The aim of this paper is to examine the relationship between dark triad personality and supervisor expediency. The researchers further investigated if Islamic Work Ethics (IWE) moderates the positive association between dark triad and supervisor expediency; such that the relationship is weaker when IWE is high. Theoretical framework developed in present study is based on two theories i.e., trait theory and theory of planned behavior. The two set data was collected from employees working in health sector of Pakistan. Set one questionnaires were filled by employees on supervisory positions, they rated their own personality traits and belief in Islamic work ethics. Set two questionnaires were filled by the immediate subordinates of supervisors who filled set one. They were asked to rate supervisor’s expediency. Data was collected from 241 supervisors and 241 respective subordinates. Code was assigned to keep the track of supervisors and their respective subordinates. Confidentiality was ensured to avoid any bias. The research result revealed that Machiavellianism, narcissism and psychopathy positively and significantly impacts supervisor expediency. IWE moderates the positive association between Machiavellianism, narcissism and supervisor expediency. However, the moderation result was found insignificant in the case of Psychopathy and supervisor expediency. Empirical evidences confirmed that dark triad of personality leads to supervisor expediency. The theoretical model tested in the study provides insight and empirical evidences in literature. Implications for the managers and future research directions are also discussed.

Recent research in organizational behavior reveals that even though expediency is detrimental to an organization, it remains an overlooked phenomenon. Expediency is covert unethical behavior and is challenging to identify because it is mostly confused with proficiency. Limited empirical research can be traced in the literature investigating when and why employee exhibits expediency. This research aims to identify and examine contextual factors in organizations that are the probable cause of employee expediency. Organization-set high-performance goals are examined as a predictor of expediency. Furthermore, supervisor expediency and illegitimate tasks are investigated as mediators to refine the causal mechanism between organization-set high-performance goals and employee expediency. Drawing on the transactional model of stress and coping, it is theorized that organization-set high-performance goals, supervisor expediency, and illegitimate tasks are contextual workplace stressors, and employees exhibit expediency to cope with them. Data is collected from private health sector employees with a sample size of 591. It is a time lag- study with four-wave data collection and two sources, that is, supervisors and subordinates. The results provide empirical support to the hypotheses formulated in the present study. The findings demonstrate that organization-set high-performance goals positively and significantly affect employee and supervisor expediency. Additionally, results confirm the mediation effect of supervisor expediency and illegitimate tasks. Theoretical and practical implications and future research directions are also discussed.

No abstract

No abstract