As the global consciousness towards mental health has increased, so has the frequent use of the word 'narcissist'. Unsurprisingly, the use of this word in the corporate world is maintained and has further nuances. This may be because, in the corporate world, individuals with narcissist traits (showing noticeable qualities of narcissism) or narcissistic disorder (meeting the full DSM5 criteria for narcissism) have an affinity towards occupying managerial and/or senior positions. Thus, understanding the terms 'narcissist' or 'narcissism' has allowed many in the corporate world to identify destructive behaviour in the workplace that perpetuates low productivity and poor job satisfaction. How then do companies avoid individuals with narcissistic personality traits or disorders from climbing up the corporate ladder? The short answer is more complex psychological integrity testing for upper-level employees. 

 

Narcissism describes repeated and long-standing behaviours including constant disregard for the needs and safety of others; hostility; dishonesty; lack of empathy; lack of accountability for actions; and both non-verbal and verbal manipulation. An example of verbal manipulation is gaslighting (causing doubt in another person although what they may be saying is credible), whilst an example of non-verbal manipulation is rearranging the assignment of tasks to ensure a subordinate or colleague gets the least desirable one consistently.

 

Upper-level employees in the corporate world with moderate to severe narcissistic traits could potentially cost the company immense financial and reputational damage. In addition, they have an immense potential to perpetuate poor work performance and mental illness for those who work with them in the workplace. Through integrity testing, insight into an individual applying for an upper-level position may assist in excluding individuals who are likely to be unreliable (probe to cover their mistake), self-centered, corrupt, negligible, and likely to lack prudence. 

 

Integrity testing is a form of psychological assessment that measures an individual's ability, to be honest, conscientious, dependable, and to balance personal values with external power. If one has integrity, it is assumed that they will do what is right repeatedly even if no one is watching. Integrity testing also measures an individual's locus of control. Individuals who have an internal locus of control are likely to engage in self-introspection when something goes wrong in the work environment. This is because they approach problem-solving by scrutinizing their influence on the environment first. Alternatively, individuals with an external locus of control will tend to find external factors for why something has gone wrong, seeking fault in the environment or in others first. Having an external locus of control steers an individual from assuming accountability, and thus is more likely to contribute toward unhelpful behaviour in a position of leadership. However, it is worth noting that integrity tests do not only measure an individual's locus of control but rather ethical decision-making that depends on the balance between an individual's moral compass and events that occur in the environment.

 

Integrity tests are not suitable for individuals who are in positions or work environments where risk and deviance are encouraged, for example, a stockbroker. They, however, remain reliable for leadership positions where power is located in dependability, thoughtfulness, and fair decision-making. With the incorporation of integrity testing in the corporate culture, the promotion of mental health is probable and achievable through the scrutiny of behaviors synonymous with narcissism.