Purpose

Drawing upon the conservation of resource (COR) theory, the purpose of this paper is to explore the mediating role of knowledge hiding in the relationship between job insecurity and two dimensions of thriving at work, i.e. learning and vitality. The study further aims to investigate the moderating role of benevolent leadership in the aforementioned mediating relationship by applying the moderated mediation framework.

Design/methodology/approach

The sample for the study consisted of employees working in service sector in India. The hypotheses were tested with two wave survey data collected from 365 employees during the COVID-19 pandemic when the Indian Government was lifting phase wise restrictions. Data was analyzed using mediation and moderated mediation analyses on PROCESS v 3.0 macro.

Findings

Results showed that knowledge hiding mediated the relationship between job insecurity and both dimensions of thriving at work. Further, benevolent leadership was seen to moderate the mediated relationship providing support for the moderated mediation framework.

Practical implications

The results highlight the significance of providing benevolent leadership training to the managers to help them cope with the anxiety arising out of job insecurity. Further, employees need to be cautioned regarding the deleterious effects of knowledge hiding, which can impede their own learning and vitality.

Originality/value

To the best of the authors’ knowledge, this is the first study to investigate the mediating role of knowledge hiding in the relationship between job insecurity and thriving. Further, the role played by benevolent leadership in mitigating the harmful effects of job insecurity especially during COVID-19 pandemic is a unique contribution of the study.

中文翻译：

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工作不安全感是 COVID-19 大流行期间蓬勃发展的障碍：知识隐藏和仁慈领导的适度调解模型

目的

本文借鉴资源守恒（COR）理论，探讨知识隐藏在工作不安全感与工作旺盛两个维度即学习和活力之间的关系中的中介作用。本研究进一步旨在通过应用有调节的中介框架来研究仁慈领导在上述中介关系中的调节作用。

设计/方法/方法

该研究的样本包括在印度服务业工作的员工。在印度政府取消分阶段限制的 COVID-19 大流行期间，这些假设通过从 365 名员工那里收集的两波调查数据进行了测试。使用 PROCESS v 3.0 宏的中介和适度中介分析分析数据。

发现

结果表明，知识隐藏在工作不安全感和工作繁荣两个维度之间起到中介作用。此外，仁慈的领导被认为可以调节中介关系，为有调节的中介框架提供支持。

实际影响

结果强调了为管理者提供仁慈的领导力培训以帮助他们应对因工作不安全感而产生的焦虑的重要性。此外，需要提醒员工注意知识隐藏的有害影响，这可能会阻碍他们自己的学习和活力。

原创性/价值

据作者所知，这是第一项调查知识隐藏在工作不安全感与繁荣之间的关系中的中介作用的研究。此外，仁慈的领导在减轻工作不安全的有害影响方面发挥的作用，尤其是在 COVID-19 大流行期间，是该研究的独特贡献。