‘het doel heiligt de middelen’ attitude te hanteren. Een cliché, maar is er waarheid in dit cliché te vinden. Deze masterproef trachtte dit na te gaan. Onderzoek naar de normale persoonlijkheid toont aan dat er inderdaad positieve verbanden bestaan tussen een machiavellistische persoonlijkheid en werkuitkomsten.

De ‘normale’ persoonlijkheid

De ‘normale’ persoonlijkheid van mensen kent zowel een ‘bright side’ als een ‘dark side’. Voor de ‘bright side’ is er een zeer gekend vijffactorenmodel ontworpen door costa en McCrae (1987) genaamd de Big Five. De Big Five bestaat uit 5 dimensies, namelijk openheid voor ervaringen, consciëntieusheid, extraversie, altruïsme en neuroticisme. De structuur van de Big Five wordt wereldwijd teruggevonden (McCrae, 2002). Ongeacht of het nu om een andere cultuur gaat, zelf- of peerbeoordelingen betreft, kinderen of volwassenen, de structuur van de Big Five wordt consistent teruggevonden. Persoonlijkheid bestaat uit dimensies, die je kunt zien als een verdeling in de populatie waar de meeste mensen zich rond het gemiddelde begeven. Hoe meer je naar de extreme zijden beweegt (laag, al dan niet hoog) zullen minder mensen deze waarden behalen.

De ‘dark side’ van persoonlijkheid bestaat uit 3 factoren, narcisme, psychopathie en machiavellisme. Voor dit onderzoek werd enkel machiavellisme beschouwd. Machiavellistische mensen worden gekenmerkt als strategische en bekwame manipulatoren, als ongevoelige pragmatici die naar succes streven, waarbij ze gemiddelde of bovengemiddelde impulscontrole vertonen (Miller et al., 2017). Machiavellisten manipuleren anderen op een heel strategische wijze op hun weg naar succes, waarbij ze gefocust zijn op lange termijn doelen.

 

De studie toont aan dat het voor een bedrijf positief kan zijn om mensen te rekruteren die enkele machiavellistische trekken vertonen, daar dit samengaat met succesvol presteren.

 

Machiavellisme in Vlaanderen

Recent werd de goed onderzochte Big Five gebruikt om niet alleen de positieve kant van persoonlijkheid te weerspiegelen, maar ook de donkere zijde met dezelfde dimensies weer te geven. Machiavellisme wordt gemeten door een zeer recente vragenlijst die de trek multidimensioneel in kaart brengt (Collison et al., 2018). Hierbij bestaat machiavellisme uit agency, planmatigheid en antagonisme. Agency kenmerkt zich door streven naar presteren, bedrijvigheid of activiteit, assertiviteit, competentie, zelfvertrouwen, onkwetsbaarheid en gevoelloosheid. Agency zou succesvolle, daarbij koelbloedige mensen weerspiegelen die rijkdom, roem en reputatie ook daadwerkelijk bekomen. Planmatigheid wordt gekenmerkt door beraadslaging, overleg en orde. Terwijl antagonisme gekenmerkt wordt door egoïsme, het ontbreken van bescheidenheid, manipulativiteit, cynisme en hardvochtigheid.

Dit onderzoek gebruikt voor het eerst in het Nederlands vertaald deze nieuwe manier om machiavellisme te meten (“Five Factor Machiavellianism Inventory” FFMI ; Collison et al., 2018). De vragenlijst werd zowel verspreid via sociale media, als in verschillende bedrijven gelegen in uiteenlopende sectoren.

Machiavellisme en werkuitkomsten in verband gebracht

In deze studie werd aangetoond dat een positieve kijk op machiavellisten in de werkcontext mogelijk is. Machiavellisme wordt in relatie gebracht met zowel carrière ambitie, contra productief werkgedrag, objectie- en subjectief carrière succes.

Carrière ambitie wordt gedefinieerd als hoge prestatiemotivatie en een sterke carrière oriëntatie (Otto et al., 2017). Mensen die hoog scoren stellen hoge professionele eisen die blijvend worden geüpdatet deze mensen zullen hun beroepseisen nastreven ook al vergt dit een grote inspanning (Hossiep & Paschen, 1998; Maier et al., 2009). Contraproductief werkgedrag is intentioneel gedrag dat de organisatie of zijn stakeholders (e.g., klanten, collega’s, cliënten, supervisors) kan schaden (Spector & Fox, 2005). Contra productief werkgedrag kan allerhande gedragingen omvatten zoals, liegen en het opzettelijk vernietigen van zaken, waarbij dit kan gericht zijn op zowel de organisatie als mensen in en rond de organisatie. Objectief carrière succes werd gemeten door salaris, loonstijgingen en promoties. Subjectief carrière succes werd gemeten door na te gaan hoe tevreden iemand is in zijn job.

Presteren machiavellisten hoger?

Werkgevers hoeven niet angstig te zijn dat machiavellisten meer contraproductief carrière succes zullen stellen dan andere collega’s, daar er geen verband tussen contraproductief werkgedrag en algemeen machiavellisme kan worden aangetoond. Daarnaast is antagonisme wel de dimensie van machiavellisme, die samengaat met het stellen van contra productief werkgedrag. Tijdens de selectie procedure kan worden nagegaan of deze dimensie sterk aanwezig is in een individu, om tot een beslissing te komen de kandidaat al dan niet te weerhouden. Zo kun je mensen selecteren die laag scoren op de antagonisme, maar hoog scoren op de agency dimensie.

Agency gaat namelijk samen met zowel subjectief als objectief carrière succes. Mensen die hoog scoren op de agency dimensie zullen niet alleen meer tevreden zijn in hun job, maar ervaren ook een hoger loon en promoveren vaker. Het succes van deze mensen is niet alleen een voordeel voor hun eigen ervaring en hun carrière maar ook voor het bedrijf. Het vinden van kandidaten met hoge agency profielen kan een grote aanwinst zijn voor een bedrijf. Deze kandidaten zullen niet alleen tevreden zijn in hun functie, maar hierin ook succesvol presteren.

Referenties

Collison, K. L., Vize, C. E., Lynam, D. R., & Miller, J. D. (2018). Development and Preliminary Validation of a Five Factor Model Measure of Machiavellianism. American Psychological Association, 30, (10), 1401-1407. DOI: 10.1037/0000637.

Hossiep, R., & Paschen, M. (1998). Das Bochumer Inventar zur berufsbezogenen Persönlichkeitsbeschreibung. IP – Business-focused Inventory of Personality, Hogrefe, Göttingen.

Maier, G. W., Wastian, M., & von Rosenstiel, L. (2009), Der differenzielle Einfluss der Berufsorientierungen auf Berufserfolg und Arbeitsmotivation: Ergebnisse einer Längsschnittstudie über 6 Jahre, Zeitschrift für Arbeits-und Organisationspsychologie A&O, 53, (3), 104-120.

McCrae, R. R. (2002). NEO PI-R data from 36 cultures : Further intercultural comparisons. In R.R. McCrae and J. Allik (eds.), The five-factor model of personality across cultures, 105-125.

McCrae, R. R., Costa, P. T. (1987). Validation of the Five-Factor Model of Personality Across Instruments and Observers. Journal of Personality and Social Psychology, 52, 81-90. DOI:10.1037/0022-3514.52.1.81

Miller, J. D., Hyatt, C. S., Maples-Keller, J. L., Carter, N. T., & Lynam, D. R. (2017). Psychopathy and machiavellianism: A distinction without a difference? Journal of Personality, 85, (4), 449-453. DOI: https://doi.org/10.1111/jopy.12251

Otto, K., Roe, R., Sobiraj, S., Baluku, M. M., & Vásquez, M. E. G. (2017). The impact of career ambition on psychologists’ extrinsic and intrinsic career success. The less they want, the more they get. Career Development International, 22, (1), 23-36. DOI: 10.1108/CDI-06-2016-0093

Spector, P. E., & Fox, S. (2005). A model of counterproductive work behavior. In S. Fox & P. E. Spector(Eds.). Counterproductive workplace behavior: Investigations of actors and targets.Washington, DC: APA.

 

 

 

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Universiteit of Hogeschool
Universiteit Gent
Thesis jaar
2022
Promotor(en)
Jasmine Vergauwe