New research from the University of Copenhagen reveals that people with dark personality traits, such as narcissism and manipulativeness, tend to avoid social and creative careers like teaching and nursing. The study, involving over 8,000 participants across Denmark, Germany, and the United States, is the first to link these traits directly to career preferences and may help employers identify potentially problematic hiring patterns.
Choosing a career is about more than skills and opportunities. A groundbreaking study from the University of Copenhagen shows that personality traits play a significant role in determining which jobs attract our interest. Specifically, people with higher levels of dark personality traits are markedly less interested in social and creative professions.
The research examined the connection between what scientists call the D-factor and the RIASEC model, which categorizes job interests into six types: realistic, investigative, artistic, social, enterprising, and conventional. Social jobs include positions like teachers and nurses, while artistic careers encompass creative fields.
Understanding Dark Personality Traits
The study focuses on the D-factor, which represents a basic tendency to maximize one’s own benefit at the expense of others. This can happen consciously or unconsciously and typically comes with beliefs that justify such behavior.
The Spectrum of Dark Traits
Dark personality traits exist on a spectrum rather than as an all-or-nothing characteristic. Everyone possesses these traits to some degree, though most people score relatively low. The D-factor encompasses several well-known dark traits including egoism, machiavellianism, narcissism, psychopathy, and sadism.
Researchers emphasize that personality traits function in gradations. While most people have low levels of antisocial traits, enough variation exists to reveal meaningful patterns in career preferences. Those who score slightly higher on the dark trait scale show measurably less interest in social professions.
Why Social Careers Hold Less Appeal
The finding makes logical sense according to Lau Lilleholt, associate professor at the Department of Psychology and Center for Social Data Science at the University of Copenhagen. If someone scores high on dark traits, prioritizing personal gain without significant concern for others’ wellbeing, it follows naturally that they would avoid careers centered on caring for people.
The pattern holds true across all three countries studied. Social jobs like teaching, nursing, and therapy rank as least attractive to individuals with high D-factor scores. Creative and artistic positions also show reduced appeal, though to a lesser extent.
Geographic Differences in Career Preferences
While the aversion to social careers remains consistent internationally, the types of jobs that do attract people with dark traits vary surprisingly by country. This unexpected finding reveals cultural factors at play in career selection.
Danish Workers and Practical Jobs
In Denmark, the research shows a small connection between the D-factor and realistic jobs. These practical, hands-on positions include trades like carpentry and masonry. This relationship does not appear in the German data, suggesting that finding work in Denmark may follow different patterns than in neighboring countries.
The Danish labor market has distinct characteristics that may influence these patterns. However, researchers caution that many factors beyond personality affect career choices, including available opportunities and economic conditions.
Leadership Roles in Germany
German data reveals a different pattern entirely. In Germany, people with high D-scores show greater interest in enterprising jobs, which involve leadership roles and decision-making positions. These are careers where individuals exercise influence and authority over others.
Lilleholt expresses surprise at these geographic variations. The differences suggest that career interests depend not only on personality but also on cultural expectations and opportunities available in specific labor markets.
Implications for Workplace Recruitment
The research carries practical significance for companies managing hiring processes. Understanding where individuals with high dark trait scores tend to apply can help organizations make more informed recruitment decisions.
Antisocial Behavior at Work
People with elevated D-scores show increased tendency toward antisocial behavior in workplace settings. Previous research demonstrates that antisociality correlates strongly with poor treatment of colleagues and lack of cooperation. This knowledge provides signals about which job categories may require particularly careful screening during recruitment.
The study offers employers insight into where these personality types concentrate their job searches. This awareness allows companies to implement appropriate assessment measures when hiring for specific positions.
Practical Applications Remain Limited
Despite these findings, research into how workplaces should specifically handle employees with high levels of dark traits remains limited. Lilleholt acknowledges that this study represents just one step toward understanding workplace dynamics related to personality.
Organizations currently lack evidence-based guidelines for managing these situations. However, the research provides a foundation for developing such strategies. Companies can begin by recognizing that certain career fields may attract individuals whose personality profiles suggest potential interpersonal challenges.
Broader Context of Personality and Success
While dark traits influence career selection, other personality characteristics play equally important roles in professional outcomes. Research on positive traits offers a contrasting perspective on career development.
The Role of Conscientiousness
Studies identify conscientiousness as a crucial positive personality trait for life success, career advancement, and relationship quality. This trait involves self-discipline, reliability, and long-term planning. Unlike dark traits that may provide short-term advantages in competitive fields, conscientiousness supports sustained achievement.
Recent research raises concerns about declining conscientiousness among young people, particularly in the United States. Digital media and hyperengaging content may contribute to this trend. The implications for future workforce quality remain unclear but warrant attention.
Gender and Beauty Bias in Leadership
Danish research from recent years reveals additional complexity in career advancement. A study shows that beauty bias makes it harder for women who are not conventionally attractive to reach top executive positions compared to men. This finding surprised researchers and highlights how multiple factors beyond personality affect career trajectories.
These biases interact with personality traits during recruitment and promotion decisions. Organizations working toward greater diversity must address both personality-based and appearance-based discrimination. Danish companies increasingly focus on age and ethnicity alongside gender in their inclusion efforts.
Limitations and Future Research
The study titled Aversive Personality and RIASEC Dimensions: Findings Across Self-Reports, Registered Jobs, and Three Countries appears in the Journal of Personnel Psychology. While comprehensive, the research leaves questions unanswered.
Data Gaps and Cultural Questions
The study does not explain why geographic differences exist in which careers attract people with dark traits. Cultural values, economic structures, and educational systems likely all play roles. Further research could investigate these mechanisms more deeply.
Additionally, the study examines preferences and interests rather than actual job performance or career success. Whether people with dark traits who enter social professions perform differently than their peers remains unknown.
Moving Toward Practical Solutions
Future research needs to develop actionable guidance for employers and educators. Understanding personality patterns in career selection is valuable, but translating this knowledge into ethical recruitment practices requires additional work. Organizations must balance legitimate concerns about workplace harmony with fair treatment of all applicants.
The research team emphasizes that their findings describe patterns rather than deterministic outcomes. Many individuals with slightly elevated dark trait scores succeed in social careers and contribute positively to their workplaces. The goal is understanding trends, not labeling individuals.
Sources and References
The Danish Dream: How do I find work in Denmark
The Danish Dream: Work-life balance in Denmark
The Danish Dream: The working week in Denmark
The Danish Dream: Best job portals in Denmark for foreigners
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