The knowledge hiding link: a moderated mediation model of how abusive supervision affects employee creativity

Jahanzeb, Sadia; Fatima, Tasneem; Bouckenooghe, Dave; Bashir, Fatima

doi:10.1080/1359432x.2019.1659245

Cited by 93 publications

(115 citation statements)

References 66 publications

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“…Thus, the final sample size was N = 469, and the response rate was 67%. This rate was consistent with earlier studies conducted in a similar context (Jahanzeb, Fatima, Bouckenooghe, & Bashir, 2019; Sarwar, Irshad, Zhong, Sarwar, & Pasha, 2020). Employees ranged in status from entry‐level management to the director level, and most were men (67%).…”

Section: Methodssupporting

confidence: 93%

Personality and balanced psychological contracts: The mediating roles of epistemic curiosity and rule‐following behavior

Hassan

Bashir

Raja

et al. 2020

Business Ethics Env & Resp

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This study extends prior research on the relationships between personality constructs and types of psychological contracts by exploring how the Big Five traits predict balanced psychological contracts. Further, we determine whether epistemic curiosity and rule-following behavior are key mediators of the proposed relationships. We tested our proposed hypotheses using three-wave time-lagged data from 469 respondents. The results indicated that openness to experience was positively associated and both conscientiousness and neuroticism were negatively associated with balanced contracts. Extraversion and agreeableness were not associated with balanced contracts. We also established the mediating role of epistemic curiosity in the relationships between personality traits and balanced contracts, but there was no support for the mediating role of rule-following behavior in the present study. These findings have important implications for managers and organizations in terms of selecting the right person for a job (person-job fit) and ensuring employee retention (person-organization fit), hence having a bottom-line effect on firm performance. Future research directions are also discussed.

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Section: Methodssupporting

confidence: 93%

Personality and balanced psychological contracts: The mediating roles of epistemic curiosity and rule‐following behavior

Hassan

Bashir

Raja

et al. 2020

Business Ethics Env & Resp

View full text Add to dashboard Cite

show abstract

“…In our study, though, we captured interpersonal conflict with one or more coworkers as well as knowledge hiding behaviors toward one or more coworkers. While recent studies on the social predictors of knowledge hiding used the same approach (e.g., Jahanzeb et al, 2019;Semerci, 2019), this way of how we measured conflict and knowledge hiding does not guarantee that conflict partners and knowledge hiding targets were the same persons. However, the social interactionist framework (Andersson and Pearson, 1999) and empirical findings indicate that employees do not only engage in direct retaliation toward conflict partners, but that experienced conflict might incite them to engage in a rather broad set of negative interpersonal behaviors toward a range of targets (e.g., Penney and Spector, 2005;Liu et al, 2015).…”

Section: Limitations and Directions For Researchmentioning

confidence: 99%

Be smart, play dumb? A transactional perspective on day-specific knowledge hiding, interpersonal conflict, and psychological strain

Venz

Shoshan

2021

Human Relations

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Research on knowledge hiding, the intentional attempt to withhold knowledge that others have requested, strikingly shows its detrimental consequences. But, if it has only negative effects, why do employees hide knowledge in their everyday work at all? With this diary study, we address this question, shedding light on the instrumentality of knowledge hiding. Specifically, placing it within the transactional stress model, we argue that deceptive knowledge hiding (playing dumb and evasive hiding) may function as coping, relating negatively to psychological strain responses to experienced interpersonal conflict. Accordingly, we tested evasive hiding and playing dumb as mediators of the day-specific relationship between conflict and end-of-work exhaustion and negative affect. Based on data of 101 employees who reported on 615 workdays, results of multilevel path analyses showed relationship conflict positively related to evasive hiding and playing dumb. Playing dumb was negatively related to end-of-work psychological strain responses, resulting in inconsistent mediation. Evasive hiding was unrelated to psychological strain. Showing the potential intrapersonal benefits of playing dumb, this paper helps to better understand the occurrence of enacted ‘negative’ interpersonal work behaviors, yielding important implications for research and practice.

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“…Such reciprocity loops were also found among 336 students and employees in Slovenia (Cerne, Nerstad, Dysvik, & Skerlavaj, 2014). As a final set of examples of negative behaviors, various supervisory behaviors were found influential: abusive supervision predicted knowledge hiding in a sample of 364 Pakistani telecommunications employees (Jahanzeb, Fatima, Bouckenooghe, & Bashir, 2019), despotic leadership was associated with knowledge hoarding in a sample of 334 Pakistani telecom employees (Sarwar, Khan, & Mujtaba, 2017), and in a range of Austrian and German companies, it was found that leaders’ actively tolerating or even showing hiding behavior prompted employee knowledge withholding among 2331 respondents (Offergelt, Spörrle, Moser, & Shaw, 2018).…”

Section: Empirical Review and Integrative Frameworkmentioning

confidence: 99%

Antecedents of Knowledge Withholding: A Systematic Review & Integrative Framework

Strik

Hamstra

Segers

2021

Group & Organization Management

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The purpose of this research is to provide a systematic review and integrative framework of the antecedents of knowledge withholding. A systematic literature review led to a selection of 42 empirical research papers that collected data from 16,649 respondents. The included papers identified 93 antecedents that showed a high degree of theoretical variety. We used the theories of interdependence, social exchange, and social identity to construct a framework that integrates and explains why people withhold their knowledge. We developed propositions of the antecedents of knowledge withholding, which we compare against the SLR. We propose and find that (a) negative interdependence increases knowledge withholding behaviors, but (b) positive versus negative social exchanges may respectively decrease or increase withholding in situations where the default may be positive interdependence. We also propose and find that actors who strongly identify with their immediate team will less likely withhold knowledge from them. In contrast, actors who strongly identify with a different identity will more likely withhold knowledge from their team. The integrative framework provides a strong theoretical foundation for future study and identifies many valuable new research questions

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The knowledge hiding link: a moderated mediation model of how abusive supervision affects employee creativity

Cited by 93 publications

References 66 publications

Personality and balanced psychological contracts: The mediating roles of epistemic curiosity and rule‐following behavior

Personality and balanced psychological contracts: The mediating roles of epistemic curiosity and rule‐following behavior

Be smart, play dumb? A transactional perspective on day-specific knowledge hiding, interpersonal conflict, and psychological strain

Antecedents of Knowledge Withholding: A Systematic Review & Integrative Framework

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