The Prevalence of Toxic Personality Traits in OUM Kelana Jaya

Mohd Fakardian Che Rus; Nur Bakri Abd Hamid; Muhammad Izzul Syahmi Zulkepli

doi:10.47405/mjssh.v10i2.3076

Mohd Fakardian Che Rus Faculty of Social Sciences and Humanities, Open University Malaysia Menara OUM, Block C, Kelana Centre Point, Jalan SS7/19, Kelana Jaya, 47301 Petaling Jaya, Selangor, Malaysia
Nur Bakri Abd Hamid Faculty of Social Sciences and Humanities, Open University Malaysia Menara OUM, Block C, Kelana Centre Point, Jalan SS7/19, Kelana Jaya, 47301 Petaling Jaya, Selangor, Malaysia
Muhammad Izzul Syahmi Zulkepli Department of Shariah and Economics, Level 4, Block D, Academy of Islamic Studies, Universiti Malaya, 50603 Kuala Lumpur, Malaysia

DOI: https://doi.org/10.47405/mjssh.v10i2.3076

Keywords: Contributing factors, Machiavellianism, Narcissism, Toxic Personality Traits

Abstract

Toxic personality traits, particularly narcissism and Machiavellianism, are characterized by detrimental behaviours that can negatively impact organizational climate and employee well-being. These traits are increasingly relevant in workplace studies due to their profound effects on performance, satisfaction, and organizational dynamics. This research aims to identify the factors contributing to the development of toxic personalities and assess the consequences of unmanaged toxic personalities on organizational climate, employee satisfaction, and performance, particularly at Open University Malaysia. Using a quantitative approach, the study gathered data through surveys measuring levels of narcissism, Machiavellianism, toxic personality traits, organizational climate, employee satisfaction, and job performance. Analytical methods included descriptive statistics, correlation analysis, and independent samples t-tests to identify significant relationships and variations among these variables. The findings reveal skewed distributions for narcissism, toxic personality traits, and contributing factors, with a weak positive correlation between narcissism and Machiavellianism. No significant gender differences in toxic traits were identified, and the age factor was not a significant predictor. These results underscore the subtle but present impact of toxic personalities within OUM, suggesting that, while not pervasive, toxic traits can disrupt organizational harmony if left unaddressed. This study highlights the importance of fostering a positive organizational culture by implementing targeted interventions, such as training programs, conflict resolution mechanisms, and clear human resources policies. Such measures can help mitigate the adverse effects of toxic personality traits, contributing to a healthier, more productive work environment at OUM. Further research is encouraged to deepen understanding of the factors shaping toxic personality traits and their long-term impact on institutional dynamics.

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