![]() ![]() Informed by this review, we generate a conceptual model theorizing the causes and consequences of scandals, as well as how nonprofits can best prevent and respond to organizational transgressions. We systematically review 30 years of empirical research on scandals involving nonprofits and present both quantitative and qualitative syntheses of the 71 articles identified. High-profile charity scandals have always represented a threat to the nonprofit sector, which relies on public trust and funding to operate. The paper concludes with some suggestions and recommendations about the relevance of organizational justice in the influence of dark personality traits on CWBs. ![]() But, whereas sadistic employees performed more harmful behaviors toward other individuals whatever their level of interactional justice, if people high in Machiavellianism (Machs) perceived a high fair interpersonal treatment, they did not show deviant behaviors directed at other employees. Regarding CWBs aimed at other people, interactional justice emerged as a significant moderator in Machiavellianism and sadism. Whereas low and medium levels of interactional justice moderated the relationship between Machiavellianism and CWBs directed to the organization, it did not play any role in narcissism, psychopathy, and sadism. The findings confirmed the moderating role of interactional justice but differentially, depending on the dark trait and the target of workplace deviance. The results also supported the direct effect of sadism on interpersonal CWBs. Based on the data from 613 employees across different occupations, the results revealed that only psychopathy and sadism had significant effects on CWBs targeted at the organization. We also examined the moderating effects of the three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on the Dark Tetrad-CWBs relationships. This study tested the direct effects of Dark Tetrad traits on organizational and interpersonal counterproductive work behaviors (CWBs). In addition, the shortened version of the scale based on item information and content helps to improve the efficiency of the measurement. The study enriched the existing knowledge of the dark factor of personality in the Chinese background and made some revisions to the corresponding scale to make it a more reliable tool for measurement in China. Lastly, according to the detailed information provided by IRT and the content of items, a reliable short form of the D28-C comprising 15 items was obtained. ![]() The result indicated that the scale as a whole could be seen as gender invariant. Furthermore, a test of differential item functioning (DIF) by gender was conducted. Four items with poor item properties were excluded, obtaining a final 28-item scale (D28-C) that included highly discriminative items showing high measurement precision in various levels of the D factor. Item response theory methods were utilized to evaluate the properties of the scale. A total of 762 students-251 males and 511 females (M = 19.99, SD = 1.30)-were recruited. This study investigated the psychometric properties of the Chinese version of the Dark Factor of Personality Scale for college students using item response theory (IRT). The Dark Factor of Personality (D) describes the common core of dark traits and is a stable indicator for socially aversive behaviors. ![]()
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