Dark Triad, Counterproductive Work Behaviors, Workplace Incivility, and the Role of Islamic Work Values: A Moderated Mediation Model

Abstract

The organization’s ethical climate increases productivity at the individual the organizational level; further, it reduces the harmful characteristics and negative intensity of individuals’ inflated self-esteem. Integration of the theory of threatened egotism and ethical climate theory, this study’s objective was to examine the mediating mechanism of workplace incivility between dark triad (Narcissism, Psychopathy and Machiavellianism) and counterproductive work behaviors with the sample from public sector (judiciary) institution. Additionally, in the present study, we also test the moderating effect of Islamic work values between the mediating relationship of workplace incivility and counterproductive work behaviors. Close-ended questionnaires were used to collect data from a sample size of 268 participants (permanent employees of the judiciary) of a public sector organization who voluntarily participate in the process of data collection for this study. To test the study’s proposed hypothesis, different statistical techniques, i.e., correlation, regression were applied to test the direct effects, and Hayes PROCESS-macro method was applied to test indirect effects (mediation), moderation, and moderated mediation. Findings of the study indicate that workplace incivility mediates the association of dark triad and counterproductive work behaviors. Furthermore, findings reveal that Islamic work values moderate the mediated relationship between workplace incivility and counterproductive work behaviors. We also tested the moderated mediation model, and findings indicate that Islamic work values weaken the positive intensity of dark triad and counterproductive work behaviors in the presence of workplace incivility. This study’s findings further declare that a higher level of Islamic work values weaken the intensity of negative personality on counterproductive work behaviors and decrease the uncivil behaviors of individuals at the workplace. Policymakers and higher management of public sector institutions especially focus on the psychological health and organizational climate to reduce the workplace’s harmful behaviors. Finally, this study theoretically enhances knowledge of personality psychology literature by explaining the negative consequences of negative personalities at the workplace. Overall, this study contributed to the theory of threatened egotism and ethical climate theory by integrating dark triad, workplace incivility, counterproductive work behaviors, and Islamic work values collaborations with exciting outcomes, specifically with the background of public sector institution of Asian developing country. Keywords: Dark Triad; Workplace Incivility; Islamic Work Values; Counterproductive Work Behaviors; Theory of Threatened Egotism; Ethical Climate Theory.

Linking Job Satisfaction to Employee Performance: The Moderating Role of Islamic Work Ethics

“…It has been observed in several earlier studies that IWE plays a vital role in the modification of human behaviors for the accomplishment of desired outcomes by the management (Chughtai et al, 2020a;Chughtai & Ali Shah, 2020;De Clercq, Rahman, & Haq, 2019;Hayati, Yuningsih, & Caniago, 2018;Raja et al, 2019). Moreover, earlier studies evidenced that employees working in public sector organizations show more attachment to the Islamic ethical system (Yousef, 2001).…”

“…The focus of the Islamic ethical system is to create a relationship between Creator and humans according to the teachings of Islam. Islamic work ethics teaches the followers about cooperation at the workplace and prevent them from the use of illegal sources; which produces several positive outcomes, i.e., higher performance, organizational citizenship behavior, and sharing of knowledge; in contrast, IWE reduces the negative activities of humans at the workplace, i.e., incivility, counterproductive work behaviors (Chughtai et al, 2020a;Chughtai & Ali Shah, 2020).…”

“…Islamic Work Ethics encourages individuals to participate in the workplace, which creates an atmosphere of harmony that reduces psychological stress and anxiety and increases fruitful productivity Khan, Zhiqiang, & Naz, 2019). Moreover, several studies asserted that implementation of IWE in organizations becomes the cause of the increase in JS, commitment, job involvement (Chughtai, 2017;Chughtai & Ali Shah, 2020;Yousef, 2001) and reduces the negative outcomes such as reducing employee stress, turnover intensions (Chughtai et al, 2020a;Sadozai et al, 2013). In line with the detailed discussion of literature, the researchers argue that individuals having a higher level of IWE would like to enhance their performance with a higher presence of JS; thus, it is hypothesized that: Hypothesis 2: Islamic Work Ethics moderates the relationship between job satisfaction and employee performance such that the positive relationship between job satisfaction and employee performance will be stronger (vs. weaker) at high (vs. low) levels of IWE.…”

“…Studies conducted by Chughtai (2017;2020b) evidenced that organizational environment in the form of IWE produces several positive outcomes, i.e., performance, organizational citizenship behavior, and reduces negative behaviors of the employees, i.e., workplace incivility, counterproductive work behaviors. Moreover, the organization's ethical climate enhances the level of fairness of employees, giving awareness of how to deal with professional matters in a positive way, which enhances individuals and organizational performance (Chughtai et al, 2020a).…”