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Filtering by Tag: personality

A Whole-Life Perspective of Sustainable Careers: The Nature and Consequences of Nonwork Orientations

Andreas Hirschi

Hirschi, A., Steiner, R., Burmeister, A., & Johnston, C. S. (2019). A whole-life perspective of sustainable careers: The nature and consequences of nonwork orientations. Journal of Vocational Behavior. doi:10.1016/j.jvb.2019.103319


Developing a sustainable career necessitates actively considering nonwork roles relative to one’s career. However, little is known about who is more or less likely to consider nonwork roles, and what consequences this entails for a sustainable career development. To address this issue, we investigated the nomological net of nonwork orientations (NWO) in two studies, with five samples (total N= 2,679). Study 1 explored the nomological net of NWO and found that among students and employees, people high in agreeableness more strongly considered the family and community role, whereas those high in extraversion and openness showed higher NWO for private life and community. Moreover, students and employees who endorsed self-transcendence work values scored higher on NWO. Study 2 examined how different combinations of NWO and work role commitment relate to work–nonwork conflict and enrichment with latent profile analysis. Across three samples including younger, age-heterogenous, and older workers, we identified five distinct profiles: average levels, work focused, personal life focused, family and personal life focused, and whole-life focused (i.e., high in NWO and work role commitment). Notably, people with a whole-life profile (between 6% and 29% of the samples) reported more work–nonwork enrichment, and a tendency for less work–nonwork conflict compared to individuals predominately focused on either work or personal life. Moreover, we found some meaningful age group differences which call for more research into lifespan dynamics in sustainable careers. Overall, the results of the studies help to better understand the meaning of NWO and how they relate to a sustainable approach to career development. 

Keywords: nonwork orientations; personality; work values; work commitment; work–nonwork interface

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The Dark Triad and Competitive Psychological Climate at Work: A Model of Reciprocal Relationships in Dependence of Age and Organization Change

Andreas Hirschi

Spurk, D., & Hirschi, A. (2018). The Dark Triad and competitive psychological climate at work: A model of reciprocal relationships in dependence of age and organization change. European Journal of Work and Organizational Psychology 27(6), 736-751.doi:10.1080/1359432X.2018.1515200


Integrating an interactionist model of personality development, the cumulative continuity model of personality development, and selection-evocation-manipulation theory, the present study analysed reciprocal relations of the Dark Triad common core and its sub-traits of narcissism, psychopathy, and Machiavellianism with competitive psychological climate. Moreover, within a large (N = 1,185) and longitudinal sample of employees from Germany, latent cross-lagged panel analyses were applied to analyse the moderating roles of age and organization change (i.e., organizational turnover). Overall, results revealed positive reciprocal relations between the Dark Triad common core, its sub-traits, and competitive psychological climate. The Dark Triad common core and Machiavellianism were more stable within the older (50 to 59 years) compared to the younger (25 to 34 years) age group. However, we found no age differences for the relation between competitive psychological climate and change in the Dark Triad common core or its sub-traits. Among employees who changed organizations, the Dark Triad common core, narcissism, and psychopathy were more strongly positively related to the change in competitive psychological climate than in the non-change group. This suggests stronger selection compared to evocation- manipulation effects for individuals with high values in the Dark Triad common core, narcissism, and psychopathy, but not for Machiavellianism.

Keywords: Dark Triad, Competitive Climate, Age, Organizational Turnover, Reciprocity

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Do bad guys get ahead or fall behind? Relationships of the dark triad of personality with objective and subjective career success

Andreas Hirschi

Spurk, D., Keller, A., Hirschi, A. (2016). Do bad guys get ahead or fall behind? Relationships of the dark triad of personality with objective and subjective career success. Social Psychological and Personality Science (2), 113-121, doi: 10.1177/1948550615609735. 


This study analyzed incremental effects of single Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on objective (i.e., salary and leadership position) and subjective (i.e., career satisfaction) career success. We analyzed 793 early career employees representative of age and education from the private industry sector in Germany. Results from multiple and logistic regressions revealed bright and dark sides of the Dark Triad, depending on the specific Dark Triad trait analyzed. After controlling for other relevant variables (i.e., gender, age, job tenure, organization size, education, and work hours), narcissism was positively related to salary, Machiavellianism was positively related to leadership position and career satisfaction, and psychopathy was negatively related to all analyzed outcomes. These results provide evidence that the Dark Triad plays a role in explaining important career outcomes. Implications for personality and career research are derived.