Relationship between Workplace Incivility and Knowledge Hiding in Organizations : Moderating Effects of Need for Affiliation

2020 ◽  
Vol 23 (1) ◽  
pp. 193-220
Author(s):  
Jin-Hua ZHANG ◽  
Su Jin Han
Keyword(s):  
Workplace Incivility ◽  
Moderating Effects ◽  
Need For Affiliation ◽  
Knowledge Hiding

Workplace incivility and knowledge hiding behavior: does personality matter?

2018 ◽  
Vol 5 (3) ◽  
pp. 278-288 ◽  
Author(s):  
Rasidah Arshad ◽  
Ida RosnitaI Ismail
Keyword(s):  
Workplace Incivility ◽  
Hierarchical Regression ◽  
Personal Factors ◽  
Content Type ◽  
Realistic Job Preview ◽  
Emotions In The Workplace ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Relationship ◽  
Personality Disposition

PurposeThe purpose of this paper is to examine the relationship between workplace incivility and knowledge hiding, and role of personality disposition (neuroticism) in moderating such relationships.Design/methodology/approachData were collected from 108 employees nested in 18 teams from private sectors via survey questionnaire. Confirmatory factor analysis and hierarchical regression models were used to test the hypotheses.FindingsThe findings show that the higher the level of workplace incivility experienced by the team members, the higher the tendency for them to hide knowledge and this relationship is moderated by neuroticism. Specifically, the relationship was found to be stronger for those employees high in neuroticism compared to those low in neuroticism.Practical implicationsThe study offers important implication in term of knowledge hiding prevention or reduction. The behavior can be reduced by creating awareness among employees on the importance of civility at work via campaign, realistic job preview and leading by example. To manage the effect of neuroticism, managers need to identify those high in the trait and provide them with training on how to better regulate and manage negative emotions in the workplace.Originality/valueThe study contributes to the research on knowledge hiding behavior by advancing the understanding of organizational and personal factors that can influence knowledge hiding among employees working in team. It is the first to propose and empirically validate the predictive effect of workplace incivility on knowledge hiding. It also addresses the usefulness of examining personality disposition in understanding the relationship between workplace incivility and knowledge hiding behavior.

scholarly journals How Knowledge-Hiding Behavior Among Manufacturing Professionals Influences Functional Interdependence and Turnover Intention

2021 ◽  
Vol 12 ◽  
Author(s):  
Lalatendu Kesari Jena ◽  
Deepika Swain
Keyword(s):  
Statistical Analysis ◽  
Turnover Intention ◽  
Positive Association ◽  
Significant Loss ◽  
Workplace Incivility ◽  
Significant Difference ◽  
Uncivil Behaviors ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Impact

Objectives: Knowledge hiding is inappropriate behavior of employees at the workplace that makes the entire organization suffer a subtle yet significant loss. Lack of sharing makes the journey of learning an arduous process. This, in turn, gives rise to a series of uncivil behaviors, hence resulting in a decrease of functional interdependence (FI). The cascading result toll is a turnover intention (TI), resting only after turnover—an actual separation from the employer. Statistical analysis of the empirical data collected depicts the intensity of influence of FI and TI as a result of the knowledge-hiding behavior.Methods: Three hundred sixty-three executives employed in three public and two private manufacturing organizations in eastern India were the respondents in our study. To analyze the difference in variables of the study, a t-test was carried out. The statistical findings suggest no significant difference among study variables. This specifies that, despite a considerable difference in levels of management, there was no significant difference in perceiving workplace incivility, knowledge-hiding behavior, FI, and TI items of our instruments.Results: Correlation findings show a negative association between workplace incivility and functional interdependence (r = −0.37 when the value of p is <0.01) and a positive association among workplace incivility and turnover intention (r = 0.32 when the value of p is <0.01). The condensed effect of workplace incivility (β = −0.59 when the value of p is <0.001) along with an important presence of knowledge-hiding behavior (β = −0.68 when the value of p is <0.01) when the dependent variable is FI indicates that knowledge-hiding behavior is mediating a partial association among workplace incivility and FI. Similarly, the effect of workplace incivility (β = 0.43 when the value of p is <0.01) is decreased when the impact of knowledge-hiding behavior (β = 0.66 when the value of p is <0.001) was sizeable with TI being the dependent variable.Conclusion: The effect of knowledge hiding is inversely proportional to FI, whereas sharing has a direct relation with TI. An exhaustive data sample and a rigorous statistical analysis may give a clear picture of the amount of impact of TI and FI due to the lack of knowledge sharing and/or knowledge hiding.

scholarly journals The relationship between workplace incivility and depersonalization towards co-workers: Roles of job-related anxiety, gender, and education

2019 ◽  
Vol 26 (2) ◽  
pp. 219-240
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Workplace Incivility ◽  
Mediating Effect ◽  
Individual Factors ◽  
Moderating Effects ◽  
Mediating Role ◽  
Gender And Education ◽  
Time Lagged ◽  
The Relationship ◽  
Management Scholarship

AbstractThis study contributes to management scholarship by unpacking the relationship between employees' exposure to workplace incivility and their exhibition of depersonalization towards co-workers, according to the mediating effect of job-related anxiety and the moderating effects of gender and education. Time-lagged data from employees in Pakistani organizations show that an important reason workplace incivility enhances depersonalization towards co-workers is that employees feel anxious about their jobs. This mediating role of job-related anxiety is particularly salient among male and higher-educated employees, possibly because they suffer from resource losses in the form of dignity threats when they are treated with disrespect. For organizations, this study accordingly pinpoints a key mechanism by which disrespectful workplace treatment can escalate into depersonalization towards co-workers (enhanced job-related feelings of anxiety), as well as how the strength of this mechanism might depend on individual factors.

scholarly journals Examining Workplace Incivility as an Antecedent of Knowledge Hiding Behavior

2020 ◽  
Vol 55 (5) ◽  
Author(s):  
Shalendra S. Kumar ◽  
Shinhyung Kang ◽  
Rohit Kishore
Keyword(s):  
Structural Equation ◽  
Management Training ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
Future Research ◽  
Need For Achievement ◽  
Extant Literature ◽  
Average Variance ◽  
Hiding Behavior ◽  
Knowledge Hiding

This study aims to examine the influence of workplace incivility on knowledge-hiding behavior. The study also examines the moderating role of an individual’s need for achievement between the two constructs. The data was collected from 331 individuals through convenience sampling from the public sector in the unstable economy of Fiji. The proposed model was tested through structural equation modeling. While the average variance extracted and composite reliability exceeded the recommended threshold of 0.5 and 0.7, the Cronbach's alpha ranged from 0.88 to 0.91. Thus, the measurement constructs were found to be suitable and sound for the research. The findings of the study show a significant positive relationship between workplace incivility and knowledge-hiding behavior accepted. Furthermore, the individual’s need for achievement significantly moderates the relationship between workplace incivility and knowledge-hiding behavior. While the extant literature implicitly regards workplace incivility as a negative phenomenon with a great tendency for knowledge-hiding behavior, this research shows that the deleterious effect of workplace incivility on knowledge-hiding can be moderated through an individual’s need for achievement. The findings further suggest that individuals with a need for achievement have a greater propensity to change the negative phenomenon into a positive challenge. This will be our major contribution to the extant literature. It is also proposed that the organization invest more in emotional management training, leadership training, empowering workers, and creating awareness of the importance of civil behavior at work. Finally, the implications, limitations, and suggestions for future research are discussed.

scholarly journals MODERATING FUNCTIONS OF PASSIVE LEADERSHIP AND PERCEIVED ORGANIZATIONAL SUPPORT ON INCIVILITY - CWB DYAD

2020 ◽  
Vol 8 (11) ◽  
pp. 631-644
Author(s):  
Fatima Azam ◽  
◽  
Ansar Waseem ◽  
Keyword(s):  
South Asian ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Empirical Studies ◽  
Workplace Incivility ◽  
Psychological Effects ◽  
Moderating Effects ◽  
Asian Context ◽  
The Relationship

This study aimed to inspect the effect of workplace incivility on organizational CWB and enlightened whether perceived organizational support and passive leadership strengthens or weakens the relationship between incivility – CWB-O dyad.Survey method was used to collect data from employees of diverse serviceorganizations including banks, university, NGO, IT, and outsourcing companies located inLahore, Pakistan.Outcomes of the study indicated that workplace incivility is positively related to CWB-O andthis association is moderated by passive leadership and POS. While passive leadershipstrengthens the relationship between incivility and counter working behavior, POS weakens thesame.Self – reported measures were used which were considered suitable according to the nature ofstudy. As an alternate, peer – reported measures can be adopted. Besides, data could be collectedfrom more than one city of Pakistan in future studies.Every organization endeavours to limit the occurrences of CWB. Results of this study show that apassive leader may aggravate incivility into CWB. On the contrary, if the employees perceivethat their organization is supportive then they may not engage into such deviant behavior.Societal norms must be implemented to create a sense of equality among people.Through POS, an organization may be able to reduce the workplace stresses which is beneficialin improving work lifequality but also diminishing the psychological effects of such deviantbehaviors.This is one of the first empirical studies that uncovers the moderating effects of passive leadership and POS in the workplace incivility and CWB-O relationship in South Asian Context.

Workplace incivility and knowledge hiding: a research agenda

2020 ◽  
Vol 27 (3) ◽  
pp. 958-980
Author(s):  
Ayesha Irum ◽  
Koustab Ghosh ◽  
Agrata Pandey
Keyword(s):  
Active Form ◽  
Workplace Incivility ◽  
Exchange Relationships ◽  
Content Type ◽  
Workplace Mistreatment ◽  
Review Model ◽  
The Individual ◽  
Knowledge Hiding ◽  
Relationship Of ◽  
The Impact

PurposeContemporary organizations report a sharp increase in the incidences of workplace incivility. The purpose of this paper is to capture the impact of workplace incivility on the victimized employee's knowledge-hiding behaviours. The paper proposes that the victim will hide knowledge by playing dumb, evasive hiding and rationalized hiding behaviour.Design/methodology/approachThe paper first focusses on a review of literature on workplace incivility and summarizes the findings through a conceptual review model. Subsequently, the paper puts forth a conceptual model depicting the relationship of incivility with knowledge hiding.FindingsDrawing from the affective events theory, the paper demonstrates that incivility will arouse negative emotions in the victim, enticing the individual to respond by engaging in knowledge hiding. It establishes knowledge hiding to be more than just a consequence of reciprocal exchange relationships. The authors also propose this positive relationship to vary with gender.Originality/valueThe paper draws attention towards the counterproductive knowledge behaviours that can be stirred as a result of negative emotional experiences. It explores the employee’s response to an active form of workplace mistreatment, workplace incivility. It advocates the need to check uncivil and disrespectful behaviours in the organization so as to build a healthy work environment.

scholarly journals Incivility and Knowledge Hiding in Academia: Mediating Role of Interpersonal Distrust and Rumination

2022 ◽  
Vol 12 ◽  
Author(s):  
Qingyan Wu ◽  
Shahnawaz Saqib ◽  
Jianhua Sun ◽  
Yuxia Xiao ◽  
Wenya Ma
Keyword(s):  
Organizational Behavior ◽  
Structural Equation ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
Central Position ◽  
Time Interval ◽  
Missing Link ◽  
Mediating Role ◽  
Knowledge Hiding ◽  
Second Wave

Workplace incivility is under investigation for the last three decades, and it holds a central position in organizational behavior literature. However, despite the extensive investigations in the past, there exists a missing link between workplace incivility and knowledge hiding in academia. This study aims to tap this missing link for which data were collected from the universities staff. Data were collected in two waves to reduce the common method biases. In the first wave, questions were asked from the respondents regarding their demographic characteristics and exposure to workplace incivility. At this stage, 400 questionnaires were floated and 355 completely filled responses were received back, while in the second wave, those respondents were approached for data collection who have completely filled questionnaires in the first wave. The time interval between the two waves was 1 month. In the second wave, questions related to distrust and knowledge hiding behavior were asked from the respondents. At this stage, 323 questionnaires were received back out of which 290 were filled and these were considered for final data analysis. Collected data were analyzed by applying structural equation modeling (SEM) through SmartPLS. Results indicated that employees tend to hide knowledge when they experience incivility at workplace. Moreover, they develop a sense of distrust in response to workplace incivility which further triggers them to hide knowledge. Limitations and future directions are also discussed.

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