scholarly journals Workplace Ostracism and Knowledge Hiding: The Mediating Role of Job Tension

2019 ◽  
Vol 11 (20) ◽  
pp. 5547 ◽  
Author(s):  
Sidra Riaz ◽  
Yusen Xu ◽  
Shahid Hussain
Keyword(s):  
Textile Industry ◽  
Employee Loyalty ◽  
Job Tension ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
Time Lagged ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Impact

This study examined the impact of workplace ostracism on employees’ knowledge hiding behavior. Based on the conservation of resource theory, this study seeks to identify the effects of job tension as a mediator and the moderating effect of employee loyalty. Using a time-lagged research design, we collected the data from 392 employees of the textile industry. Results indicate that workplace ostracism positively influences the knowledge hiding behavior such as evasive hiding and playing dumb, whereas it is not significantly related with rationalized hiding. More specifically, workplace ostracism increases the feeling of job tension, while job tension mediates the relationship between workplace ostracism and knowledge hiding. In addition, we found that workplace ostracism demolished the benefits of employee loyalty, as high workplace ostracism more strongly influences the feeling of job tension. We also discussed the theoretical and practical implications.

The link between interpersonal conflict and knowledge hiding: mediated by relatedness need frustration, moderated by narcissistic rivalry

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Tasneem Fatima ◽  
Sadia Jahanzeb
Keyword(s):  
Interpersonal Conflict ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
Hard Time ◽  
Need Frustration ◽  
Time Lagged ◽  
Hiding Behavior ◽  
Knowledge Hiding

Purpose The purpose of this study is to investigate the relationship between employees’ experience of interpersonal conflict and their engagement in knowledge hiding, according to a mediating effect of their relatedness need frustration and a moderating effect of their narcissistic rivalry. Design/methodology/approach The tests of the hypotheses rely on three-wave, time-lagged data collected among employees in Pakistan. Findings A critical reason that emotion-based fights stimulate people to conceal valuable knowledge from their coworkers is that these employees believe their needs for belongingness or relatedness are not being met. This mediating role of relatedness need frustration is particularly salient among employees who are self-centered and see others as rivals, with no right to fight with or give them a hard time. Practical implications The findings indicate how organizations might mitigate the risk that negative relationship dynamics among their employees escalate into dysfunctional knowledge hiding behavior. They should work to hire and retain employees who are benevolent and encourage them to see colleagues as allies instead of rivals. Originality/value This research unpacks the link between interpersonal conflict and knowledge hiding by explicating the unexplored roles of two critical factors (relatedness need frustration and narcissistic rivalry) in this relationship.

Is knowledge a tenement? The mediating role of team member exchange over the relationship of big five personality traits and knowledge-hiding behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
M. Ali Hamza ◽  
Saqib Rehman ◽  
Adnan Sarwar ◽  
Komal Nadeem Choudhary
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Big Five Personality ◽  
Content Type ◽  
Mediating Role ◽  
Team Member Exchange ◽  
Member Exchange ◽  
Hiding Behavior ◽  
Knowledge Hiding

Purpose The organizational success to achieve and maintain its competitiveness is ascribed in the effectiveness of its knowledge management (KM) system, which depends on its employees’ impetus to exhibit knowledge sharing behavior. When an employee hides knowledge, an organization somewhat loses its part of knowledge, which causes loss to the organization eventually. This study aims to examine the impact of personality traits and one’s ethnicity on knowledge hiding behavior (KHB) by focusing on mediating role of team member exchange (TMX). Design/methodology/approach A total 308 questionnaires are collected from the public sector organizations (Livestock and Dairy Development Department, Punjab, Pakistan), out of them 300 are used in the analysis. Through Google e-survey form, cross-sectional data using convenience sampling are collected from the Gazetted officers (managerial level) of the department. Findings The paper provides empirical insights about three personality traits, i.e. openness, conscientiousness and neuroticism, and ethnicity have positive relation with KHB, whereas TMX as a mediator converts this positive relation into negative. Remaining two personality traits, i.e. extraversion and agreeableness, have negative relation with KHB, whereas TMX as a mediator strengthens this negative relationship with KHB. Research limitations/implications The broad context of research and large number of items made it difficult to collect the responses. In future studies, 50 items of big five should be replaced with mini scale. Empirical explanation of the relation between ethnicity and knowledge hiding is an addition to body of knowledge in general, particularly in context of Pakistan. Practical implications This study has the power to help managers in managing their team members and to understand what kind of personality and social group involvements promote knowledge sharing culture within the organization. Originality/value To broaden the understanding of KM domain, this study adds value in the relationship between big five personality traits, ethnicity and KHB of employees by finding the mediating effect of TMX in the context of Pakistani organizations.

scholarly journals The Empirical Investigation Between Ethical Leadership and Knowledge-Hiding Behavior in Financial Service Sector: A Moderated-Mediated Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Muhammad Mohsin ◽  
Qiang Zhu ◽  
Xiaojun Wang ◽  
Sobia Naseem ◽  
Muhammad Nazam
Keyword(s):  
Ethical Leadership ◽  
Financial Services ◽  
Ethical Climate ◽  
Meaningful Work ◽  
Equation Modeling ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Impact ◽  
The Relationship

This study aimed to investigate the impact of ethical leadership on knowledge-hiding behavior of the employees working in the financial services sector under the mediating role of meaningful at work and moderating role of ethical climate. For this purpose, data were collected from two hundred and fifteen employees of financial services providing organizations. The already-established scales were followed to develop an instrument that was used to obtain responses from the respondents. Collected data were analyzed by applying the structural equation modeling through Smart PLS and Process Macro. The results indicate that ethical leadership and meaningful work (MW) reduce knowledge-hiding behavior of employees at work, while ethical leadership positively impacts the influential work of employees at the workplace. Further, the relationship between ethical leadership and knowledge-hiding behavior is partially mediated by MW. Similarly, ethical climate moderated the relationship between ethical leadership and knowledge-hiding behavior. This research makes valuable contributions to the existing literature on leadership and knowledge management. From a practical point of view, this study stresses that managers at work should promote ethical leadership styles to promote MW, which will reduce knowledge hiding. Thus, in this way, it will enhance the innovation and creativity within organizational circuits. The limitations and future directions of this study are also listed.

A moderated mediation model of the association between coworker social undermining and knowledge hiding

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bashir Ahmad ◽  
Imran Shafique ◽  
Masood Nawaz Kalyar
Keyword(s):  
Social Support ◽  
Social Undermining ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Family Social Support ◽  
Time Lagged ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Relationship

Purpose This study aims to test the relationship between perceived coworker social undermining and knowledge hiding behavior among Pakistani doctors working in hospitals. This study further investigates the mediating role of employee cynicism (EC) and the moderating role of family social support between the association of family social support and knowledge hiding. Design/methodology/approach Time lagged approach was used to collect the data from 391 trainee doctors working in large hospitals in Pakistan. Findings The findings suggest that coworker social undermining is significantly related to EC and knowledge hiding behaviors. EC mediates the relationship between EC and knowledge hiding. Furthermore, family social support was found to play a buffer role such that the indirect effect of social undermining on knowledge hiding through cynicism was weak for those who received high family social support and vice versa. Originality/value Knowledge hiding is deleterious to effective organizational functioning. This study adds to knowledge about the relationship between coworker social undermining and knowledge hiding behavior. This research extends the existing research streams of social undermining and knowledge hiding research to one of the underrepresented South Asian context, Pakistan.

scholarly journals The effect of superior peer's job-focused impression management on knowledge hiding

2019 ◽  
Vol 32 (1) ◽  
pp. 55-82
Author(s):  
NaRa Lee ◽  
DongGun Park ◽  
HyunSun Chung
Keyword(s):  
Impression Management ◽  
Practical Implication ◽  
Future Research ◽  
Mediating Role ◽  
Negative Reciprocity ◽  
Malicious Envy ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Relationship

The purpose of this study was to investigate the influence of superior peer's job-focused impression management on knowledge hiding behavior and the mediating role of malicious envy to coworkers. In addition, this study examined the moderating role of employee's negative reciprocity in the relationship between malicious envy and knowledge hiding. The results from 350 participants provided evidence that (a) superior peer's job-focused impression management was negatively related to employee's malicious envy, (b) malicious envy was negatively related to employee's knowledge hiding behavior, (c) malicious envy partially mediated the relationship between superior peer's job-focused impression management and knowledge hiding, (d) employee's negative reciprocity moderated the relationship between malicious envy and knowledge hiding. Based on these results, theoretical and practical implication, limitations, and direction for future research were discussed.

Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 12-22
Author(s):  
Mehreen Fatima ◽  
Zeeshan Izhar ◽  
Zaheer Abbas Kazmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Design Methodology ◽  
Direct Relationship ◽  
Banking Sector ◽  
Mediating Role ◽  
Research Gap ◽  
The Impact

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

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