The Empirical Investigation of Knowledge Hiding and In-role Behavior

This research was intended to investigate the connection between Knowledge Hiding and In-role Behavior. The relationship between independent and dependent variables was calculated by the Pearson correlation and simple regression analysis. The data was randomly collected through a self-administered questionnaire from 129 staff working in private sector universities.  This was a cross-sectional analysis and the findings showed that Knowledge Hiding negatively affect the in-role behavior of employees (r = 41.6, β = -.645, t = 9.51, p < 0.005). The results of this study suggested that universities need to focus on the Knowledge Hiding Behavior of employees in order to achieve their objectives and improve quality

The influence of users' Dark Triad on knowledge contribution behaviour on social Q&A sites

The users' knowledge contribution behavior is the driving force for the sustainable development of the social Q&A sites. This kind of user behavior is affected by various factors, among which users' personality traits are the prominent ones. The dark triad is a theory on the dark side of personality. This article explores the influence and mechanism of users' dark triad on their knowledge contribution in social Q&A sites. A questionnaire survey was conducted on 301 users with experience in social Q&A sites. The survey data were then analyzed by hierarchical regression and Bootstrap analysis. The dark triad significantly affects knowledge contribution on social Q & A sites. Online self-disclosure plays a completely mediating role in the relationship between the dark triad and knowledge contribution. The relational psychological contract has a moderating role between online self-disclosure and knowledge contribution. This study argues that the dark triad has a positive effect on knowledge contribution behavior in socialized Q&A communities by constructing a model of mediated effects that are moderated. The dark triad shows its altruistic side in the context of social Q&A sites. The role of the dark triad in different knowledge-intensive contexts should be viewed dialectically in future research. Based on these findings, we put forward some suggestions for encouraging users' knowledge contribution behavior in the social media context.Peer Reviewe

Organizational Communication and Influence of Personality Traits on Knowledge Hiding Behaviour of Students

One way of enhancing effective organizational communication is to encourage knowledge sharing. However, knowledge transfer can be problematic because organizations do not own employees' intellectual assets. Despite the benefits of knowledge sharing, some individuals like to hide knowledge. This work is about the knowledge hiding behavior and the influence of the Big Five Personality factors as they affect senior students. A survey of 381 postgraduates showed that 54.8% admitted that they engaged in knowledge hiding along the three dimensions of playing dumb, evasive hiding, and rationalized hiding. Among the five personality traits, only neuroticism had a significant relationship with knowledge hiding (β=0.378; p=0.000<0.05). Lecturers are encouraged to identify students that exhibit neuroticism and develop strategies and teaching methods that could make them engage in knowledge sharing. The study provides valuable empirical data for other researchers seeking to understand the role of personality factors in knowledge hiding behavior where communication and knowledge sharing are promoted and encouraged

Among us: Fear of exploitation, suspiciousness, and social identity predict knowledge hiding among researchers

Knowledge hiding in academia—the reluctance to share one’s ideas, materials or knowledge with other researchers—is detrimental to scientific collaboration and harms scientific progress. In three studies, we tested whether (a) knowledge hiding can be predicted by researchers’ latent fear of being exploited (i.e., victim sensitivity), whether (b) this effect is mediated by researchers’ suspiciousness about their peers, and whether (c) activating researchers’ social identity alleviates or rather amplifies this effect. Study 1 (N = 93) shows that victim-sensitive researchers whose social identity as a “researcher” has been made salient are particularly prone to knowledge hiding. Study 2 (N = 97) helps explaining this effect: activating a social identity increases obstructive self-stereotyping among researchers. Study 3 (N = 272) replicates the effect of victim sensitivity on knowledge hiding via suspiciousness. Here, however, the effects of the same social identity activation were less straightforward. Together, these findings suggest that knowledge hiding in science can be explained by victim sensitivity and suspiciousness, and that making researchers’ social identity salient might even increase it in certain contexts

UNDERSTANDING NARCISSISTS’ KNOWLEDGE HIDING BEHAVIOUR: A MORAL DISENGAGEMENT MECHANISM PERSPECTIVE

Purpose:  Narcissistic people have a strong desire to hold focus only around themselves. Their self-love triggers them to create their monopoly and involve in deviant behavioral outcomes such as knowledge hiding. This study was aimed to examine narcissistic employees’ tendency of knowledge hiding behavior in the presence of underlying mechanisms: moral disengagement as mediator.   Methodology:  The Data were collected from banking sector professionals using a Likert scale questionnaire based on time-lagged (three rounds, one month apart) survey. Data were analyzed via Partial Least Squares Structural Equation Modeling (PLS-SEM) using an advanced version of Smart PLS 3.9 and SPSS 21.  Findings:   Results revealed that narcissism has a significant positive relation with knowledge hiding and also established moral disengagement as an underlying mechanism between the positive association of narcissism and knowledge hiding. The results provide important recommendations for managers to handle narcissistic personalities and knowledge hiding issues in the banking sector of Pakistan.   Conclusion:  Despite the limitations, the present study enhanced the current knowledge on narcissistic personality features through the moral disengagement perspective with knowledge hiding and enriching the validation of the social cognitive theory. The study results conclude that the banking sector of Pakistan must consider the narcissistic personality of employees behind their issue of knowledge hiding

KNOWLEDGE RISKS AND SUSTAINABILITY: AN EMPIRICAL STUDY ON LEBANESE KNOWLEDGE-INTENSIVE FIRMS

Today’s business environment is characterized by a growing number of knowledge risks. There has been a paucity of empirical research on the impact of knowledge risks on business sustainability. This paper looks at the direct and indirect consequences of knowledge risks on a firm\u27s sustainability. A questionnaire was administered with a sample of 427 respondents from Lebanese knowledge-intensive firms. Structural equation modeling (SEM) was used to test the research framework. The findings indicate that knowledge risks and knowledge loss have a direct and significant detrimental impact on business sustainability. The performance of organizations has a direct and significant positive impact on sustainability. The mediating effect of organizational performance in the relationship between knowledge risks and sustainability of the business was demonstrated. However, the link between human knowledge risks and both organizational performance and sustainability was not significant. Outcomes of the study will persuade knowledge-intensive firms’ managers to deploy knowledge management approaches and reduce potential knowledge risks

How and when does leader knowledge hiding trickle down the organisational hierarchy in the tourism context? A team-level analysis

This research aims to extend the literature on knowledge hiding and tourism by integrating the theoretical frameworks of social exchange and social learning. Employee knowledge hiding has scarcely been examined in the tourism literature while leader knowledge hiding has not been analysed at all. Recognising that knowledge hiding can seriously undermine the ability of employees to offer innovative customer service and that leaders’ knowledge hiding may trigger knowledge hiding chain reactions among tourism employees, this study attempts to fill this gap. Utilising multi-source, multi-timed and multi-level data, we hypothesise a multi-level mediation wherein leader knowledge hiding trickles down to employee knowledge hiding, which, in turn, negatively affects team organisational citizenship behaviour and positively affects team interpersonal deviance. The “trickle-down” effect of leader knowledge hiding to employee knowledge hiding is then positively moderated by perceived organisational politics, which amplifies this relationship. Relevant theoretical and managerial implications are presented.publishedVersio

Dark Triad Unleashed : Examining Trait-Activating Effects on Counterproductive Work Behavior

Meta-analytic research has revealed widely varying but generally weak associations linking the Dark Triad traits – narcissism, Machiavellianism and psychopathy – to counterproductive work behaviors. Several moderators of this relationship have been investigated, but there is currently no framework that exists to categorize and organize these moderators. Drawing on trait activation theory, an organizing framework of moderators is offered to explain the variation in findings on the Dark Triad (DT) and counterproductive work behaviors (CWB). This 4R framework organizes moderators as relevant, restraining, regulatory and resourceful. Moderated multiple regression was conducted for each moderator in each category in order to determine which classes of moderators are supported. Results reveal mixed effects for the theories proposed with respect to the 4R framework. Moderators that strengthened the relationship between the DT and CWB included instigators such as adversity, deceptive environments, strains such as burnout and negativity, and being inherently aggressive. Moderators that suppressed the relationship between DT and CWB included expectations on workers such as consistent procedures and in-group collectivism, perceived position power, organizational constraints and income rise prospects