{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,10,9]],"date-time":"2026-10-09T07:50:30Z","timestamp":1791532230540,"version":"4.3.4"},"reference-count":55,"publisher":"SAGE Publications","issue":"1","license":[{"start":{"date-parts":[[2024,2,18]],"date-time":"2024-02-18T00:00:00Z","timestamp":1708214400000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/journals.sagepub.com\/page\/policies\/text-and-data-mining-license"}],"content-domain":{"domain":["journals.sagepub.com"],"crossmark-restriction":true},"short-container-title":["Psychol Rep"],"published-print":{"date-parts":[[2026,2]]},"abstract":"<jats:p>\n                    The \u201cbad-begets-bad\u201d phenomenon describes how witnessed or perceived misconduct in an organization promotes mental states and behavior that encourage further misconduct. Based in two perspectives on how the Dark Triad (DT) constructs (narcissism, Machiavellianism, psychopathy) differentiate, we proposed their roles in contributing to the bad-begets-bad phenomenon. A convenience sample of college students (\n                    <jats:italic toggle=\"yes\">N<\/jats:italic>\n                    = 454) completed an online study in which they read vignettes depicting workplace misconduct wherein a reporting incentive was (incentive condition) or was not (no-incentive condition) offered. Subsequently, they reported their likelihood of possessing mental states (e.g., goals) and engaging in behavior broadly reflective of the bad-begets-bad phenomenon. Lastly, they completed the Short Dark Triad (SD3) questionnaire to assess narcissism, Machiavellianism, and psychopathy. We used a series of step-wise regression models to analyze the data. Consistent with the \u201cmalicious two\u201d perspective on the DT, only Machiavellianism and psychopathy consistently predicted mental states and behavior reflective of the bad-begets-bad phenomenon. Also, consistent with the \u201ccautious and adaptable Machiavellian perspective,\u201d only Machiavellianism interacted with the incentive condition to influence people\u2019s willingness to report misconduct (i.e., not further promote misconduct). Broadly, the data contribute to understanding the role of the DT in organizational settings and support two perspectives on how the DT should operate in the context of witnessing workplace misconduct.\n                  <\/jats:p>","DOI":"10.1177\/00332941241234594","type":"journal-article","created":{"date-parts":[[2024,2,18]],"date-time":"2024-02-18T22:27:35Z","timestamp":1708295255000},"page":"692-714","update-policy":"https:\/\/doi.org\/10.1177\/sage-journals-update-policy","source":"Crossref","is-referenced-by-count":1,"title":["Coworkers Behaving Badly: How the Dark Triad Influences Responses to Witnessing Workplace Misconduct"],"prefix":"10.1177","volume":"129","author":[{"ORCID":"https:\/\/orcid.org\/0009-0008-2164-4573","authenticated-orcid":false,"given":"Braden T.","family":"Hall","sequence":"first","affiliation":[{"name":"The University of Alabama"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-3195-8735","authenticated-orcid":false,"given":"Joshua T.","family":"Lambert","sequence":"additional","affiliation":[{"name":"The University of Alabama"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-1249-180X","authenticated-orcid":false,"given":"Danielle","family":"Wahlers","sequence":"additional","affiliation":[{"name":"The University of Alabama"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"William","family":"Hart","sequence":"additional","affiliation":[{"name":"The University of Alabama"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"179","published-online":{"date-parts":[[2024,2,18]]},"reference":[{"key":"e_1_3_6_2_1","doi-asserted-by":"publisher","DOI":"10.1111\/1467-9280.00366"},{"key":"e_1_3_6_3_1","doi-asserted-by":"publisher","DOI":"10.1016\/S0749-5978(02)00517-4"},{"key":"e_1_3_6_4_1","doi-asserted-by":"publisher","DOI":"10.1007\/978-3-319-92171-6_6"},{"key":"e_1_3_6_5_1","doi-asserted-by":"publisher","DOI":"10.1037\/0021-9010.85.3.349"},{"key":"e_1_3_6_6_1","doi-asserted-by":"publisher","DOI":"10.1037\/ebs0000096"},{"key":"e_1_3_6_7_1","doi-asserted-by":"publisher","DOI":"10.2189\/asqu.52.3.351"},{"key":"e_1_3_6_8_1","doi-asserted-by":"publisher","DOI":"10.1016\/S0065-2601(08)60330-5"},{"key":"e_1_3_6_9_1","doi-asserted-by":"publisher","DOI":"10.1016\/j.paid.2014.10.001"},{"key":"e_1_3_6_10_1","doi-asserted-by":"publisher","DOI":"10.1037\/0021-9010.86.4.547"},{"key":"e_1_3_6_11_1","doi-asserted-by":"publisher","DOI":"10.3758\/BRM.41.4.1149"},{"key":"e_1_3_6_12_1","doi-asserted-by":"publisher","DOI":"10.1037\/a0021708"},{"key":"e_1_3_6_13_1","doi-asserted-by":"publisher","DOI":"10.1111\/spc3.12018"},{"key":"e_1_3_6_14_1","doi-asserted-by":"publisher","DOI":"10.5465\/amr.2013.0103"},{"key":"e_1_3_6_15_1","doi-asserted-by":"publisher","DOI":"10.1111\/j.1467-9280.2009.02306.x"},{"key":"e_1_3_6_16_1","doi-asserted-by":"publisher","DOI":"10.1108\/IJOTB-13-02-2010-B005"},{"key":"e_1_3_6_17_1","doi-asserted-by":"publisher","DOI":"10.1177\/1745691619873350"},{"key":"e_1_3_6_18_1","doi-asserted-by":"publisher","DOI":"10.1016\/j.paid.2019.04.030"},{"key":"e_1_3_6_19_1","doi-asserted-by":"publisher","DOI":"10.1016\/j.paid.2020.110161"},{"key":"e_1_3_6_20_1","doi-asserted-by":"publisher","DOI":"10.1016\/j.paid.2018.06.019"},{"issue":"38","key":"e_1_3_6_21_1","first-page":"3929","article-title":"The impact of monetary and non-monetary rewards on motivation among lower level employees in selected retail shops","volume":"7","author":"Harunavamwe M.","year":"2013","unstructured":"Harunavamwe M., Kanengoni H. 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