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The knowledge hiding loop: exploring the boundary conditions
Kybernetes ( IF 2.5 ) Pub Date : 2021-08-06 , DOI: 10.1108/k-04-2021-0307
Yunpeng Sun 1 , Arslan Ayub 2 , Tehreem Fatima 2 , Hassan Danial Aslam 3 , Salman Bahoo 4
Affiliation  

Purpose

Using norms of reciprocity, this study explores how employees' exposure to workplace ostracism (WO) affects their task performance through the mediating role of knowledge hiding (KH). Moreover, drawing on social identity theory, this research outstretches the boundary conditions of KH, i.e. under which KH is less likely to occur.

Design/methodology/approach

Time-lagged, multisource data collected from 297 employees in service sector organizations in Pakistan were analyzed using SMARTPLS (v 3.3.3).

Findings

The findings reveal that perception of WO provokes KH behavior in employees, which, in turn, deteriorates their task performance. Results also disclose that moral identification (MI) and organizational identification (OI) buffer against the positive association between WO and KH, such that the ostracism-KH link is weaker at higher levels of MI and OI, and vice versa.

Practical implications

The study envisages that a KH loop occurs between the knowledge hider and the knowledge seeker, which fosters spirals of conflict that might prevail in organizations over an extended period of time. Therefore, the occurrence context of KH should be mitigated through appropriate managerial interventions. In addition, nurturing self-identities will be beneficial for both employees and organizations.

Originality/value

This is the first study that investigates the relationship between WO and task performance while also considering the mediating role of KH and the moderating roles of MI and OI.



中文翻译:

知识隐藏循环:探索边界条件

目的

本研究使用互惠规范,探讨员工暴露于工作场所排斥 (WO) 如何通过知识隐藏 (KH) 的中介作用影响他们的任务绩效。此外,借鉴社会认同理论,本研究扩展了KH 的边界条件,即KH 不太可能发生的条件。

设计/方法/方法

使用 SMARTPLS (v 3.3.3) 分析了从巴基斯坦服务部门组织的 297 名员工收集的时滞、多源数据。

发现

研究结果表明,对 WO 的看法会激发员工的 KH 行为,这反过来又会降低他们的任务绩效。结果还表明,道德认同 (MI) 和组织认同 (OI) 缓冲了 WO 和 KH 之间的正相关,因此排斥与 KH 的联系在 MI 和 OI 水平较高时较弱,反之亦然。

实际影响

该研究设想知识隐藏者和知识寻求者之间会发生 KH 循环,这会促进可能在组织中长期存在的冲突螺旋。因此,应通过适当的管理干预来减轻 KH 的发生背景。此外,培养自我认同对员工和组织都有好处。

原创性/价值

这是第一项调查 WO 与任务绩效之间关系的研究,同时还考虑了 KH 的中介作用以及 MI 和 OI 的调节作用。

更新日期:2021-08-05
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