Procedural justice, relative deprivation, and intra-team knowledge sharing: The moderating role of group identification

Abstract

How to promote employees’ knowledge-sharing behaviors has become a focus of managers and researchers. Based on the theory of relative deprivation, this study explored the mechanism of organizational procedural justice on employees’ intra-team knowledge sharing, as well as the mediating role of relative deprivation and the moderating role of group identification. A path analysis was conducted on 416 valid questionnaire data, and the results revealed that: (1) Procedural justice has a positive effect on intra-team knowledge sharing; (2) Both group relative deprivation and individual relative deprivation play a mediating role between procedural justice and intra-team knowledge sharing, but they have opposite effects. Procedural justice reduces both group relative deprivation and individual relative deprivation, but individual relative deprivation decreases employees’ intra-team knowledge sharing, while group relative deprivation increases it. (3) Group identification has an enhancing moderating effect on the relationship between group relative deprivation and intra-team knowledge sharing, while the moderating effect on the relationship between individual relative deprivation and intra-team knowledge sharing is not significant. Therefore, enterprises should make procedures such as performance appraisal and salary allocation justify and transparent to reduce individual relative deprivation, but should moderately trigger group relative deprivation flexibly according to the situation, while enhancing employee group identification through cultural construction.

OCEAN Traits as Key Determinants of Knowledge Sharing Behaviour through Short-video Social Commerce Platforms

“…Various theories and concepts have been applied to predict the sharing behavior of individuals in different contexts. These include applying the concepts of individual personality and motivation, team and interpersonal factors, or job characteristics to study knowledge-hiding characteristics in the hospitality industry [32], user motivations and incentive mechanisms on individual behavior of knowledge sharing as drivers of women's entrepreneurial innovativeness [33], the relationship between identity dynamics and interpersonal horizontal knowledge sharing in multinational enterprises [17], the dimensions of meaningfulness, goal orientation and beyond-the-self relationships with knowledge sharing behavior of university students [34], employees' attitudes, social pressure and job characteristics on the intention to share knowledge [35], the influence of anticipation of extrinsic rewards, anticipation of reciprocal relationships and perception of reciprocal benefits on knowledge sharing behavior [36], the role of digital technologies for knowledge sharing in open innovation projects [37], the impact of positive and negative emotions (specifically enthusiasm and anxiety) on knowledge sharing intentions [38], the attitudes of employees in terms of sharing knowledge during COVID-19 in an online environment [39], the factors of planned behavioral theory and the technology acceptance model in influencing knowledge sharing behavior at higher education institutes [40], the mechanism of organizational procedural justice on employees' intra-team knowledge sharing [41], the role of self-efficacy in the dimensions of trust, reciprocity, reputation and ability on knowledge sharing behavior [18], the analysis of knowledge sharing behavior between employees in software development roles in virtual teams [42], the individual classroom characteristics on students' behavior towards knowledge sharing [19], the impact of intention to share knowledge, knowledge sharing self-efficacy and enjoyment in helping others on knowledge sharing behavior [19], and the effect of the five-factor personality model on individual knowledge sharing behavior through the moderating role of perceived organizational incentives [20]. This study applied the Big Five model of personality traits (OCEAN) based on Costa and McCrae [43], consisting of Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism to study the causal relationships of personality traits on knowledge sharing behavior through a short-video social commerce platform.…”

The Effect of Economic on Relative Deprivation——The Mediating Effect of Sense of Social Fairness

“…In social environments with a weaker sense of social fairness, residents are more likely to fall short compared to others, thus creating a greater likelihood of relative deprivation; conversely, in social environments with a stronger sense of social fairness, individuals are less likely to develop a sense of relative deprivation. Therefore, if people develop a sense of social fairness, it will be accompanied by a strong sense of relative deprivation [18] which will shake the foundation of social legitimacy and ultimately lead to violent social conflicts. Therefore, when exploring the impact of economic development on relative deprivation, the important mediating effect of the sense of social fairness should be emphasized.…”