An examination of the curvilinear relationship between workplace ostracism and knowledge hoarding

Abstract

Purpose The purpose of this paper is to explore the curvilinear relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding by using the conservation of resources theory. In addition, the paper predicts one possible situational context (political skill) that may influence employees’ reaction to ostracism. Design/methodology/approach Using a two-wave research design, the authors collected data from 240 samples in a Chinese diversified company. Hierarchical regression models were used to test the hypotheses. Findings The authors found that the relationship between workplace ostracism (supervisor ostracism and co-worker ostracism) and knowledge hoarding was U-shaped. Moreover, political skill moderated the linkage between workplace ostracism and knowledge hoarding such that the U-shaped association was stronger for people higher, rather than lower, in political skill. Originality/value By exploring a curvilinear relationship between ostracism and knowledge hoarding, the study enriches the knowledge hoarding literature by adding a substantive predictor of knowledge hoarding. The findings can also extend the workplace ostracism literature by providing a new conceptual analysis of interpreting the inconsistent findings involving the influence of workplace ostracism. Moreover, identifying political skill as a moderator can gain a better understanding of when and why an ostracized employee’s knowledge hoarding behavior can be less likely.

Leader–member exchange, organizational identification, and knowledge hiding: The moderating role of relative leader–member exchange

“…First, previous studies on the antecedents of knowledge hiding have confirmed that an interpersonal antecedent is a critical factor in predicting knowledge hiding (Connelly et al, ). However, most of the literature focuses on the relationships among coworkers and neglects the quality of supervisor–subordinate relationship (Connelly et al, ; Zhao et al, ; Zhao & Xia, ). As Tepper et al () noted, the relationship between an employee and his or her immediate supervisor is the most important one among the interpersonal relationships developed at work.…”

“…We included employees' gender, age, and job tenure as control variables because these variables have potential influences on employees' knowledge hiding behaviors (e.g., Bogilović, Černe, & Škerlavaj, 2017;Peng, 2013;Zhao & Xia, 2017). Specifically, gender was coded as a dummy variable (1 = male, 0 = female), and age and job tenure were measured in years.…”

“…First, previous studies on the antecedents of knowledge hiding have confirmed that an interpersonal antecedent is a critical factor in predicting knowledge hiding (Connelly et al, 2012). However, most of the literature focuses on the relationships among coworkers and neglects the quality of supervisor-subordinate relationship (Connelly et al, 2012;Zhao et al, 2016;Zhao & Xia, 2017 organizational identification through some specific measures is an issue that managers must address. Managers should improve the organization's reputation through the organizational system or activities, use official proclamations or speeches to encourage employees to define themselves as members of the organization, and shape the image of the organization in the minds of employees.…”

Why and when knowledge hiding in the workplace is harmful: a review of the literature and directions for future research in the Chinese context

“…Zhao et al. ; Zhao and Xia ). However, it is not always the case that all the exchange between the leaders and organisation members can be explained by social exchange theory (e.g.…”

Barriers to Knowledge Sharing Among Academics in Tertiary Institutions

“…However, some scholars recognize knowledge hoarding as intentional 54,55 . On the other hand, knowledge hiding refers to the intentional attempts of withholding or concealing one"s knowledge which has been requested by others 56,57 .…”