Need for Drama: Deconstructing the Psychology behind Dramatic Personalities

The wide range of human needs—from biological imperatives to intricate psychological and social motivations – has received a lot of attention across the psychological literature throughout history. From psychogenic needs to motivational hierarchies, theorists such as Frederick Herzberg, Abraham Maslow, and Henry Murray have provided fundamental insights into the factors that influence human behaviour. 

The Need for Drama (NFD), a lesser-known yet remarkable behavioural tendency, however, appears outside the purview of conventional frameworks. The concept describes an elevated tendency seen in some people to be drawn—often unintentionally—to emotionally intense or chaotic circumstances. Instead of feeling distressed in these situations, individuals might feel paradoxically satisfied, relieved, or validated while going through the uncomfortable situations. NFD has drawn attention as a compound personality trait even though it does not fit into any recognised clinical classification (Ones et al.,2007). 

Compound Personality Traits, as defined in previous research (Ones, Dilchert, Viswesvaran, & Judge, 2007), are a combination of two or more basic personality traits that are combined linearly to form an approximately specific, narrow trait. According to Scherer and his colleagues (2013), compound personality traits are frequently more predictive than a five-factor model of personality traits when it comes to detecting work-related performance and counterproductive work behaviours (such as harassment, gossiping, sabotage, and theft). 

Who got this “need for drama”?

People with high levels of features associated with the need for drama(NFD) frequently act impulsively and manipulatively because they have a deep-seated belief that they are always victims. This dynamic distinguishes NFD as a distinct and socially significant personality construct, deserving of further investigation by producing a recurrent pattern of interpersonal conflict and emotional instability. 

In the work environment, people with a drama-prone personality tend to engage in futile gossip about coworkers so that they can influence others, create conflicts, and feel that they, too, are victims of people bad-mouthing them in return (Ellwardt et al., 2012; Kurland & Pelled, 2000). This tendency to imbue drama in work situations can lead to a decrease in work productivity and group cohesiveness(Hogh & Dofradottir, 2001; Takaki et al., 2010). 

One potential benefit involving a strong NFD feature might be that people in many professions or college students may be less likely to feel like imposters (Kolligian & Sternberg, 1991), thus, taking their tendencies to be manipulative and impulsive as a part of their self-efficacy. 

Differentiating the need for Drama from plausible Clinical Diagnoses 

Clinically significant dramatic behaviours have often been associated with individuals having diagnoses such as Borderline Personality Disorder (BPD) and Histrionic Personality Disorder. (HPD) (APA,2013). Borderline Personality Disorder is characterised by impulsive actions, self-injurious behaviour, unstable relationships, and feelings of being victimised. 

Histrionic Personality Disorder is often marked by extreme sensitivity to criticism, an intense need for attention, and a reliance on others for approval. Even though both the disorders are marked by a tendency to engage in dramatic behaviors, they have been faced ongoing criticism for being gender-biased, equating the clinical conditions with unfair stereotypes about women and leading to unequal mental health treatment outcomes (Bakkevig & Karterud, 2010; Blashfield, Reynolds, & Stennett, 2012; Ussher, 2013). 

Guenole’s (2014) study showed that BPD and HPD are not proper indicators to measure dramatic traits in non-clinical populations or to predict job performance and workplace misconduct. Later, it was found that Need for Drama, when measured with a standardised psychological tool, shows that there is no difference between men and women (Frankowski et al., 2016). Thus, a broader personality construct like the need for drama may be more suitable in organisational contexts, where gendered outcomes will prove to be harmful. 

A Measure of need for drama 

The need for drama scale, consisting of 12 items, has been recently developed by Scott Frankowski and his colleagues (2016). The measure aims to identify those individuals who seem to exhibit tendencies like interpersonal conflict, impulsive choices, manipulative tendencies, and a persistent sense of victimising themselves. However, these characteristics are present in the individuals in the absence of any clinical diagnosis. People having higher NFD scores in the scale were anticipated to have traits common with those who display BPD and HPD, such as a propensity for interpersonal conflict, manipulative behaviours, impulsive decision-making, and perceived victimisation (Frankowski et al., 2016). 

Components of need for drama (NFD) 

As taken as sub-domains of the scale, there can be three factors constituting the need for drama, which are as follows: 

1. Interpersonal Manipulation:

The term “interpersonal manipulation” (IPM) describes a person’s propensity to convince others in ways that serve their interests. Such behaviours are frequently studied in clinical settings about psychopathic traits (see Hare, 1999), which are marked by impulsive, manipulative, emotionally detached, decreased empathy, and antisocial behaviour. 

2. Impulsive Outspokenness:

Impulsive Outspokenness (IO) is characterised by a constant urge to convey thoughts or opinions, oftentimes at inappropriate times and with no regard for any social repercussions. This type of impulsivity is similar to traits seen in dramatic personality disorders that are clinically recognised (American Psychiatric Association, 2013). Furthermore, it is consistent with the disinhibition and antagonism characteristics suggested in models of maladaptive personality traits (Guenole, 2014; Skodol et al., 2011), as well as the impulsive behaviour associated with psychopathy. 

3. Persistent Perceived Victimhood:

Persistent Perceived Victimhood (PPV) refers to the inclination to interpret routine or minor life events, ones that most people would overlook, as personal attacks or unjust treatment. This pattern of perception is identified as one of the four dysphoric clusters associated with Borderline Personality Disorder (Zanarini et al., 1998). Within the framework of maladaptive personality traits, Skodol et al. (2011) classify PPV under negative emotionality. Research by Frolowski and colleagues (2016) suggests that individuals with a high Need for Drama (NFD) tend to exhibit this same tendency. Moreover, they may use these feelings of perceived injustice to rationalise manipulative interpersonal behaviours.

Link between Dark Triad Personality and the need for drama  

The Dark Triad describes a cluster of socially aversive personality traits: subclinical psychopathy, Machiavellianism, and narcissism. Machiavellianism reflects strategic manipulation and emotional detachment; psychopathy involves impulsivity and lack of empathy; while narcissism is marked by grandiosity and entitlement (Paulhus & Williams, 2002). Recent findings suggest strong correlations between these traits and components of the Need for Drama (NFD) construct (Frankowski et al., 2016): 

• Interpersonal Manipulation (IPM) mirrors the deceitful, controlling tendencies found in Machiavellianism and psychopathy. 
• Impulsive Outspokenness (IO) corresponds with psychopathy’s impulsiveness and disregard for social norms. 
• Persistent Perceived Victimhood (PPV) often co-occurs with manipulative behaviour, forming a feedback loop of perceived injustice and retaliatory actions. 

Conclusion

In conclusion, it can be said that the Need for Drama (NFD) is a complex personality trait that is influenced by traits including impulsive outspokenness, interpersonal manipulation, and a persistent sense of victimisation. Despite not being clinical, these traits share a lot of similarities with the Dark Triad’s socially unpleasant traits of narcissism, Machiavellianism, and psychopathy. 

Given its possible effects on leadership interactions, workplace cohesiveness, and conflict resolution, more empirical research on NFD may provide crucial insights into how emotionally charged personalities function outside of clinical settings while still influencing the psychological environment of contemporary institutions.

FAQS 

1. What is the Need for Drama (NFD), and how is it different from clinical disorders like BPD or HPD? 

Need for Drama (NFD) is a non-clinical personality construct marked by interpersonal manipulation, impulsive outspokenness, and persistent perceived victimhood. Unlike Borderline Personality Disorder (BPD) or Histrionic Personality Disorder (HPD), NFD is not a formal diagnosis and does not require clinical pathology. Importantly, it avoids the gendered biases linked to clinical labels and offers a neutral framework for understanding dramatic behaviour in everyday settings, especially workplaces. 

2. How is the Need for Drama measured in psychological research? 

NFD is assessed using the Need for Drama Scale, a 12-item self-report tool developed by Frankowski et al. (2016). This scale evaluates the presence of drama-prone traits—such as manipulative behaviour, impulsivity, and chronic victimhood—in non-clinical individuals. It helps identify drama-related tendencies without assigning clinical diagnoses. 

3. How is the Need for Drama related to the Dark Triad personality traits? 

There is a notable overlap between NFD and the Dark Triad traits – Machiavellianism, subclinical psychopathy, and narcissism. For example:

• Interpersonal Manipulation reflects traits seen in Machiavellianism and psychopathy.
• Impulsive Outspokenness aligns with psychopathy’s impulsivity. 
• Persistent Perceived Victimhood often cycles with manipulative behaviour, similar to Dark Triad dynamics 

4. Why is understanding NFD important in the workplace or social settings? 

Individuals high in NFD may engage in gossip, conflict creation, and emotional disruption behaviours that can harm group cohesion and productivity. While not clinically disordered, these tendencies can subtly undermine workplace harmony. Recognising NFD allows managers, educators, and peers to address interpersonal dysfunctions constructively, without relying on stigmatising diagnostic labels.