Xing Yimeng, Li Yongzhou
Center For Industrial Policy and Management Research, Evergrande School of Management, Wuhan University of Science and Technology, Wuhan, China.
Front Psychol. 2022 Aug 17;13:920914. doi: 10.3389/fpsyg.2022.920914. eCollection 2022.
This study seeks to examine the relationship between workplace ostracism and innovation behavior while considering the mediating role of knowledge hiding and organizational identification. The study also tests the moderating role of task interdependence in these relationships. The study collected data through structured questionnaires from 409 participants (i.e., employees) working in the small to medium-sized enterprise of big cities of China. The study adopted a structured equation modeling technique for data analysis. Significantly, the study results suggest that workplace ostracism is negatively associated with innovation behavior, both directly and indirectly knowledge hiding and organizational identification. We also find that task interdependence weakens the positive relationship between workplace ostracism and knowledge hiding. Current study has tested the negative relationship between workplace ostracism and innovation behavior unlike most of the previous investigations that have focused on positive factors. Our study from a rational perspective to explore the influence mechanism between workplace ostracism and innovation behavior is addition to the previous research and the rich, in revelation managers motivate employees to implement knowledge sharing activities at the same time, pay attention to take measures to restrain negative knowledge such as knowledge hidden activities, to activate the creativity of organization staff of intellectual resources. This paper contributes to innovation behavior literature which is an important part of innovation management based on both conservation of resources theory and social network theory.
本研究旨在考察职场排斥与创新行为之间的关系，同时考虑知识隐藏和组织认同的中介作用。本研究还检验了任务相互依赖性在这些关系中的调节作用。该研究通过结构化问卷，从中国大城市的中小企业中409名参与者（即员工）那里收集了数据。该研究采用结构方程建模技术进行数据分析。值得注意的是，研究结果表明，职场排斥与创新行为直接和间接地通过知识隐藏和组织认同呈负相关。我们还发现，任务相互依赖性削弱了职场排斥与知识隐藏之间的正向关系。与以往大多数关注积极因素的调查不同，当前研究检验了职场排斥与创新行为之间的负向关系。我们从理性的角度研究职场排斥与创新行为之间的影响机制，丰富了以往的研究，启示管理者在激励员工开展知识共享活动的同时，要注意采取措施抑制知识隐藏等负面知识活动，以激活组织员工智力资源的创造力。本文基于资源保存理论和社会网络理论，对创新行为文献做出了贡献，而创新行为文献是创新管理的重要组成部分。
