Purpose

The purpose of this study is to examine the relationship between leader-signaled knowledge-hiding behavior (LSKH) and employee organizational identification (OI) with self-interest climate perceptions (SIC) as a mediator. This study also takes into consideration the impact of individual differences (i.e. employee trait of agreeableness) in shaping these relationships.

Design/methodology/approach

Two-wave data were collected from a sample of employees working in service industry companies in Egypt (N = 305). The mediation model (model 4) and the moderated mediation model (model 14) were tested using the statistical package for the social sciences PROCESS macro. The indirect effect of LSKH behavior on employee OI was examined using the bootstrapping approach (n = 5,000) with 95% confidence intervals (CI) for the indices.

Findings

Findings show that LSKH behavior has a negative impact on employee OI through SIC perceptions. Additionally, a moderation analysis indicates that the employee trait agreeableness strengthens the negative relationship between SIC and OI as well as the indirect relationship between LSKH behavior and employee OI.

Originality/value

While previous studies mainly focused on employee knowledge-hiding behavior, this study extends this nascent stream of literature by investigating the impact of this behavior at the leader’s level in the Egyptian cultural context. The results provide insights into the consequences of this type of behavior on important outcomes, namely, SIC and OI.

中文翻译：

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埃及服务业领导者知识隐藏与员工组织识别

目的

本研究的目的是以自利气候感知 (SIC) 为中介，检验领导信号的知识隐藏行为 (LSKH) 与员工组织认同 (OI) 之间的关系。本研究还考虑了个体差异（即员工随和的特质）在塑造这些关系方面的影响。

设计/方法/方法

两波数据是从在埃及服务业公司工作的员工样本中收集的（N = 305）。中介模型（模型 4）和有调节的中介模型（模型 14）使用社会科学 PROCESS 宏的统计包进行测试。LSKH 行为对员工 OI 的间接影响使用引导方法 (n = 5,000) 进行检查，指数的置信区间 (CI) 为 95%。

发现

调查结果表明，LSKH 行为通过 SIC 感知对员工 OI 产生负面影响。此外，适度分析表明，员工特质宜人性加强了 SIC 与 OI 之间的负相关关系以及 LSKH 行为与员工 OI 之间的间接关系。

原创性/价值

虽然之前的研究主要关注员工隐藏知识的行为，但本研究通过调查这种行为在埃及文化背景下领导层的影响，扩展了这一新生的文献流。结果提供了对此类行为对重要结果（即 SIC 和 OI）的影响的见解。