Document Type : علمی - پژوهشی
Authors
1
Associate Professor, Department of Psychology, Faculty of Education & Psychology, Azarbaijan Shahid Madani University, Tabriz, Iran.
2
M.A in Economical Science, Islamic Azad University, Branch of Tabriz, Tabriz, Iran.
3
M.A in Psychology, Department of Psychology, Faculty of Education & Psychology, Tabriz University, Tabriz, Iran.
4
M.A in Psychology, Department of Psychology, Faculty of Education & Psychology, Azarbaijan Shahid Madani University, Tabriz, Iran.
10.48308/jcoc.2026.242829.1548
Abstract
Aim: The Dark Tetrad personality traits (DTPT), including narcissism, Machiavellianism, psychopathy, and sadism, have detrimental consequences for individuals and organizations. This study aimed to cross-validate and examine the psychometric properties of the Persian version of the Dark Tetrad scale in the workplace.
Method: The study employed a descriptive–correlational and cross-validation design. The DTS (Tibbo & Clowey, 2020) was translated into Persian using the back-translation method, evaluated for face and content validity, and pilot-tested on a sample of 30 participants. The main sample consisted of 400 employees from Tabriz, divided into two subsamples of 200 each. Exploratory factor analysis was conducted using SPSS 22, and the resulting factor structure was compared with the original scale. Confirmatory factor analysis was performed with LISREL 8 to assess the fit of the four-factor model. Convergent validity was examined using the DTPTS(Yousefi & Imanzad, 2018).
Results: EFA extracted four factors with 24 items, explaining 61% of the variance, consistent with the original structure. The reliability of the antagonism factor was 0.72, slightly lower than the original scale (0.75). Cronbach’s alpha ranged from 0.69 to 0.87 for subscales and 0.89 for the total scale; split-half reliability ranged from 0.66 to 0.75 for subscales and 0.79 for the total scale. CFA confirmed the fit of the four-factor model (NFI = 0.91, CFI = 0.94, RMSEA = 0.05).
Conclusion: The Persian version demonstrates satisfactory psychometric properties and cultural validity. It can be effectively used for employee selection, managing counterproductive behaviors, and assessing bullying in Iranian organizations and workplaces.
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