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Validation of a Digital Work Simulation to Assess Machiavellianism and Compliant Behavior

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Abstract

”This paper describes a new and innovative measure that is developed to predict workplace deviance through the measurement of Machiavellianism and Compliant Behavior. Two field studies were conducted to study the validity of the digital work simulation. In Study 1, (N = 113) support was found for the construct validity of the simulation. The constructs as measured with the simulation correlated significantly with self-reported measures of the constructs and were related to personality and self-esteem. Study 2 (N = 285) examined the criterion-related validity of the simulation and showed that through the assessment of Machiavellianism the simulation was able to predict workplace deviance, and incrementally predicted organizational deviance over and above the Machiavellianism Personality Scale. Machiavellianism as measured with the simulation was less susceptible to social desirable answering compared to the Machiavellianism self-report. The paper finishes with study limitations, future research directions, and practical implications.

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Notes

  1. It was not possible to test for measurement invariance regarding gender differences in Study 1 because of the small sample (i.e., 42 women and 71 men).

  2. To test for measurement invariance, we tested whether the hypothesized model was different for men versus women. A χ 2 difference test was used test whether the factor loadings significantly differed between men and women. The baseline model, with no between group constraints, showed adequate to the data, χ 2 = 515.56, df = 258, p < .01, CFI = .61, TLI = .53, SRMR = .10, RMSEA = .06. The measurement invariant model, with constrained measurement weights, also showed a good fit to the data, χ 2 = 518.99, df = 273, p < .01, CFI = .62, TLI = .58, SRMR = .11, RMSEA = .08. The Δχ 2 = 3.43, with Δdf = 15, was non-significant (p = .99), indicating that the factor loadings are equivalent for men and women.

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Acknowledgments

We wish to thank Alec Serlie, Christof van Nimwegen, and Ranj Serious Game Design for their invaluable contributions to this research project. The intellectual property rights of the digital work simulation tested in this manuscript are of GITP.

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Authors and Affiliations

  1. Human Performance Management Group, Department Industrial Engineering & Innovation Sciences, Eindhoven University of Technology, Pav J 04, P.O. Box 513, 5600 MB, Eindhoven, The Netherlands

    Lonneke Dubbelt

  2. VU University Amsterdam, Amsterdam, The Netherlands

    Janneke K. Oostrom

  3. Erasmus University Rotterdam, Rotterdam, The Netherlands

    Janneke K. Oostrom & Annemarie M. F. Hiemstra

  4. GITP, Rotterdam, The Netherlands

    Annemarie M. F. Hiemstra & Joost P. L. Modderman

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  1. Lonneke Dubbelt
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  2. Janneke K. Oostrom
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Correspondence to Lonneke Dubbelt.

Appendix

Appendix

Compliant Behavior

You regularly speak to Richard Adams, don’t you? I would prefer to keep this between you and me for now; I’m a bit… euh, embarrassed. It’s a little complicated, I hope you understand? Please don’t mention this issue before I have spoken to my manager.

  • NO! like it or not, I don’t agree.

  • No, this might prevent problems on their side, don’t you think?

  • Yes, it’s not the way we normally do things but I guess you have your reason.

  • YES! I’m with you.

Machiavellianism—Amorality

Romania is known for its slow bureaucratic processes when it comes to permits. There are experienced agencies with contacts which can speed up the process if we pay them. They contact the right people and make sure that everything is quickly arranged. It is THE way to quickly establish ourselves. No doubt that competitors will use this opportunity and we cannot stay behind. But I’m hesitant. What do you think, should we do that?

  • NO! The only way to arrange this is to do this via the official way, even though it is more difficult.

  • No, I’m hesitant, I would not feel comfortable with it.

  • Yes, maybe this is a smart thing to do and it should be considered.

  • YES! That’s advantageous for us.

Machiavellianism—Distrust

Well, I’m not sure. I was in Europe having dinner with one of your clients. We mainly talked about their US sales strategy, but then they mentioned unfair product pricing of one of our competitors. I want to further investigate this, now that I’ve already spoken to them. Do you trust me with that?

  • NO!, what’s in it for you?

  • No, I have my doubts.

  • Yes, that sounds trustworthy.

  • YES! I fully trust you with that!

Machiavellianism—Control

Of course, we do not have a deal without a signature but the tone in the meeting was serious! This client owes me something and I like to achieve my targets. I will quickly make an offer that I will send to them tonight.

  • NO! You need to take more time for that.

  • No, I think this requires more of our time and attention.

  • Yes, that seems like a good plan.

  • YES! Good luck, I’m curious to see what happens.

Machiavellianism—Status

I hear you are doing a good job there in Europe! What will be your next step, running for CEO at Skywarp?

  • NO, that totally leaves me cold.

  • No, I think it’s the result that counts.

  • Yes, that sounds good, don’t you think?

  • YES, that reward would be well deserved.

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Dubbelt, L., Oostrom, J.K., Hiemstra, A.M.F. et al. Validation of a Digital Work Simulation to Assess Machiavellianism and Compliant Behavior. J Bus Ethics 130, 619–637 (2015). https://doi.org/10.1007/s10551-014-2249-x

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