Supervisor Personality and Employee Well-Being
The present study attempted to bridge a gap in the literature that exists between harmful aspects of supervisor personality and employee well-being. A great deal of the pre-existing literature focuses on the Dark Triad of personality and clinical levels of psychopathy, and less on more normative, subclinical personality characteristics beyond those included in the Five Factor Model (FFM). The present study utilized the HEXACO model of personality to examine the relationship of interest through conceptualizing harmful supervisor personality characteristics as low scores on the Honesty-Humility dimension (also known as the H-factor), as perceived by employees. Employee well-being for the purposes of the present study was operationalized through scores obtained on the Mental Health Inventory (MHI; Veit & Ware, 1983a), which participants completed with regards to their own mental state. Correlational analyses revealed that Honesty-Humility was not related to mental health. Subsequent analyses did however reveal statistical differences between the Honesty-Humility and the Mental Health Inventory subscales once supervisor gender was accounted for.
Wells, C. (2017). Supervisor Personality and Employee Well-Being. Western Undergraduate Psychology Journal, 5 (1). Retrieved from https://ir.lib.uwo.ca/wupj/vol5/iss1/6