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<p>This study investigates the association between Dark Triad traits (DTT), narcissism, Machiavellianism, and psychopathy, and employee review generation and consumption on Glassdoor. Using 533,007 reviews of S&amp;P 500 companies, we applied the Linguistic Inquiry and Word Count method to infer DTT-linked language markers. Results show small but statistically reliable negative associations between narcissism and psychopathy and both review rating and perceived helpfulness. In contrast, Machiavellianism shows a small negative link to review ratings but a positive link to helpfulness. Confidence intervals and incremental fit statistics confirm the modest, context-dependent nature of these effects. Theoretically, the findings link trait-based organizational psychology with communication perspectives on online disinhibition and cue-reduced contexts, showing how antagonistic tendencies can surface in discursive evaluations outside the workplace. The study also advances a behavioral–linguistic approach to measuring personality at scale, complementing traditional self-report methods. Managerially, the results suggest that personality-linked patterns in employee reviews exist but operate alongside situational and platform factors, emphasizing the importance of context when interpreting online employer reputation signals.</p>

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Do employees with dark personality traits review their jobs unfavorably? Textual content analysis of online employee reviews

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年2月3日

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  • Salman Yousaf,
  • Soonchul Hyun,
  • Jong Min Kim

摘要

This study investigates the association between Dark Triad traits (DTT), narcissism, Machiavellianism, and psychopathy, and employee review generation and consumption on Glassdoor. Using 533,007 reviews of S&P 500 companies, we applied the Linguistic Inquiry and Word Count method to infer DTT-linked language markers. Results show small but statistically reliable negative associations between narcissism and psychopathy and both review rating and perceived helpfulness. In contrast, Machiavellianism shows a small negative link to review ratings but a positive link to helpfulness. Confidence intervals and incremental fit statistics confirm the modest, context-dependent nature of these effects. Theoretically, the findings link trait-based organizational psychology with communication perspectives on online disinhibition and cue-reduced contexts, showing how antagonistic tendencies can surface in discursive evaluations outside the workplace. The study also advances a behavioral–linguistic approach to measuring personality at scale, complementing traditional self-report methods. Managerially, the results suggest that personality-linked patterns in employee reviews exist but operate alongside situational and platform factors, emphasizing the importance of context when interpreting online employer reputation signals.