Abstract

With a basis in conservation of resources theory, this study investigates the relationship between employees’ exposure to perceived contract breaches and their job performance, while also considering the mediating role of knowledge hiding and the moderating role of positive affectivity. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that breaches in the psychological contract hinder job performance, because employees respond with an unwillingness to contribute valuable knowledge to execute their job tasks. This mediating role of knowledge hiding is mitigated if employees can draw from their own positive affectivity trait. This study accordingly identifies a key factor, intentional attempts to conceal knowledge requested by other members, that can backfire and make employees suffer doubly: from unfulfilled organizational promises and from lower performance. It also reveals how this risk might be contained, that is, by encouraging employees’ positive affect.

摘要

在资源节约理论的基础上，本研究调查了员工面临的合同违约风险与其工作绩效之间的关系，同时还考虑了知识隐藏的中介作用和积极情感的调节作用。来自巴基斯坦组织员工及其同僚的多源，三波数据表明，由于员工不愿意做出有价值的知识来执行其工作任务，因此违反心理契约会阻碍工作绩效。如果员工可以利用自己的积极情感特质，那么知识隐藏的这种中介作用就可以减轻。因此，本研究确定了一个关键因素，即有意试图掩盖其他成员所要求的知识，这可能适得其反，并使员工倍加痛苦：来自未兑现的组织承诺和绩效降低。它还揭示了如何通过鼓励员工的积极影响来遏制这种风险。