Wang Jiping, Tian Shuhui, Wang Yu, Guo Yujie, Wei Xiaoyang, Zhou Xingchi, Zhang Yishi
School of Management, Wuhan Textile University, Wuhan, People's Republic of China.
School of International Business and Management, Sichuan International Studies University, Chongqing, People's Republic of China.
Psychol Res Behav Manag. 2023 Jan 15;16:133-147. doi: 10.2147/PRBM.S381364. eCollection 2023.
Knowledge-sharing is critical for the survival and development of today's organization, but employees are not always willing to share their knowledge and sometimes even hide it intentionally or unintentionally. Taken from the leadership perspective, this paper aims to investigate the influence of leader hypocrisy on employees' knowledge-hiding behaviors. Drawing on the self-determination theory (SDT), this paper explores the mediating role of basic psychological needs satisfaction, as well as the moderating effect of employees' interdependent self-construal on the relationship between basic psychological needs satisfaction and knowledge-hiding behaviors. The moderated mediation effect is also tested.
The data were collected from companies located in mainland China. The data sample for analysis consists of 336 employees. Hierarchical regression analysis was adopted to test the hypotheses of our proposed model.
Leader hypocrisy are positively related to knowledge-hiding behaviors ( = 0.490, < 0.01). Basic psychological needs satisfaction plays a partial mediating role in such relationship ( =0.118, [0.056, 0.210]). The interdependent self-construal moderates the relationship between basic psychological needs satisfaction and knowledge-hiding behaviors ( = 0.134, < 0.01), as well as the moderated mediation effect (BootSE = 0.018, [-0.083, -0.009]).
The results show that leader hypocrisy is positively related to knowledge-hiding behaviors, and basic psychological needs satisfaction partially mediates such relationship. The interdependent self-construal weakens the negative relationship between basic psychological needs satisfaction and knowledge hiding.
知识共享对于当今组织的生存和发展至关重要，但员工并不总是愿意分享他们的知识，有时甚至有意或无意地隐瞒知识。从领导的角度出发，本文旨在研究领导伪善对员工知识隐瞒行为的影响。本文借鉴自我决定理论（SDT），探讨基本心理需求满足的中介作用，以及员工相互依存的自我建构对基本心理需求满足与知识隐瞒行为之间关系的调节作用。同时也检验了调节中介效应。
数据收集于中国大陆的公司。用于分析的数据样本包括336名员工。采用层次回归分析来检验我们所提出模型的假设。
领导伪善与知识隐瞒行为呈正相关（β = 0.490，p < 0.01）。基本心理需求满足在这种关系中起部分中介作用（β = 0.118，[0.056，0.210]）。相互依存的自我建构调节了基本心理需求满足与知识隐瞒行为之间的关系（β = 0.134，p < 0.01），以及调节中介效应（BootSE = 0.018，[-0.083，-0.009]）。
结果表明，领导伪善与知识隐瞒行为呈正相关，基本心理需求满足部分中介了这种关系。相互依存的自我建构削弱了基本心理需求满足与知识隐瞒之间的负相关关系。
