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

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.


Introduction
Individual and organizational performance is mainly dependent on humans' behaviors and personality characteristics (De Dreu & Nauta, 2009). Negative personality holder creates a noxious atmosphere that disadvantageous for the organization and society and affects the individuals' performance, physical and psychological health (Simonet et al., 2018). The quality of social relations plays a remarkable role in individuals' well-being at the workplace, whereas negative social relationships show discomfort, fatigue, or intention to quit (Cortina & Magley, 2009;Lim et al., 2008). Scholars noted that public sector organizations face uncivil and destructive behavior (Sguera et al., 2016). These organizations encountered counterproductive work behaviors (CWBs) that include verbal abuse, theft, and sabotage (González-Navarro et al., 2018) that ultimately harm the organizational system. Recently, researchers have identified that certain noxious personalities that usually exist in the public and private organizations and characterized as a dark triad (DT) (Paulhus & Williams, 2002), which contains "Machiavellianism, narcissism, and psychopathy". Specifically, DT reflects an "ambiguous" view of employee behavior and represents negative work-related results ( . Numerous studies have endeavored to find out the antecedents of CWBs, and it was found that DT causes negative behaviors at the workplace, i.e., CWBs (Özsoy, 2018). Workplace incivility (WPI) is one of the significant predictors of negative outcomes, i.e., CWBs (Schilpzand et al., 2016;Welbourne & Sariol, 2017) as uncivil behavior is a common phenomenon that is well acknowledged (Andersson & Pearson, 1999). Previous studies have focused on WPI to understand the consequences that are related to economic, social, physical, and psychological (Bai et al., 2016;Porath & Pearson, 2013), and highlighted that ignoring WPI can be harmful to both organizations and employees (Schilpzand et al., 2016). Despite the high prevalence and costs of WPI, little research explains what causes WPI in the organization (Schilpzand et al., 2016), which needs further investigation.  (Ahmad, 2011). Previous studies have highlighted that IWVs play a significant role in attaining positive outcomes from individuals at the workplace (Mohammad et al., 2016). Additionally, IWVs stresses forgiveness, selflessness, equality, and cooperation among humanity (Quoquab & Mohammad, 2013) that would likely decrease negative behaviors such as WPI and CWBs. In a nutshell, this study's foremost aim is to analyze the intervening role of WPI on the DT − CWBs relationship and the moderating role of IWVs on the WPI − CWBs relationship. First, we examine how WPI affects the association of DT − CWBs. Second, we argue that IWVs could weaken the association between WPI and CWBs. Third, while WPI has been studied mainly in western countries, we explored its consequences in the culture of a developing Asian country, Pakistan. Fourth, this research answers the call for research (Liu et al., 2020;Mackey et al., 2019;Shin & Hur, 2019) by investigating the influence of DT on CWBs via WPI as a mediator and IWVs as a moderator by infusing the theory of threatened egotism (Baumeister et al., 1996;Bushman & Baumeister, 1998) and ethical climate theory (Victor & Cullen, 1987, 1988). Paulhus and Williams (2002) first time elaborated on the dark personality behaviors that are termed as the DT. Researchers have indicated that personalities who score high on dark features are found to be in better positions to accumulate critical resources from the environment (Smith et al., 2018). Psychopathic personalities hold the qualities which include egotistical and deceptive interpersonal communication, lack of emotional experience, low sensitivity, lack of responsibility or sorrow, impulsive and immature behavior (Cohen, 2016; Paulhus & Williams, 2002), resulting in selfish, proud, and unreliable social relations (Jakobwitz & Egan, 2006). Narcissistic people usually use harmful tactics to degrade others, strive to create an impression on others, hold egoistic behavior, and self-centered (Paulhus & Williams, 2002). Similarly, Machiavellianism is based on adopting devious communication strategies with others and sensitive social enchantment (Paulhus & Williams, 2002). Individuals on a higher level of Machiavellianism are likely to exploit others (Abas et al., 2015) and are less concerned about benefitting others (Jakobwitz & Egan, 2006). CWBs may include interpersonal violence, sabotage, theft, and confiscation (Spector & Fox, 2002. The working atmosphere of public sector organizations, especially in developing countries, is challenged with low self-esteemed personalities that increase negative emotions and attitudes (Costello & Dunaway, 2003), i.e., WPI and CWBs (Brender-Ilan & Sheaffer, 2019; Penney & Spector, 2002). Theory of threatened egotism (Baumeister et al., 1996;Bushman & Baumeister, 1998) proposed that due to high perception of threat from the society about the ego of dark personalities (Konrath et al., 2006) and low morale (Baumeister et al., 1996;Bushman & Baumeister, 1998), these traits behave aggressively and negatively at the workplace to shield their superficial appearance of self-confidence (Stenason, 2014) in front of others. Even though prior studies have been conducted on DT and CWBs, there is still a need to investigate other DT's impact in different work settings (Braun, 2017;Volmer et al., 2016). In response to these calls, we explore this in a relationship in a developing country; thus, we hypothesize that: H1 DT positively relates to CWBs.

Workplace Incivility as Mediator.
WPI is concerned with a lack of enthusiasm at the workplace in terms of social exchange in the form of mutual social disagreement (Andersson & Pearson, 1999). A recent study revealed that dark personalities, i.e., narcissism, psychopathy, and Machiavellianism, predict low-intensity workplace uncivil behavior, i.  2015) depicted that WPI mediates the relationship between emotional intelligence and work-related outcomes, i-e., CWBs, and turnover intention. Thus, by using the theoretical lens of the theory of threatened egotism (Baumeister et al., 1996;Bushman & Baumeister, 1998), we examine the intervening mechanism of WPI that increases the intensity of DT and CWBs; thus, we hypothesize that, H2 WPI positively mediates the relationship between DT and CWBs.  (Victor & Cullen, 1987, 1988 we explain the moderating mechanism of IWVs as how harmful effects of WPI on CWBs mitigated. Besides this, Shin and Hur (2019) called for future research and suggested to test potential moderators between the relationship of WPI and employees' outcomes. Thus, we hypothesize that, H3 IWVs moderates the positive mediating association of WPI and CWBs such that the positive relationship will be weaker at a higher level of IWVs. H4 The indirect effect of DT on CWBs via WPI will be weaker when the level of IWVs will be higher.

Sample and Procedure.
Data were collected from permanent employees (office coordinator, senior office coordinator, and admin office coordinator) of a public sector institution (Lahore High Court), Punjab, Pakistan, to test the formulated hypotheses. Purposive sampling technique was used because the intention behind the selection of this sampling technique was that through this technique, researchers utilized their resources to gather information from the target population efficiently and effectively in such a way that it achieves the aims and objectives of the research through the right participants who hold the information related to our study constructs. (Campbell et al., 2020;Etikan et al., 2016). Before the collection of data, respondents were well acquainted with the intention and effectiveness of the study. 350 questionnaires were distributed amongst Lahore High Court employees, Punjab, Pakistan; 268 respondents completed questionnaires correctly, forming the response rate of 76.57%. Since the data of this study was collected from a single source through selfadministered data collection technique, so Herman's (1967) single-factor analysis was conducted to test the CMV; the cumulative percentage value of extraction sum of squared loadings was 21.62%, which was less than 50% which shows that there was no problem of CMV in data.

Measurement Tools.
The CWBs scale was measured using a 5-points Likert scale ranging from "Never" to "Every day". Remaining all variables DT, WPI, and IWVs were measured using a 5-point Likert scale ranging from "Strongly Disagree-1" to "Strongly Agree-5". The dark triad was measured via 27-items (nineitems for each dimension, i.e., narcissism, psychopathy, and Machiavellianism) scale (three-items from each dimension remove which were not matched with the social context of the sample) taken from Jones & Paulhus

Discussion and Conclusion
The present study first uncovers that DT has an indirect effect on CWBs of employees through WPI. Secondly, this study also revealed the significant moderating role of IWVs in the relationship between WPI and CWBs. Thirdly, we also found that the indirect effect of the DT on employee's CWBs via WPI was also weak when individuals hold a higher level of IWVs.

Theoretical Contributions.
These study findings provide new insights into personality psychology literature by elucidating the mechanisms, i.e., WPI in the link between DT and CWBs, that explain how individuals' WPI serves as a vehicle aggravating the negative behaviors in the form of CWBs. Our findings revealed that dark personalities react negatively in WPI, as they feel a threat to their ego and protect their image at the workplace. Furthermore, our work contributes to the literature of ethics by infusing ethical climate theory (Victor & Cullen, 1987, 1988 and moderating the role of IWVs that reduces the egoistic nature of dark personality's leads to aggressive and harmful behavior. Through the lens of the threatened theory of egoism, the findings of this study suggest that reactions of dark personalities in the shape of WPI might be less harmful when they have a higher level of IWVs, that serve as strong faith, the culture of positive norms and atmosphere in the organization reduces the negativity of the individuals.

Managerial implications.
The present study provides some practical, beneficial consequences for the organizations: ➢ The management of the organizations must scrutinize the activities that generate uncivil behaviors and affect efficiency. ➢ The management must apply different psychological trials to realize individuals' personality traits during the recruitment process. ➢ To overcome such unethical and uncivil behaviors, (Gulerdg, 2020: 54). ➢ The present study suggests that organizations could conduct workshops or seminars on ethics-related topics to eschew uncivil behaviors (Leiter et al., 2011). ➢ Management formulates standard policies to eliminate malicious activities and promote Islamic work values that produce a workplace environment of mutual respect, kind-heartedness, teamwork with others (officer and peers), and reduce destructive activities.

Future Research Directions and Limitations.
The present study has some limitations, which are as follows. First, this study is conducted in one Muslim state, i.e., the Islamic Republic of Pakistan; thus, we suggest that future studies explore the impact of Islamic work values in other Muslim and Non-Muslim countries. Secondly, the present study was conducted in a single public sector organization (Lahore High Court); therefore, we recommend replicating the current model in other cultural setups. Moreover, in this study, IWVs was taken as a moderator; future studies can investigate other variables (mindfulness, occupational calling, and emotional intelligence) as possible moderators. Future research may also examine the effects of other situational variables such as positive leadership style, psychological safety climate between the association of dark personalities and CWBs.  Taken a longer break than you could take.

CWB-04
Left work earlier than you could. Abuse  1  2  3  4  5  CWB-05  Told people outside the job what a lousy place you work for  CWB-06 Started or continued a damaging or harmful rumor at work CWB-07 Been nasty or rude to a client or customer CWB-08 Insulted someone about their job performance CWB-09 Made fun of someone's personal life CWB-10 Ignored someone at work CWB-11 Blamed someone at work for error you made CWB-12 Started an argument with someone at work CWB-13 Verbally abused someone at work CWB-14 Made an obscene gesture (the finger) to someone at work CWB-15 Threatened someone at work with violence CWB-16 Threatened someone at work, but not physically CWB-17 Said something obscene to someone at work to make them feel bad CWB-18 Did something to make someone at work look bad CWB-19 Played a mean prank to embarrass someone at work CWB-20 Looked at someone at work's private mail/property without permission CWB-21 Hit or pushed someone at work CWB-22 Insulted or made fun of someone at work Source: Spector et al., 2006 Instructions: Please answer the following statements by placing a "✓" in the block that will most accurately reflect your opinion about your professional experience. Instructions: Please answer the following statements by placing a "✓" in the block that will most accurately reflect your opinion about your professional experience.