In this paper, we investigate how Leadership Style, Organizational Design, and HRM practices influence Knowledge Hiding. Organizational Justice and Competitive Work Environment are additionally considered as mediating variables of these impacts. 224 professionals completed an extensive survey with questions corresponding to the hypothesized effects. Based on partial least squares regression to test these hypotheses, this study shows that Leadership Style and Organizational Design mitigate Knowledge Hiding only when Organizational Justice is developed. While HRM practices can also decrease the intention of employees to hide knowledge in cases with high levels of justice, they may induce such behavior in a highly competitive work environment. Hence, this research contributes to knowledge management literature by examining the joint influence on knowledge hiding of organizational factors that genuinely describe an organization’s structure and climate. From a practical standpoint, we recommend that managers establish the right balance between justice and competition to reduce knowledge hiding.

在本文中，我们调查了领导风格、组织设计和人力资源管理实践如何影响知识隐藏。组织公正和竞争性工作环境也被视为这些影响的中介变量。224 名专业人士完成了一项广泛的调查，并提出了与假设效果相对应的问题。基于偏最小二乘回归来检验这些假设，本研究表明领导风格和组织设计只有在组织正义得到发展时才能减轻知识隐藏。虽然人力资源管理实践也可以减少员工在高度公正的情况下隐藏知识的意图，但它们可能会在竞争激烈的工作环境中诱发这种行为。因此，这项研究通过检查真正描述组织结构和气候的组织因素对知识隐藏的共同影响，为知识管理文献做出了贡献。从实践的角度来看，我们建议管理者在公平和竞争之间建立适当的平衡，以减少知识隐藏。