The role of dark side personality characteristics in employee ingratiation
behaviour: consequential effects on leader-member relations and employee
outcomes
Farqan, Adeela
(2023)
The role of dark side personality characteristics in employee ingratiation
behaviour: consequential effects on leader-member relations and employee
outcomes.
PhD thesis, Dublin City University.
Studies have identified that employees use a variety of influence behaviours to achieve their
objectives, with ingratiation being the most common of these. Researchers have called for
investigations into the role dark personality plays in the display of ingratiation tactics. This
study examines the influence of dark personality traits (i.e., Narcissism, Machiavellianism,
Psychopathy and Sadism) on employee use of ingratiation tactics. Employees use ingratiation
tactics to have better quality relationships with supervisor which can help them in achieving
positive career outcomes. Social exchange theory posits that individuals build quality
relationships with people who can prove beneficial to them. This research further explores the
link between dark traits and career success outcomes via the mediating effect of ingratiation
tactics and the quality of the relationship with supervisor (LMX). Ingratiation is considered a
stress-inducing activity as it requires a lot of scheming and plotting, coupled with the risk of
failure. However, individuals high in dark traits seek pleasure in the exploitation of others. The
final aspect of this study explores the relationship between personality and psychological
wellbeing through ingratiation and LMX.
This study uses a quantitative survey design where data is collected from a heterogenous group
of working professionals at two different points in time, three months apart. A serial mediation
model is tested where employee dark personality traits are indirectly linked to career outcomes
and psychological wellbeing through ingratiation and LMX. Narcissism and Machiavellianism
were the only traits found to positively influence career success and wellbeing via mediators,
ingratiation and LMX. Theoretical and practical implications of these findings are discussed.