Purpose

This study aims to investigate whether or not the two facets of pride, hubristic and authentic, are associated with knowledge hiding.

Design/methodology/approach

This study collects survey data (N = 343) from one of the leading information technology (IT) companies in Myanmar at two stages with a two-month interval. This study uses multiple regression analyses to test this study’s hypotheses.

Findings

Results reveal that hubristic pride is positively related to knowledge hiding, whereas the relationship between authentic pride and knowledge hiding is negative. These relationships are contingent upon the level of employees’ self-efficacy.

Research limitations/implications

This study suggests that managers should include measures for moral emotions in their recruitment and selection criteria. Furthermore, the authors suggest that managers should design strategies to induce moral emotions at the workplace and enhance personal resources (e.g. self-efficacy), which have an instrumental effect in maximizing the prosocial facet of pride (i.e. authentic pride) as well as minimizing adverse experiences of the antisocial facet of pride (i.e. hubristic pride), thereby reducing knowledge hiding.

Originality/value

The findings shed light on the significance of the inclusion of emotional variables in understanding employees’ knowledge hiding. To the best of the authors’ knowledge, this study is the first empirical study to examine the combined effect of emotive and cognitive variables in predicting knowledge hiding by demonstrating that hubristic pride only mitigates knowledge hiding behavior among high self-efficacious employees.

中文翻译：

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骄傲和知识隐藏的两个方面：实证分析

目的

本研究旨在调查骄傲的两个方面，傲慢和真实，是否与知识隐藏有关。

设计/方法/方法

本研究从缅甸领先的信息技术 (IT) 公司之一收集调查数据 (N = 343)，分两个阶段，间隔两个月。本研究使用多元回归分析来检验本研究的假设。

发现

结果表明，傲慢的骄傲与知识隐藏呈正相关，而真实的骄傲与知识隐藏之间呈负相关。这些关系取决于员工的自我效能水平。

研究限制/影响

这项研究表明，管理者应该在他们的招聘和选择标准中包括道德情绪的衡量标准。此外，作者建议管理者应该设计策略来诱导工作场所的道德情绪并增强个人资源（例如自我效能），这在最大化自豪感（即真正的自豪感）的亲社会方面以及最小化不利方面具有工具作用骄傲的反社会方面的经验（即傲慢的骄傲），从而减少知识隐藏。

原创性/价值

研究结果阐明了包含情感变量在理解员工知识隐藏方面的重要性。据作者所知，这项研究是第一项实证研究，通过证明傲慢的骄傲只会减轻高自我效能员工的知识隐藏行为，从而检验情绪和认知变量在预测知识隐藏方面的综合影响。