Mahmood Hamid, Rehman Asad Ur, Sabir Irfan, Rauf Abdul, Afthanorhan Asyraf, Nawal Ayesha
TIMES Institute, Multan, Pakistan.
Management & Science University, Shah Alam, Malaysia.
Heliyon. 2023 Jul 17;9(8):e18372. doi: 10.1016/j.heliyon.2023.e18372. eCollection 2023 Aug.
To address the gap of extant literature and to assess employees' in-role and innovative performance, a model was developed and tested through organizational justice facets- procedural, distributive, and interactional justice with knowledge hiding facets, well-being facets and professional commitment. The purpose of the present research is to inspect the role of justice facets in shaping knowledge hiding behavior through optimistic role of well-being toward employee performance with the remedial role of professional commitment under the shadow of Psychological Ownership Knowledge Theory (POKT) and Social Exchange Theory (SET). For that persistence, present research acknowledged the practices and connotations of knowledge hiding because limited research is prevailed on the contrasting influence of knowledge hiding practice. Data were collected through random sampling via dual-wave survey questionnaire from 613 employees working in Kuala Terengganu, Malaysia. Structural Equation Modeling was carried out through AMOS (24.0) and SPSS (25.0). Findings reveal that the association with in-role and innovative performance with justice is positively associated through well-being, and the relationship between knowledge hiding and job performance was also positively associated. This study argued that knowledge sharing reshapes knowledge hiding behavior that plays a negative role in organizational performance. This study suggested the notable contribution in the direction of organizational context of developing realm settings by revealing the predecessor character of knowledge hiding and endorses the organizational justice to persuade top management for in-role and innovative performance enhancement.
为了填补现有文献的空白，并评估员工的角色内绩效和创新绩效，开发并测试了一个模型，该模型涉及组织公正的各个方面——程序公正、分配公正和互动公正，以及知识隐藏方面、幸福感方面和职业承诺。本研究的目的是在心理所有权知识理论（POKT）和社会交换理论（SET）的框架下，通过幸福感对员工绩效的积极作用以及职业承诺的补救作用，考察公正方面在塑造知识隐藏行为中的作用。出于这一目的，本研究认可了知识隐藏的实践和内涵，因为关于知识隐藏实践的对比影响的研究较少。通过双波调查问卷，对马来西亚登嘉楼613名员工进行随机抽样收集数据。通过AMOS（24.0）和SPSS（25.0）进行结构方程建模。研究结果表明，公正与角色内绩效和创新绩效之间通过幸福感呈正相关，知识隐藏与工作绩效之间也呈正相关。本研究认为，知识共享重塑了在组织绩效中起负面作用的知识隐藏行为。本研究通过揭示知识隐藏的先行特征，在发展领域设置的组织背景方向上做出了显著贡献，并支持组织公正，以说服高层管理人员提高角色内绩效和创新绩效。
