Xu Guang, Huang Ying, Huang Songshan Sam
School of Management, Harbin Normal University, Harbin, China.
School of Business and Law, Edith Cowan University, Joondalup, WA, 6027, Australia.
Heliyon. 2023 Mar 23;9(4):e14697. doi: 10.1016/j.heliyon.2023.e14697. eCollection 2023 Apr.
Informational justice is negatively associated with evasive hiding and playing dumb behaviours but positively associated with rationalized hiding behaviour through the mediation of organizational identification. In addition, justice sensitivity moderates the relationship between informational justice and organizational identification.
Managers should deliver informational justice in their workplace interactions with subordinates in counteracting workplace knowledge hiding, and pay special attention to employees with higher justice sensitivity who possess critical knowledge to the organization.
ORIGINALITY/VALUE: This study identified informational justice in the leader-follower exchange domain as a predictor of employee knowledge hiding, and examined specific mediation mechanism and boundary effects.
本研究通过组织认同的中介作用，考察信息公正对员工知识隐藏的影响，并进一步探究公正敏感性如何调节这些影响。设计/方法/途径：通过对中国250名在职人员进行问卷调查收集数据。进行验证性因素分析以检验构念测量的有效性和可靠性。然后使用回归分析进行假设检验。
信息公正与回避隐藏和装傻行为呈负相关，但通过组织认同的中介作用与合理化隐藏行为呈正相关。此外，公正敏感性调节信息公正与组织认同之间的关系。
管理者应在与下属的职场互动中传递信息公正，以对抗职场知识隐藏，并特别关注公正敏感性较高且拥有对组织至关重要知识的员工。
原创性/价值：本研究将领导-下属交换领域的信息公正确定为员工知识隐藏的预测因素，并考察了具体的中介机制和边界效应。
