Dark Triad and CWB : Incivility Mediation and Leadership Moderation in the Pharmaceuticals Industry
DOI:
https://doi.org/10.17010/pijom/2026/v19i3/175059Keywords:
dark Triad (DT), narcissism, psychopathy, Machiavellianism, workplace incivility (WI), and counterproductive work behavior (CWB).JEL Classification Codes : D91, J24, M12, M14
Publishing Chronology: Paper Submission Date : August 5, 2025 ; Paper sent back for Revision : February 25, 2026 ; Paper Acceptance Date : March 5, 2026 ; Paper Published Online : March 15, 2026
Abstract
Purpose : This study examined the relationship between Dark Triad personality traits and counterproductive work behavior (CWB) in the pharmaceutical industry, while also exploring the mediating role of workplace incivility (WI) and the moderating role of servant leadership (SL).
Methodology : A cross-sectional survey design was employed to collect data from 409 participants, and the data were analyzed using structural equation modeling.
Findings : The findings revealed that Machiavellianism, psychopathy, and narcissism were significant predictors of CWB, with WI partially mediating these relationships. SL also moderated these associations, influencing the strength of the link between dark traits and CWB.
Implications : The results suggested that pharmaceutical organizations should incorporate personality risk assessments, strengthen SL capabilities, and implement practices that reduce WI.
Originality : This study contributed by integrating personality traits, workplace dynamics, and leadership perspectives into a comprehensive and unified framework.
Downloads
Published
How to Cite
Issue
Section
References
1) Agarwal, S., Pandey, R., Kumar, S., Lim, W. M., Agarwal, P. K., & Malik, A. (2023). Workplace incivility: A retrospective review and future research agenda. Safety Science, 158, Article ID 105990. https://doi.org/10.1016/j.ssci.2022.105990 DOI: https://doi.org/10.1016/j.ssci.2022.105990
2) Ahmed, F., Xiong, Z., Faraz, N. A., & Arslan, A. (2023). The interplay between servant leadership, psychological safety, trust in a leader and burnout: Assessing causal relationships
through a three-wave longitudinal study. International Journal of Occupational Safety and Ergonomics, 29(2), 912–924. https://doi.org/10.1080/10803548.2022.2086755 DOI: https://doi.org/10.1080/10803548.2022.2086755
3) Annamalai, S., Prashar, G., & Sankar, M. M. (2025). Is there a dark side to work passion? Insights on well-being and performance in the evolving knowledge economy. Prabandhan: Indian Journal of Management, 18(12), 35–48. https://doi.org/10.17010/pijom/2025/v18i12/175032 DOI: https://doi.org/10.17010/pijom/2025/v18i12/175032
4) Arifin, W. N., & Yusoff, M. S. (2016). Confirmatory factor analysis of the Universiti Sains Malaysia emotional quotient inventory among medical students in Malaysia. Sage Open, 6(2). https://doi.org/10.1177/2158244016650240 DOI: https://doi.org/10.1177/2158244016650240
5) Arshad, M., Afsar, B., Yang, Z. X., & Ali, M. (2026). Organizational psychological ownership, psychological entitlement and innovative work behavior: The mediating effect of knowledge hiding. Management Decision, 1–24. https://doi.org/10.1108/MD-05-2025-1499 DOI: https://doi.org/10.1108/MD-05-2025-1499
6) Bagga, T., Gupta, P. K., Ola, M. O., & Gilani, P. (2025). NEP 2020 in practice: Perspectives on implementation challenges. Prabandhan: Indian Journal of Management, 18(12), 8–14. https://doi.org/10.17010/pijom/2025/v18i12/175030 DOI: https://doi.org/10.17010/pijom/2025/v18i12/175030
7) Borghi, M., & Ratcharak, P. (2025). Deceptive minds in digital spaces: The influence of the dark triad on posting fake online reviews. Psychology & Marketing, 42(7), 1932–1945. https://doi.org/10.1002/mar.22212 DOI: https://doi.org/10.1002/mar.22212
8) Carter, G. L., Campbell, A. C., Muncer, S., & Carter, K. A. (2015). A Mokken analysis of the dark triad 'dirty dozen': Sex and age differences in scale structures, and issues with individual items. Personality and Individual Differences, 83, 185–191. https://doi.org/10.1016/j.paid.2015.04.012 DOI: https://doi.org/10.1016/j.paid.2015.04.012
9) Carter, M. Z., Cole, M. S., Bernerth, J. B., Harms, P. D., Wilhau, A., & Palmer, J. C. (2024). Rotten apples in bad barrels: Psychopathy, counterproductive work behavior, and the role of social context. Journal of Organizational Behavior, 45(6), 837–854. https://doi.org/10.1002/job.2783 DOI: https://doi.org/10.1002/job.2783
10) Cohen, A. (2016). Are they among us? A conceptual framework of the relationship between the dark triad personality and counterproductive work behaviors (CWBs). Human Resource Management Review, 26(1), 69‒85. https://doi.org/10.1016/j.hrmr.2015.07.003 DOI: https://doi.org/10.1016/j.hrmr.2015.07.003
11) Cohen, A., & Özsoy, E. (2021). Dark triad and situational variables and their relationship to career success and counterproductive work behaviors among employees in Turkey. International Journal of Workplace Health Management, 14(5), 506–525. https://doi.org/10.1108/IJWHM-02-2020-0019 DOI: https://doi.org/10.1108/IJWHM-02-2020-0019
12) Cortina, L. M., Magley, V. J., Williams, J. H., & Langhout, R. D. (2001). Incivility in the workplace: Incidence and impact. Journal of Occupational Health Psychology, 6(1), 64–80. https://doi.org/10.1037/1076-8998.6.1.64 DOI: https://doi.org/10.1037/1076-8998.6.1.64
13) Cragun, O. R., Olsen, K. J., & Wright, P. M. (2020). Making CEO narcissism research great: A review and meta-analysis of CEO narcissism. Journal of Management, 46(6), 908–936. https://doi.org/10.1177/0149206319892678 DOI: https://doi.org/10.1177/0149206319892678
14) Deshpande, P., Srivastava, A., Kulkarni, M., & Lenka, R. (2024). Impact of green transformational leadership on employee green behavior: A PLS-SEM approach. Prabandhan: Indian Journal of Management, 17(2), 24–43. https://doi.org/10.17010/pijom/2024/v17i2/173139 DOI: https://doi.org/10.17010/pijom/2024/v17i2/173139
15) Dixit, A., Jha, R., Baber, R., & Baber, P. (2024). The impact of artificial intelligence on digital employee engagement. Prabandhan: Indian Journal of Management, 17(9), 24–43. https://doi.org/10.17010/pijom/2024/v17i9/173940 DOI: https://doi.org/10.17010/pijom/2024/v17i9/173940
16) Eva, N., Sendjaya, S., Prajogo, D., Cavanagh, A., & Robin, M. (2018). Creating strategic fit: Aligning servant leadership with organizational structure and strategy. Personnel Review, 41(1), 166–186. https://doi.org/10.1108/PR-03-2016-0064 DOI: https://doi.org/10.1108/PR-03-2016-0064
17) Gocen, A., & Sen, S. (2021). A validation of servant leadership scale on multinational sample. Psychological Reports, 124(2), 752–770. https://doi.org/10.1177/0033294120957246 DOI: https://doi.org/10.1177/0033294120957246
18) Greenbaum, R. L., Hill, A., Mawritz, M. B., & Quade, M. J. (2017). Employee machiavellianism to unethical behavior: The role of abusive supervision as a trait activator. Journal of Management, 43(2), 585–609. https://doi.org/10.1177/0149206314535434 DOI: https://doi.org/10.1177/0149206314535434
19) Grijalva, E., & Newman, D. A. (2015). Narcissism and counterproductive work behavior (CWB): Meta‐analysis and consideration of collectivist culture, big five personality, and narcissism's facet structure. Applied Psychology, 64(1), 93–126. https://doi.org/10.1111/apps.12025 DOI: https://doi.org/10.1111/apps.12025
20) Gupta, K., Sinha, S., & Bhal, K. T. (2025). Departures or spirals: A TCCM-based systematic review and future research directions of coping with workplace incivility. Human Resource Development Review. https://doi.org/10.1177/15344843251409942 DOI: https://doi.org/10.1177/15344843251409942
21) Hair, J. F., Ringle, C. M., & Sarstedt, M. (2013). Partial least squares structural equation modeling: Rigorous applications, better results and higher acceptance. Long Range Planning, 46(1–2), 1–12. https://doi.org/10.1016/j.lrp.2013.01.001 DOI: https://doi.org/10.1016/j.lrp.2013.01.001
22) Hair Jr., J. F., Sarstedt, M., Matthews, L. M., & Ringle, C. M. (2016). Identifying and treating unobserved heterogeneity with FIMIX-PLS: Part I – method. European Business Review, 28(1), 63–76. https://doi.org/10.1108/EBR-09-2015-0094 DOI: https://doi.org/10.1108/EBR-09-2015-0094
23) Harrison, A., & Summers, J. K. (2026). Configurations of dark triad personalities and counterproductive work behavior: Differential effects of detection and punishment. Personality and Individual Differences, 248, Article ID 113496. https://doi.org/10.1016/j.paid.2025.113496 DOI: https://doi.org/10.1016/j.paid.2025.113496
24) Hoblos, J., Kumar, A., & Davidson, R. (2025). Impact of transformational leadership on employee readiness to industry 5.0: A double-mediation model. Prabandhan: Indian Journal of Management, 18(12), 15–34. https://doi.org/10.17010/pijom/2025/v18i12/175031 DOI: https://doi.org/10.17010/pijom/2025/v18i12/175031
25) Jonason, P. K., & Webster, G. D. (2010). The dirty dozen: A concise measure of the dark triad. Psychological Assessment, 22(2), 420–432. https://doi.org/10.1037/a0019265 DOI: https://doi.org/10.1037/a0019265
26) Jones, D. N., & Paulhus, D. L. (2014). Introducing the short dark triad (SD3): A brief measure of dark personality traits. Assessment, 21(1), 28–41. https://doi.org/10.1177/1073191113514105 DOI: https://doi.org/10.1177/1073191113514105
27) Joshi, A., Kumar, D., & Shabnam. (2025). Measuring workplace spirituality through yoga: Implications for HR and leadership. Prabandhan: Indian Journal of Management, 18(7), 26–45. https://doi.org/10.17010/pijom/2025/v18i7/174563 DOI: https://doi.org/10.17010/pijom/2025/v18i7/174563
28) Kaur, K., Ahuja, S., Kumar, P., & Saini, H. (2025). Psychological climate and work engagement in academia: The mediating role of job crafting. Prabandhan: Indian Journal of Management, 18(8), 8–32. https://doi.org/10.17010/pijom/2025/v18i8/173917 DOI: https://doi.org/10.17010/pijom/2025/v18i8/173917
29) Kelloway, E. K., Francis, L., Prosser, M., & Cameron, J. E. (2010). Counterproductive work behavior as protest. Human Resource Management Review, 20(1), 18–25. https://doi.org/10.1016/j.hrmr.2009.03.014 DOI: https://doi.org/10.1016/j.hrmr.2009.03.014
30) Lata, M., & Chaudhary, R. (2020). Dark triad and instigated incivility: The moderating role of workplace spirituality. Personality and Individual Differences, 166, Article ID 110090. https://doi.org/10.1016/j.paid.2020.110090 DOI: https://doi.org/10.1016/j.paid.2020.110090
31) Liu, S., Luksyte, A., Zhou, L. E., Shi, J., & Wang, M. O. (2015). Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior, 36(2), 250 – 271. https://doi.org/10.1002/job.1979 DOI: https://doi.org/10.1002/job.1979
32) Liu, J., Kwan, H. K., Lee, C., & Hui, C. (2013). Work‐to‐family spillover effects of workplace ostracism: The role of work‐home segmentation preferences. Human Resource Management, 52(1), 75–93. https://doi.org/10.1002/hrm.21513 DOI: https://doi.org/10.1002/hrm.21513
33) Ma, G. X., Born, M. P., Petrou, P., & Bakker, A. B. (2026). The effects of employee dark triad traits and leadership styles on work-related outcomes in China: An agency-communion perspective. The Journal of Psychology, 160(1), 1–25. https://doi.org/10.1080/00223980.2025.2485907 DOI: https://doi.org/10.1080/00223980.2025.2485907
34) Marsh, H. W., Hau, K.-T., & Wen, Z. (2004). In search of golden rules: Comment on hypothesis-testing approaches to setting cutoff values for fit indexes and dangers in overgeneralizing Hu and Bentler's (1999) findings. Structural Equation Modeling, 11(3), 320–341. https://doi.org/10.1207/s15328007sem1103_2 DOI: https://doi.org/10.1207/s15328007sem1103_2
35) Mishra, M., & Mohapatra, S. (2025). Exploring extant consumer research on narcissism: A topic modelling approach. Journal of Consumer Marketing, 42(6), 861–873. https://doi.org/10.1108/JCM-06-2024-6931 DOI: https://doi.org/10.1108/JCM-06-2024-6931
36) Mostafa, A. M., Yalabik, Z. Y., Eyiusta, C. M., Zaharie, M., & Ozcelik, G. (2025). Mistreated but still resilient! Unraveling the role of servant leadership in mitigating the adverse consequences of care recipients' incivility. Human Resource Management, 64(1), 99–115. https://doi.org/10.1002/hrm.22251 DOI: https://doi.org/10.1002/hrm.22251
37) O'Boyle, E. H., Forsyth, D. R., Banks, G. C., & McDaniel, M. (2012). A meta-analysis of the dark triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557–579. https://doi.org/10.1037/a0025679 DOI: https://doi.org/10.1037/a0025679
38) Palmer, J., Komarraju, M., Carter, M. Z., & Karau, S. J. (2017). Angel on one shoulder: Can perceived organizational support moderate the relationship between the dark triad traits and counterproductive work behavior? Personality and Individual Differences, 110, 31–37. https://doi.org/10.1016/j.paid.2017.01.018 DOI: https://doi.org/10.1016/j.paid.2017.01.018
39) Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539–569. https://doi.org/10.1146/annurev-psych-120710-100452 DOI: https://doi.org/10.1146/annurev-psych-120710-100452
40) Roh, T., Kim, M.-J., & Hong, Y. (2023). Does servant leadership decrease bad behaviors? The mediating role of psychological safety and the moderating effect of corporate social responsibility. Sustainability, 15(22), 15901. https://doi.org/10.3390/su152215901 DOI: https://doi.org/10.3390/su152215901
41) Saavedra, S., Ruiz-Palomino, P., Pérez-Contreras, R., & Gonzalez-Sanz, J. D. (2025). Impact of servant leadership on the work environment and the attitudes and behavior of nursing professionals as a function of gender: A systematic review. Journal of Nursing Management, 29(1). https://doi.org/10.1155/jonm/8825138 DOI: https://doi.org/10.1155/jonm/8825138
42) Scherer, K. T., Baysinger, M., Zolynsky, D., & LeBreton, J. M. (2013). Predicting counterproductive work behaviors with sub-clinical psychopathy: Beyond the five-factor model of personality. Personality and Individual Differences, 55(3), 300–305. https://doi.org/10.1016/j.paid.2013.03.007 DOI: https://doi.org/10.1016/j.paid.2013.03.007
43) Sen, S., & Banerjee, S. (2024). Exploring the relationship between psychological maturity and leadership personality traits: A discourse analysis. Prabandhan: Indian Journal of Management, 17(5), 60–70. https://doi.org/10.17010/pijom/2024/v17i5/173482 DOI: https://doi.org/10.17010/pijom/2024/v17i5/173482
44) Shin, G., Hur, W.-M., & Shin, Y. (2025). Service employees' workplace incivility and career regret: Mediation of organizational dehumanization and moderation of psychological safety. Journal of Retailing and Consumer Services, 84, Article ID 104192. https://doi.org/10.1016/j.jretconser.2024.104192 DOI: https://doi.org/10.1016/j.jretconser.2024.104192
45) Singh, R., & Arora, N. (2025). The application of artificial intelligence in law: A bibliometric analysis. Prabandhan: Indian Journal of Management, 18(7), 58–71. https://doi.org/10.17010/pijom/2025/v18i7/174565 DOI: https://doi.org/10.17010/pijom/2025/v18i7/174565
46) Spector, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives. Human Resource Management Review, 21(4), 342–352. https://doi.org/10.1016/j.hrmr.2010.10.002 DOI: https://doi.org/10.1016/j.hrmr.2010.10.002
47) Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446–460. https://doi.org/10.1016/j.jvb.2005.10.005 DOI: https://doi.org/10.1016/j.jvb.2005.10.005
48) Sulistiawan, J., Sumarsono, J. J., Lin, P.-K., & Dwikesumasari, P. R. (2025). Navigating the thin line: Can acts of good lead to defiance at work? Exploring the intricacies of OCB and CWB dynamics. Public Integrity, 27(5), 605–622. https://doi.org/10.1080/10999922.2024.2380401 DOI: https://doi.org/10.1080/10999922.2024.2380401
49) Tan, Z., Yan, S., Xia, Q.,& Zhang, Y. (2024). The relationship between servant leadership and cyberloafing: An investigation of meaningful work versus citizenship pressure. European Journal of Work and Organizational Psychology, 33(4), 535–550. https://doi.org/10.1080/1359432X.2024.2331787 DOI: https://doi.org/10.1080/1359432X.2024.2331787
50) Tran, Q. H. (2025). Examining the association between leadership behaviors, workplace incivility, work engagement, and organizational citizenship behaviors in Vietnamese academic libraries. Journal of Library Administration, 65(5), 575–595. https://doi.org/10.1080/01930826.2025.2506150 DOI: https://doi.org/10.1080/01930826.2025.2506150
51) Varma, A., Jaiswal, A., Pereira, V., & Kumar, Y. L. (2022). Leader-member exchange in the age of remote work. Human Resource Development International, 25(2), 219–230. https://doi.org/10.1080/13678868.2022.2047873 DOI: https://doi.org/10.1080/13678868.2022.2047873
52) Varma, R., Sharma, A., Rath, N., & Sahai, A. K. (2024). Personality, job crafting, and performance in select public sector employees in India. Prabandhan: Indian Journal of Management, 17(5), 24–40. https://doi.org/10.17010/pijom/2024/v17i5/173480 DOI: https://doi.org/10.17010/pijom/2024/v17i5/173480
53) Veres, J. C., Eva, N., & Cavanagh, A. (2020). “Dark” student volunteers: Commitment, motivation, and leadership. Personnel Review, 49(5), 1176–1193. https://doi.org/10.1108/PR-02-2019-0085 DOI: https://doi.org/10.1108/PR-02-2019-0085
54) Verma, M., & Yadav, P. (2025). Global patterns in workplace incivility research: A bibliometric analysis. Global Knowledge, Memory and Communication. https://doi.org/10.1108/GKMC-08-2024-0490 DOI: https://doi.org/10.1108/GKMC-08-2024-0490
55) Yaqoob, S., Shahzad, K., Faisal, M., Kitchlew, N., & Abualigah, A. (2025). Why, how, and when incivility unfolds in the workplace: A 24-year systematic literature review. Management Review Quarterly. https://doi.org/10.1007/s11301-025-00525-5 DOI: https://doi.org/10.1007/s11301-025-00525-5
56) Ying, L., & Cohen, A. (2018). Dark triad personalities and counterproductive work behaviors among physicians in China. The International Journal of Health Planning and Management, 33(4), e985–e998. https://doi.org/10.1002/hpm.2577 DOI: https://doi.org/10.1002/hpm.2577
57) Yu, J., Hamid, R. A., Johar, E. R., & Senik, Z. C. (2025). A social exchange perspective on supervisors' dark triad and subordinates' counterproductive work behaviors: Psychological contract fulfillment as a boundary condition. Acta Psychologica, 256, Article ID 105054. https://doi.org/10.1016/j.actpsy.2025.105054 DOI: https://doi.org/10.1016/j.actpsy.2025.105054
58) Zhang, G., Wang, H., & Li, M. (2023). Leader narcissism, perceived leader narcissism, and employee outcomes: The moderating effect of goal congruence. Journal of Business Research, 166, Article ID 114115. https://doi.org/10.1016/j.jbusres.2023.114115 DOI: https://doi.org/10.1016/j.jbusres.2023.114115
