INFORMAZIONI SU QUESTO ARTICOLO

Cita

1. Anderson, H. J., Baur, J. E., Griffith, J. A., Buckley, M. R. (2017). What Works for You may not Work for (Gen) Me: Limitations of Present Leadership Theories for the New Generation // The Leadership Quarterly. Vol. 28, No.1, pp. 245–260. doi: 10.1016/j.leaqua.2016.08.00110.1016/j.leaqua.2016.08.001Search in Google Scholar

2. Avolio, B. J., Bass, B. M. (2004). Multifactor Leadership Questionnaire (MLQ). – Mind Garden.Search in Google Scholar

3. Bejtkovský, J. (2016). The Employees of Baby Boomers Generation, Generation X, Generation Y and Generation Z in Selected Czech Corporations as Conceivers of Development and Competitiveness in their Corporation // Journal of Competitiveness. Vol. 8, No. 4, pp. 105–123. doi: 10.7441/joc.2016.04.0710.7441/joc.2016.04.07Search in Google Scholar

4. Bencsik, A., Horváth-Csikós, G., Juhász, T. (2016). Y and Z Generations at Workplaces // Journal of Competitiveness. Vol. 8, No. 3, pp. 90–106. doi: 10.7441/joc.2016.03.0610.7441/joc.2016.03.06Search in Google Scholar

5. Boddy, C. R. (2006). The Dark Side of Management Decisions: Organisational Psychopaths // Management Decision. Vol. 44, No. 10, pp. 1461–1475. doi: 10.1108/0025174061071575910.1108/00251740610715759Search in Google Scholar

6. Boddy, C. R. (2010). Corporate Psychopaths and Organizational Type // Journal of Public Affairs. Vol. 10, No. 4, pp. 300–312. doi: 10.1002/pa.36510.1002/pa.365Search in Google Scholar

7. Chillakuri, B., Mahanandia, R. (2018). Generation Z Entering the Workforce: The Need for Sustainable Strategies in Maximizing their Talent // Human Resource Management International Digest. Vol. 26, No. 4, pp. 34–38. doi: 10.1108/HRMID-01-2018-000610.1108/HRMID-01-2018-0006Search in Google Scholar

8. Chung, K. L., Charles, K. (2016). Giving the Benefit of the Doubt: The Role of Vulnerability in the Perception of Dark Triad Behaviours // Personality and Individual Differences. Vol. 101, pp. 208–213. doi: 10.1016/j.paid.2016.05.05910.1016/j.paid.2016.05.059Search in Google Scholar

9. Csobanka, Z. E. (2016). The Z Generation // Acta Technologica Dubnicae. Vol. 6, No. 2, pp. 63–76. doi: 10.1515/atd-2016-001210.1515/atd-2016-0012Search in Google Scholar

10. Dahling, J. J., Whitaker, B. G., Levy, P. E. (2009). The Development and Validation of a New Machiavellianism Scale // Journal of Management. Vol. 35, No. 2, pp. 219–257. doi: 10.1177/014920630831861810.1177/0149206308318618Search in Google Scholar

11. Derue, D. S., Nahrgang, J. D., Wellman, N. E. D., Humphrey, S. E. (2011). Trait and Behavioral Theories of Leadership: An Integration and Meta-Analytic Test of Their Relative Validity // Personnel Psychology. Vol. 64, No. 1, pp. 7–52. doi: 10.1111/j.1744-6570.2010.01201.x10.1111/j.1744-6570.2010.01201.xSearch in Google Scholar

12. Ehrich, J. F., Ehrich, L. C. (2014). Profile of a Narcissistic Leader: Coffee’s for Closers Only. In The Contribution of Fiction to Organizational Ethics // Emerald Group Publishing Limited, pp. 81–102, doi: 10.1108/ S1529-20962014000001100410.1108/S1529-209620140000011004Search in Google Scholar

13. Forsyth, D. R.., Banks, G. C., McDaniel, M. A. (2012). A Meta-analysis of the Dark Triad and Work Behavior: A Social Exchange Perspective // Journal of Applied Psychology. Vol. 97, No. 3, pp. 557–579. doi: 10.1037/a002567910.1037/a0025679Search in Google Scholar

14. Fratričová, J., Kirchmayer, Z. (2018). Barriers to Work Motivation of Generation Z // Journal of Human Recourse Management. Vol. 11, No. 2, pp. 28–39. Internet access: https://ideas.repec.org/a/cub/journl/v21y2018i2p28-39.html [accessed July 15, 2019].Search in Google Scholar

15. Furnham, A., Trickey, G., Hyde, G. (2012). Bright Aspects to Dark Side Traits: Dark Side Traits Associated with Work Success // Personality and Individual Differences. Vol. 52, No. 8, pp. 908–913. doi: 10.1016/j.paid.2012.01.02510.1016/j.paid.2012.01.025Search in Google Scholar

16. Furtner, M. R., Maran, T., Rauthmann, J. F. (2017). Dark Leadership: The Role of Leaders’ Dark Triad Personality Traits // Annals of Theoretical Psychology: Vol. 15. Leader Development Deconstructed, pp. 75–99. doi: 10.1007/978-3-319-64740-1_410.1007/978-3-319-64740-1_4Search in Google Scholar

17. Gaddis, B. H., Foster, J. L. (2015). Meta-analysis of Dark Side Personality Characteristics and Critical Work Behaviors among Leaders Across the Globe: Findings and Implications for Leadership Development and Executive Coaching // Applied Psychology. Vol. 64, No. 1, pp. 25–54. doi: 10.1111/apps.1201710.1111/apps.12017Search in Google Scholar

18. Hiller, N. J., DeChurch, L. A., Murase, T., Doty, D. (2011). Searching for Outcomes of Leadership: A 25-year Review // Journal of Management. Vol. 37, No. 4, pp. 1137–1177. doi: 10.1177/014920631039352010.1177/0149206310393520Search in Google Scholar

19. Jauk, E., Neubauer, A. C., Mairunteregger, T., Pemp, S., Sieber, K. P., Rauthmann, J. F. (2016). How Alluring are Dark Personalities? The Dark Triad and Attractiveness in Speed Dating // European Journal of Personality. Vol. 30, No. 2, pp. 125–138. doi: 10.1002/per.204010.1002/per.2040Search in Google Scholar

20. Javidan, M., Dorfman, P. W., De Luque, M. S., House, R. J. (2006). In the Eye of the Beholder: Cross Cultural Lessons in Leadership from Project GLOBE // Academy of Management Perspectives. Vol. 20, No. 1, pp. 67–90. doi: 10.5465/AMP.2006.1987341010.5465/amp.2006.19873410Search in Google Scholar

21. Jonason, P. K., Webster, G. D. (2010). The Dirty Dozen: A Concise Measure of the Dark Triad // Psychological Assessment. Vol. 22. No. 2, pp. 420–432. doi: 10.1037/a001926510.1037/a0019265Search in Google Scholar

22. Jonason, P. K., Slomski, S., Partyka, J. (2012). The Dark Triad at Work: How Toxic Employees Get their Way // Personality and Individual Differences. Vol. 52, No. 3, pp. 449–453. doi: 10.1016/j.paid.2011.11.0010.1016/j.paid.2011.11.008Search in Google Scholar

23. Jones, D. N., Figueredo, A. J. (2013). The Core of Darkness: Uncovering the Heart of the Dark Triad // European Journal of Personality. Vol. 27, No. 6, pp. 521–531. doi: 10.1002/per.189310.1002/per.1893Search in Google Scholar

24. Kapoor, H. (2015). The Creative Side of the Dark Triad // Creativity Research Journal. Vol. 27, No.1, pp. 58–67. doi: 10.1080/10400419.2014.96177510.1080/10400419.2014.961775Search in Google Scholar

25. Krick, A., Tresp, S., Vatter, M., Ludwig, A., Wihlenda, M. (2016). The Relationships Between the Dark Triad, the Moral Judgment Level, and the Students’ Disciplinary Choice // Journal of Individual Differences. Vol. 37, No.1, pp. 24–30. doi: 10.1027/1614-0001/a00018410.1027/1614-0001/a000184Search in Google Scholar

26. Lanz, M., Sorgente, A., Tagliabue, S. (2018). Inter-rater Agreement Indices for Multiple Informant Methodology // Marriage & Family Review. Vol. 54, No. 2, pp. 148–182. doi: 10.1080/01494929.2017.134091910.1080/01494929.2017.1340919Search in Google Scholar

27. Lin, C. S., Huang, P. C., Chen, S. J., Huang, L. C. (2017). Pseudo-transformational Leadership is in the Eyes of the Subordinates // Journal of Business Ethics. Vol. 141, No. 1, pp. 179–190. doi: 10.1007/s10551-015-2739-510.1007/s10551-015-2739-5Search in Google Scholar

28. Mathieu, C., Neumann, C., Babiak, P., Hare, R. D. (2014). Corporate Psychopathy and the Full-Range Leadership Model // Assessment. Vol. 22, No. 3, pp. 267–278. doi: 10.1177/107319111454549010.1177/1073191114545490Search in Google Scholar

29. McCrindle, M., Wolfinger, E. (2009). The ABC of XYZ: Understanding the Global Generations. The ABC of XYZ. – Sydney: UNSW PressSearch in Google Scholar

30. Muris, P., Meesters, C., Timmermans, A. (2013). Some Youths have a Gloomy Side: Correlates of the Dark Triad Personality Traits in Non-clinical Adolescents // Child Psychiatry & Human Development. Vol. 44, No. 5, pp. 658–665. doi: 10.1007/s10578-013-0359-910.1007/s10578-013-0359-9Search in Google Scholar

31. Myung, J. K., Choi, Y. H. (2017). The Influences of Leaders’ Dark Triad Trait on Their Perception of CSR // Asian Journal of Sustainability and Social Responsibility. Vol. 2, No. 1, pp. 7–21. doi: 10.1186/s41180-017-0013-810.1186/s41180-017-0013-8Search in Google Scholar

32. Northouse, P. G. (2009). Leadership: Theory and Practice. Seventh edition. – Los Angeles: SAGE Publications, Inc.Search in Google Scholar

33. Oc, B., Bashshur, M. R. (2013). Followership, Leadership and Social Influence // Leadership Quarterly. Vol. 4, No. 6, pp. 919–934. doi: 10.1016/j.leaqua.2013.10.00610.1016/j.leaqua.2013.10.006Search in Google Scholar

34. O’Neill, T. A. (2017). An Overview of Interrater Agreement on Likert Scales for Researchers and Practitioners // Frontiers in Psychology. Vol. 8, No. 777. doi: 10.3389/fpsyg.2017.0077710.3389/fpsyg.2017.00777Search in Google Scholar

35. Ozkan, M., Solmaz, B. (2015). The Changing Face of the Employees–Generation Z and their Perceptions of Work (A Study Applied to University Students) // Procedia Economics and Finance. Vol. 26, pp. 476–483. doi: 10.1016/ S2212-5671(15)00876-X10.1016/S2212-5671(15)00876-XSearch in Google Scholar

36. Paulhus, D. L., Williams, K. M. (2002). The Dark Triad of Personality: Narcissism, Machiavellianism, and Psychopathy // Journal of Research in Personality. Vol. 36, No. 6, pp. 556–563. doi: 10.1016/S0092-6566(02)00505-610.1016/S0092-6566(02)00505-6Search in Google Scholar

37. Sendjaya, S., Pekerti, A., Härtel, C., Hirst, G., Butarbutar, I. (2016). Are Authentic Leaders Always Moral? The Role of Machiavellianism in the Relationship Between Authentic Leadership and Morality // Journal of Business Ethics. Vol. 133, No. 1, pp. 125–139. doi: 10.1007/ s10551-014-2351-010.1007/s10551-014-2351-0Search in Google Scholar

38. Singh, A. P., Dangmei, J. (2016). Understanding the Generation Z, the Future Workforce // South-Asian Journal of Multidisciplinary Studies. Vol. 3, No. 3, pp. 1–5. Internet access: https://www.researchgate.net/publication/305280948_UNDERSTANDING_THE_GENERATION_Z_THE_FUTURE_WORKFORCE [accessed July 20, 2019].Search in Google Scholar

39. Smith, M. B., Hill, A. D., Wallace, J. C., Recendes, T., Judge, T. A. (2018). Upsides to Dark and Downsides to Bright Personality: A Multidomain Review and Future Research Agenda // Journal of Management. Vol. 44, No.1, pp. 191–217. doi: 10.1177/014920631773351110.1177/0149206317733511Search in Google Scholar

40. Spain, S. M., Harms, P., LeBreton, J. M. (2014). The Dark Side of Personality at Work // Journal of Organizational Behavior. Vol. 35, No. S1, pp. S41–S60. doi: 10.1002/job.189410.1002/job.1894Search in Google Scholar

41. Stelmokienė, A., Vadvilavičius, T. (2019). Development of Dark Triad leaders’ Scenarios for Leadership Psychology Research // International Journal of Psychology: A Biopsychosocial Approach. Kaunas: Vytauto Didžiojo universitetas. In press.Search in Google Scholar

42. Targamadzė, V., Girdzijauskienė, S., Šimelionienė, A., Pečiuliauskienė, P., Nauckūnaitė, Z. (2015). Naujoji (Z) karta-prarastoji ar dar neatrastoji? Naujosios (Z) kartos vaiko mokymosi procesų esminių aspektų identifikavimas. – Vilnius: Specialiosios pedagogikos ir psichologijos centras.Search in Google Scholar

43. Turner, A. (2015). Generation Z: Technology and Social Interest // The Journal of Individual Psychology. Vol. 71, No. 2, pp. 103–113. doi: 10.1353/jip.2015.002110.1353/jip.2015.0021Search in Google Scholar

44. Van Knippenberg, D., Sitkin, S. B. (2013). A Critical Assessment of Charismatic—Transformational Leadership Research: Back to the Drawing Board? // The Academy of Management Annals. Vol. 7, No. 1, pp. 1–60. doi: 10.5465/19416520.2013.75943310.5465/19416520.2013.759433Search in Google Scholar

45. Volmer, J., Koch, I. K., Göritz, A. S. (2016). The Bright and Dark Sides of Leaders’ Dark Triad Traits: Effects on Subordinates’ Career Success and Well-being // Personality and Individual Differences. Vol. 101, pp. 413–418. doi: 10.1016/j.paid.2016.06.04610.1016/j.paid.2016.06.046Search in Google Scholar

46. Wiedmer, T. (2015). Generations do Differ: Best Practices in Leading Traditionalists, Boomers, and Generations X, Y, and Z // Delta Kappa Gamma Bulletin. Vol. 82, No. 1, pp. 25–51. Internet access: https://www.questia.com/library/journal/1P3-3971765321/generations-do-differ-best-practices-in-leading-traditionalists [accessed July 15, 2019].Search in Google Scholar

47. Wisse, B., Sleebos, E. (2016). When the Dark Ones Gain Power: Perceived Position Power Strengthens the Effect of Supervisor Machiavellianism on Abusive Supervision in Work Teams // Personality and Individual Differences. Vol. 99, pp. 122–126. doi: 10.1016/j.paid.2016.05.01910.1016/j.paid.2016.05.019Search in Google Scholar

48. Zeigler-Hill, V., VoNk, J. (2015). Dark Personality Features and Emotion Dysregulation // Journal of Social and Clinical Psychology. Vol. 34, No. 8, pp. 692–704. doi: 10.1521/jscp.2015.34.8.69210.1521/jscp.2015.34.8.692Search in Google Scholar