How do job insecurity and perceived well-being affect expatriate employees’ willingness to share or hide knowledge?

Abstract

Employees' wellbeing is nowadays at the core of organizational HRM strategies, as firms have turned to grasp the significance of human resources while attaining competitive advantages. However, some external factors like localization of labor can adversely influence expatriate employees' perception of wellbeing at the firm level. The current study examines the influence of job insecurity on employee's perceptions of wellbeing, and their involvement in knowledge sharing or knowledge hiding strategies. The Influence of Job Insecurity on Expatriate Employees' Perceptions of Wellbeing and Knowledge Management StrategiesABSTRACT Employees' wellbeing is nowadays at the core of organizational HRM strategies, as firms have turned to grasp the significance of human resources while attaining competitive advantages. However, some external factors like localization of labor can adversely influence expatriate employees' perception of wellbeing at the firm level. The current study examines the influence of job insecurity on employee's perceptions of wellbeing, and their involvement in knowledge sharing or knowledge hiding strategies.The data is collected from 265 expatriate employees working at different organizations in Saudi Arabia. The Saudi Arabian government is currently implementing localization policies, and the organizations are increasingly replacing their expatriate employees with local employees in order to avoid governmental penalties. Therefore, it is important to examine how this job insecurity might be affecting expatriate employees' perceptions of wellbeing and knowledge management behaviors. The study uses Partial Least Squares (PLS) path-modeling technique to test the hypotheses proposed in this research. Some findings derived from this research are contrary to previous studies owing to the specific context examined in this research. The study found significant influence of job insecurity and employees' perceptions of work engagement, and knowledge sharing. There is no significant association found between job insecurity and knowledge hiding. Whereas, work engagement has a significant association with knowledge sharing and burnout. Finally, burnout is significantly related to knowledge hiding behavior among expatriate employees.

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