**2. Dark sides of the organizational behavior**

Previous organizational studies have for decades focused on anorexic, narcissistic, and greedy organizations in order to explain organizational effectiveness and/or the well-being of the organizational members. Narcissistic organizations are characterized by many destructive behaviors denying facts about themselves or using propaganda campaigns. Organizations, just as humans, are able to develop justifications for their actions, to self-aggrandize by claiming their exclusivity, and so on. In anorexic organizations, staffing and material resources are kept to a minimum, and in greedy organizations, greater demands are made on individual stress coping, emotion management, competence, long working hours, constant availability, fixedterm employment contracts, and higher commitment. The common denominator for all three organizational dark sides is that organizations put high demands but offer their organizational members less in return. This can not only be a result of poor decision-making and destructive leadership but also as a consequence of political decisions, uncertainty, and insecurity outside the organization, bad organizational culture, and less transparency (see more information in [12]). Sometimes, negative organizational characteristics tend to be confused with destructive leadership behavior, as it is easier to look for scapegoats among individuals then for structural problems which may be the antecedents for negative organizational behavior. To avoid further confusion, we will provide contemporary definitions of destructive leadership.
