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Different motivations for knowledge sharing and hiding: The role of motivating work design

Published on Sep 1, 2019in Journal of Organizational Behavior5
· DOI :10.1002/job.2364
Marylène Gagné33
Estimated H-index: 33
(Curtin University),
Amy Wei Tian7
Estimated H-index: 7
+ 3 AuthorsKatrina Hosszu1
Estimated H-index: 1
(Curtin University)
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Abstract
  • References (74)
  • Citations (1)
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References74
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#1Patrick S.W. Fong (PolyU: Hong Kong Polytechnic University)H-Index: 3
#2Chenghao Men (Tongji University)H-Index: 1
Last. Ruiqian Jia (Tongji University)H-Index: 2
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Purpose Creativity and innovation are crucial in improving the organizational performance and sustaining competitive advantage. The purpose of this paper is to investigate the relationship between knowledge hiding and team creativity. Design/methodology/approach The authors tested the hypotheses with a sample of 87 knowledge worker teams involving 393 employees and employers in China. Findings Knowledge hiding is negatively related to team creativity, fully mediated by absorptive capacity. In ad...
17 CitationsSource
#1Young Won Rhee (SNU: Seoul National University)H-Index: 1
#2Jin Nam Choi (SNU: Seoul National University)H-Index: 32
Summary Creativity is an increasingly important domain of performance largely based on knowledge held and exchanged among employees. Despite the necessity of knowledge exchange, individual employees tend to experience mixed motivation caused by the inherent social dilemma of knowledge sharing. To pragmatically explain how individuals deal with this motivational dilemma, we propose an expanded framework of knowledge management behavior (KMB) that includes knowledge sharing, hiding, and manipulati...
21 CitationsSource
#1Matej Černe (University of Ljubljana)H-Index: 13
#2Tomislav Hernaus (University of Zagreb)H-Index: 10
Last. Miha Škerlavaj (BI Norwegian Business School)H-Index: 19
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This study investigates the multilevel interplay among team-level, job-related, and individual characteristics in stimulating employees' innovative work behavior (IWB) based on the theoretical frameworks of achievement goal theory (AGT) and job characteristics theory (JCT). A multilevel two-source study of 240 employees and their 34 direct supervisors in two medium-sized Slovenian companies revealed significant two- and three-way interactions, where a mastery climate, task interdependence, and d...
30 CitationsSource
Purpose This paper aims to explore antecedents and consequences of intra-organizational knowledge hiding. Design/methodology/approach A model was developed and tested with data collected from 691 knowledge workers from 15 North American credit unions. Findings Knowledge hiding and knowledge sharing belong to unique yet possibly overlapping constructs. Individual employees believe that they engage in knowledge hiding to a lesser degree than their co-workers. The availability of knowledge manageme...
44 CitationsSource
#1Bård Kuvaas (BI Norwegian Business School)H-Index: 26
#2Robert Buch (HiOA: Oslo and Akershus University College of Applied Sciences)H-Index: 11
Last. Jacques Forest (UQAM: Université du Québec à Montréal)H-Index: 18
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This study investigated relations between pay-for-performance incentives designed to vary in instrumentality (annual pay-for-performance, quarterly pay-for-performance, and base pay level) and employee outcomes (self-reported work effort and turnover intention) in a longitudinal study spanning more than 2 years. After controlling for perceived instrumentality, merit pay increase, and the initial values of the dependent variables, the amount of base pay was positively related to work effort and n...
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#1Hongdan Zhao (SHU: Shanghai University)H-Index: 3
#2Qing Xia (SHU: Shanghai University)H-Index: 1
Last. Pei Wan (NU: Nanjing University)H-Index: 1
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Abstract As a pervasive workplace phenomenon in service organizations, knowledge hiding can cause serious economic losses to companies. This study seeks to identify a new interpersonal antecedent of knowledge hiding, specifically workplace ostracism. We further focus on the moderating roles of negative reciprocity beliefs and moral disengagement in the relationship between workplace ostracism and knowledge hiding in service organizations. Using a time-lagged research design, we collected data fr...
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#1Anastasia Sergeeva (VU: VU University Amsterdam)H-Index: 4
#2Tatiana Andreeva (SPbU: Saint Petersburg State University)H-Index: 10
In response to the calls for more context-aware theorizing, in this essay we review the empirical research on individual knowledge sharing behavior in organizations, with a specific focus on the context in which employees share knowledge. We build on the “Who? / Where? / Why? / What?” framework to “flesh out” the contexts of the empirical studies on individual knowledge sharing published in top-level journals. Mapping the researched contexts, we indicate several biases of the literature as well ...
20 CitationsSource
#1Oscar Llopis (ESC Rennes School of Business)H-Index: 5
#2Nicolai Juul Foss (CBS: Copenhagen Business School)H-Index: 72
Abstract A cooperative organizational climate is often argued to promote knowledge-sharing behaviors among employees. However, research indicates that managerial interventions aimed at shaping the organizational climate can be difficult to execute. We develop and test a contingency model of intrinsic motivation and job autonomy as moderators of this relationship. We find that the social climate for cooperation better predicts knowledge sharing when employees show low levels of intrinsic motivati...
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#1Tatiana Andreeva (MU: Maynooth University)H-Index: 10
#2Anastasia Sergeeva (VU: VU University Amsterdam)H-Index: 4
This article examines how individual-level antecedents such as motivation and ability to share knowledge mediate the relationship between HR practices and knowledge-sharing behaviour. The results of a survey of 329 secondary school teachers reveal the contradictory effects of different HR practices on the mediating roles of intrinsic and extrinsic motivation to share knowledge and subsequent knowledge-sharing behaviour of teachers. The study demonstrates that opportunity-enhancing HR practices a...
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#1Carol Flinchbaugh (NMSU: New Mexico State University)H-Index: 3
#2Pingshu Li (KU: University of Kansas)H-Index: 4
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To assess potential boundary conditions in the relationship between HRM systems and team service quality, we examined both collective and individual-level capabilities as underlying mechanisms between team-level high involvement work practices (HIWPs) and team service quality. Using multi-level modelling with a sample of 397 employees in 25 work teams from five service organisations, we found that team HIWPs enhanced knowledge sharing, leading to improved team service climate. Moreover, the pres...
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The significance of managing and sharing employee knowledge for successful organizational change, innovation, and for sustainable advantage has indeed been suggested by research since the last few decades. Despite numerous attempts to foster the sharing of knowledge in organizations, employees may not always be willing to share knowledge attributed due to personal beliefs or situational constraints leading to hiding of knowledge. This article provides a theoretical basis by identifying and illus...
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#1Ioanna KaramitriH-Index: 3
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Sustainable societies need to consider the connection between knowledge management (KM) and healthcare as a critical issue for social development. They need to investigate how to create knowledge and identify possible predictors of knowledge-sharing behavior that can support a hospital’s sustainable knowledge-management strategy. KM strategies could help managers to increase the performance of hospitals and other healthcare organizations. The purpose of this paper is to present a valid and relia...
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#1Bart DoyenH-Index: 2
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Background Good radiation safety practice in the angiosuite is essential to protect patients and healthcare workers. Most strategies aim to advance radiation safety through technological upgrades and educational initiatives. However, safety literature suggests that additional ways to improve radiation safety in the angiosuite do exist. The safety climate reflects the way team members perceive various key characteristics of their work environment and is closely related to relevant safety outcomes...
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#1Suthiluk Lapsomboonkamol (Chula: Chulalongkorn University)
#2Mongkolchai Wiriyapinit (Chula: Chulalongkorn University)H-Index: 1
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Organizational performance is considered as the essence of an industrial enterprises’ existence. However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential. The main aim of this paper is to present the research results focused on perceived organizational perfo...
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The purpose of this study is to test the relationship between abusive supervision and employee’s knowledge hiding behaviour among Indian information technology (IT) employees. The paper also strives to theoretically discuss and then seek empirical evidence to the two mediational paths (namely, psychological contract violation and supervisor directed aggression) that explain the focal relationship between abusive supervision and knowledge hiding.,To test the proposed hypotheses, the study draws c...
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#1Catherine E. Connelly (McMaster University)H-Index: 19
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