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Antecedents and consequences of knowledge sabotage in the Turkish telecommunication and retail sectors
Journal of Knowledge Management ( IF 8.689 ) Pub Date : 2022-08-19 , DOI: 10.1108/jkm-01-2022-0029
Alexander Serenko, A. Mohammed Abubakar

Purpose

This study aims to propose and test a model explicating the antecedents and consequences of knowledge sabotage.

Design/methodology/approach

Data obtained from 330 employees working in the Turkish retail and telecommunication sectors were analyzed by means of the Partial Least Squares Structural Equation Modeling technique.

Findings

Co-worker knowledge sabotage is the key factor driving knowledge sabotage behavior of individual employees, followed by co-worker incivility. Interactional justice suppresses individual knowledge sabotage, while supervisor incivility does not affect it. Co-worker knowledge sabotage reduces job satisfaction of other employees, which, in turn, triggers their voluntary turnover intention. Contrary to a popular belief that perpetrators generally benefit from their organizational misbehavior, the findings indicate that knowledge saboteurs suffer from the consequences of their action because they find it mentally difficult to stay in their current organization. Employees understate their own knowledge sabotage engagement and/or overstate that of others.

Practical implications

Managers should realize that interactional justice is an important mechanism that can thwart knowledge sabotage behavior, promote a civil organizational culture, develop proactive approaches to reduce co-worker incivility and strive towards a zero rate of knowledge sabotage incidents in their organizations. Co-worker incivility and co-worker knowledge sabotage in the workplace are possible inhibitors of intraorganizational knowledge flows and are starting points for job dissatisfaction, which may increase workers’ turnover intention.

Originality/value

This study is among the first to further our knowledge on the cognitive mechanisms linking interactional justice and uncivil organizational behavior with knowledge sabotage and employee outcomes.



中文翻译:

土耳其电信和零售业知识破坏的前因和后果

目的

本研究旨在提出和测试一个模型来解释知识破坏的前因和后果。

设计/方法/方法

通过偏最小二乘结构方程建模技术对来自土耳其零售和电信行业的 330 名员工的数据进行了分析。

发现

同事知识破坏是导致员工个体知识破坏行为的关键因素,其次是同事不文明行为。交互正义抑制个人知识破坏,而主管的不文明行为不影响它。同事的知识破坏会降低其他员工的工作满意度,进而触发他们的自愿离职意向。与犯罪者通常从他们的组织不当行为中受益的普遍看法相反,研究结果表明,知识破坏者因其行为的后果而受苦,因为他们发现在精神上难以留在当前的组织中。员工低估了自己的知识破坏了敬业度和/或夸大了他人的知识。

实际影响

管理者应该意识到,交互正义是一种重要的机制,它可以阻止知识破坏行为,促进文明的组织文化,开发积极的方法来减少同事的不文明行为,并努力实现组织中知识破坏事件的零发生率。同事的不文明行为和工作场所的同事知识破坏可能是组织内知识流动的抑制因素,是工作不满意的起点,可能会增加员工的离职意愿。

原创性/价值

这项研究是第一个进一步加深我们对将交互正义和不文明组织行为与知识破坏和员工成果联系起来的认知机制的认识。

更新日期:2022-08-18
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