The Effect of Workplace Ostracism on Knowledge Hiding

2021 ◽  
Vol 21 (3) ◽  
pp. 117-127
Author(s):  
Su Jin Han
Keyword(s):  
Workplace Ostracism ◽  
Knowledge Hiding

scholarly journals Workplace Ostracism and Knowledge Hiding: The Mediating Role of Job Tension

2019 ◽  
Vol 11 (20) ◽  
pp. 5547 ◽  
Author(s):  
Sidra Riaz ◽  
Yusen Xu ◽  
Shahid Hussain
Keyword(s):  
Textile Industry ◽  
Employee Loyalty ◽  
Job Tension ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
Time Lagged ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Impact

This study examined the impact of workplace ostracism on employees’ knowledge hiding behavior. Based on the conservation of resource theory, this study seeks to identify the effects of job tension as a mediator and the moderating effect of employee loyalty. Using a time-lagged research design, we collected the data from 392 employees of the textile industry. Results indicate that workplace ostracism positively influences the knowledge hiding behavior such as evasive hiding and playing dumb, whereas it is not significantly related with rationalized hiding. More specifically, workplace ostracism increases the feeling of job tension, while job tension mediates the relationship between workplace ostracism and knowledge hiding. In addition, we found that workplace ostracism demolished the benefits of employee loyalty, as high workplace ostracism more strongly influences the feeling of job tension. We also discussed the theoretical and practical implications.

Workplace ostracism and knowledge hiding in service organizations

2016 ◽  
Vol 59 ◽  
pp. 84-94 ◽  
Author(s):  
Hongdan Zhao ◽  
Qing Xia ◽  
Peixu He ◽  
Geoff Sheard ◽  
Pei Wan
Keyword(s):  
Service Organizations ◽  
Workplace Ostracism ◽  
Knowledge Hiding

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

Workplace Ostracism Scale

2008 ◽  
Author(s):  
D. Lance Ferris ◽  
Douglas J. Brown ◽  
Joseph W. Berry ◽  
Huiwen Lian
Keyword(s):  
Workplace Ostracism

Leader-Signaled Knowledge Hiding Measure

2019 ◽  
Author(s):  
Florian Offergelt ◽  
Matthias Spörrle ◽  
Klaus Moser ◽  
Jason D. Shaw
Keyword(s):  
Knowledge Hiding

Why you hide what you know: Neuroscience behind knowledge hiding

2021 ◽  
Author(s):  
Abraham Cyril Issac ◽  
Thomas Gregor Issac ◽  
Rupashree Baral ◽  
Timothy Colin Bednall ◽  
Tina Susan Thomas
Keyword(s):  
Knowledge Hiding
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