Wen Junqi, Ma Ruijun
School of Labor and Human Resources, Renmin University of China, Beijing, China.
Beijing Docvit Law Firm, Tianjin, China.
Front Psychol. 2021 Dec 20;12:796976. doi: 10.3389/fpsyg.2021.796976. eCollection 2021.
Research on knowledge management has rapidly increased in the last decade, leaving a huge gap on how, why, and what triggers knowledge hiding in inter-organizational setups. Furthermore, the fostering factors for knowledge sharing have also remained unexplored because the employees in an organization are unwilling to share their knowledge with others for several reasons. The current study has attempted to explore the reasons that make employees hide their knowledge from other employees in order to excel. The individual factors considered in this study that make employees hide their knowledge are the lack of rewards for knowledge sharing, internal competition, and psychological entitlement. Furthermore, the interesting consequent factor of knowledge hiding in this study was found to be significant. The moderating role of employees' social status has a significant moderating effect on the relationship between knowledge-hiding behavior and organizational performance. The population of the study was the managerial employees of financial institutions of China and the sample size taken in his study was 446 convenient sampling technique. The independent factors in this study found significant results of knowledge-hiding behavior, thus approving the mediating role of knowledge hiding in the organizational performance of the financial institutions of China. The software used in this study for the data analysis was smart PLS and the technique used was partial least square SEM for the measurement of the hypothesis of the study. The study's findings also have certain implications for policymaking in financial institutions that may hinder knowledge hiding practices and support the uninterrupted flow of knowledge among employees.
在过去十年中，知识管理研究迅速增加，但在组织间环境中，关于如何、为何以及是什么引发知识隐藏方面存在巨大差距。此外，知识共享的促进因素也未得到探索，因为组织中的员工出于多种原因不愿与他人分享知识。当前研究试图探究员工为了出类拔萃而向其他员工隐藏知识的原因。本研究中考虑的导致员工隐藏知识的个体因素包括知识共享缺乏奖励、内部竞争和心理权利感。此外，本研究中知识隐藏的有趣后续因素被发现具有显著意义。员工社会地位的调节作用对知识隐藏行为与组织绩效之间的关系具有显著的调节效应。该研究的总体是中国金融机构的管理人员，本研究采用的样本量为446，抽样技术为便利抽样。本研究中的独立因素在知识隐藏行为方面得出了显著结果，从而证实了知识隐藏在中国金融机构组织绩效中的中介作用。本研究用于数据分析的软件是Smart PLS，所使用的技术是偏最小二乘结构方程模型来检验研究假设。该研究结果对金融机构的政策制定也有一定启示，可能会阻碍知识隐藏行为，并支持员工之间知识的不间断流动。
