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Corporate psychopathy: deviant workplace behaviour and toxic leaders - part one

机译：企业心理疾病：工作场所行为异常和有毒的领导者-第一部分

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Purpose - Increasingly, it is recognized that (larger) organizations have many employees who present with corporate psychopathy (i.e. a milder version of antisocial personality disorder (APD)). Importantly, such a disorder contributes to the presence of deviant workplace behaviour. Organizations must therefore adapt its practices to both identify and manage employees who either present with, or have tendencies towards, corporate psychopathy. As a means of developing a guiding framework for organizational adaptation, the purpose of this two-part paper is to offer two reviews of relevant research. The first revolves around the body of knowledge regarding corporate psychopathy and the primary, established behavioural method of identifying its presence; the second is a brief review on physiological measures that can complement current gold standards. Design/methodology/approach - A range of published empirical and practitioner research articles were reviewed to elaborate on APD and corporate psychopathy; showcase the efficacy of the currently most accepted method of detecting psychopathic behaviour - the Psychopathy Checklist (PCL) and; highlight physiological methods of detecting psychopathic tendencies which may complement usage of the PCL - electroencephalography, measurement of galvanic skin responses, and electromyography. Findings - Deviant workplace behaviours cause losses of billions of dollars across all business organizations, and much of this behaviour stems from corporate psychopaths in positions of leadership; the PCL, while useful, can nonetheless yield sharp differences in the identification of psychopathy across different administrators of the test; measures of physiological states show good reliability in discriminating psychopathic persons from non-psychopathic persons. Based on these findings, the authors propose guidelines for how to identify and mitigate the effects of corporate psychopathy for organizations. Research limitations/implications - The proposed guidelines must be tested in an empirical paper to measure their effectiveness. Practical implications - The paper suggests an overall framework that may help leaders and organizational development practitioners identify the major factors which may be considered to safeguard against the potentially detrimental conduct of corporate psychopaths in their organizations. Social implications - This paper highlights the need to identify and ward against the presence of corporate psychopaths. There needs to be guidelines for organizations on how to identify and mitigate the effects of corporate psychopathy for organizations. Originality/value - The suggestion of integrating physiological methods of detection with the PCL, as well as urging proactive education of all employees as the symptoms and effects of corporate psychopathy, is the novel contribution of the paper.
机译：目的-越来越多的组织认识到，（大型）组织中有许多员工出现公司性精神病（即温和的反社会人格障碍（APD））。重要的是，这种疾病会导致工作场所行为异常。因此，组织必须调整其做法，以识别和管理出现或倾向于出现公司精神病的员工。作为制定组织适应性指导框架的一种手段，本文分为两部分，旨在对相关研究进行两次综述。首先是关于公司心理疾病的知识体系以及确定其存在的主要的，已确立的行为方法。第二部分是对可以补充当前金本位的生理措施的简要回顾。设计/方法/方法-审查了一系列已发表的经验和从业人员研究文章，以详细阐述APD和公司精神病；展示当前公认的检测精神病行为的方法-精神病检查表（PCL）的功效；以及重点介绍了检测精神病倾向的生理方法，可以补充PCL的使用-脑电图，皮肤电反应的测量和肌电图。调查结果-偏离工作场所的行为会给所有企业造成数十亿美元的损失，而这种行为的大部分源于企业领导层的精神变态； PCL虽然有用，但可以在不同测试人员之间对精神病的识别产生明显差异；生理状态的测量值在区分精神病患者和非精神病患者方面显示出良好的可靠性。基于这些发现，作者提出了有关如何识别和减轻公司精神病对组织的影响的指南。研究的局限性/含义-拟议的指南必须在经验论文中进行测试以衡量其有效性。实际意义-本文提出了一个总体框架，该框架可以帮助领导者和组织发展实践者确定可以考虑用来防范组织中精神病患者潜在有害行为的主要因素。社会影响-本文着重指出了识别和抵制公司精神病患者的必要性。需要为组织提供有关如何识别和减轻公司精神病对组织的影响的指南。原创性/价值-建议将生理检测方法与PCL集成，并建议对所有员工进行积极的教育，以了解公司精神病的症状和影响，这是本文的新颖贡献。

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