Does abusive supervision always promote employees to hide knowledge? From both reactance and COR perspectives

被引:103
作者
Feng, Jiaojiao [1 ,2 ]
Wang, Changyu [3 ]
机构
[1] Zhongnan Univ Econ & Law, Sch Business Adm, Wuhan, Hubei, Peoples R China
[2] Renmin Univ China, Sch Labor & Human Recourses, Beijing, Peoples R China
[3] Jiangnan Univ, Sch Business, Wuxi, Jiangsu, Peoples R China
基金
中国国家自然科学基金;
关键词
Job insecurity; Abusive supervision; Knowledge hiding; Conservation of resources (COR) theory; Motivational climate; Reactance theory; EMOTIONAL EXHAUSTION; MEDIATING ROLE; MANAGEMENT; ANTECEDENTS; MOTIVATION; CLIMATE; TEAMS; CONSEQUENCES; CONSERVATION; PERFORMANCE;
D O I
10.1108/JKM-12-2018-0737
中图分类号
G25 [图书馆学、图书馆事业]; G35 [情报学、情报工作];
学科分类号
1205 ; 120501 ;
摘要
Purpose Knowledge hiding as an important topic in knowledge management field might be triggered by abusive supervision, but few studies discussed how to alleviate the effect of abusive supervision on knowledge hiding. Drawing on both reactance theory and conservation of resources (COR) theory, this study aims to build a moderated mediation framework to examine effects of abusive supervision on knowledge hiding via job insecurity and under moderation of motivational climate (including mastery climate and performance climate). Design/methodology/approach The paper uses a two-wave survey study among 155 knowledge workers from educational and manufacturing industries. Findings Results show that abusive supervision is not significantly related to knowledge hiding directly but indirectly via job insecurity. Abusive supervision's interaction with mastery climate is negatively related to knowledge hiding, but its interaction with performance climate is positively related to knowledge hiding. The indirect relation of abusive supervision to knowledge hiding via job insecurity is significantly moderated by mastery climate but not by performance climate. Research limitations/implications - Despite contributions, this study also has some limitations. Variables rated from the same source (i.e. employees) may have common method bias although the two-wave design does help alleviate this concern. Practical implications - The paper highlights important reasons why people hide knowledge at work (because of abusive supervision and job insecurity) and identifies a boundary condition (mastery climate) which will reduce abusive supervision's influence on knowledge hiding. Originality/value This paper contributes to knowledge hiding literature which is an important part of knowledge management from the perspective of abusive supervision based on both reactance theory and COR theory.
引用
收藏
页码:1455 / 1474
页数:20
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