Applying artificial intelligence technique to predict knowledge hiding behavior

The purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and learning goal orientation in moderating the effect.,This paper utilizes a cross-lagged survey research design to collect data from 735 employees working in the services and manufacturing sectors of Pakistan.,The data analysis revealed that abusive supervision has a damaging effect on knowledge sharing in the workplace. However, employee learning goal orientation and the Islamic work ethic help in mitigating this detrimental effect.,The main theoretical implication is to advance knowledge on the boundary conditions that help in mitigating the undesirable effect of abusive supervision on sharing of knowledge in organizational settings.,This paper provides practical insights into mitigating the damaging effects of abusive supervision, a prevalent issue in Asian societies, through the lenses of Islamic business ethics and learning goal orientation.,This is the first study that examines the boundary conditions placed by the Islamic work ethic and learning goal orientation around the relationship between abusive supervision and knowledge sharing in the context of Pakistan.

Abusive supervision and knowledge sharing: moderating roles of Islamic work ethic and learning goal orientation

The significance of managing and sharing employee knowledge for successful organizational change, innovation, and for sustainable advantage has indeed been suggested by research since the last few decades. Despite numerous attempts to foster the sharing of knowledge in organizations, employees may not always be willing to share knowledge attributed due to personal beliefs or situational constraints leading to hiding of knowledge. This article provides a theoretical basis by identifying and illustrating the present and the possible myriad of knowledge hiding (KH) events by employees within organizations.,Drawing literature from numerous sources, this paper adopts synthesis and provides a review of the literature and proposes framework.,This paper identifies six broad drivers which may lead to KH, including: driven by situation explain the reason for unintentional hiding as a result of performance and competition leads to individual to have a motive to hide knowledge, driven by psychological ownership leads to controlled hiding, driven by hostility and abuse by employees or managers leads to victimized hiding and lastly driven by identity and norms leads to favoured hiding. Furthermore, this study uncovers three potential future events, which need managerial attention: negative reciprocity, influenced disengagement and perceived disengagement.,This paper also offers new insights to managers to understand the present events and foresee the possible reasons about the KH behaviour and how they can strategize to reduce these events and undergo organizational change.

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Why should I share knowledge with others? A review-based framework on events leading to knowledge hiding

Workplace bullying is a common negative event suffered by employees in the workplace. The harm it brings to the organization has become the focus of the field of organizational behavior. The purpose of this study was to explore whether workplace bullying has an impact on employee knowledge hiding and to discover the underlying mechanism between the two.,Based on the conservation of resource theory and the cognitive-affective personality system theory, this paper surveys 327RD emotional exhaustion and organizational identification play a mediation role between workplace bullying and knowledge hiding, and both variables play a chain mediation role in that relationship; and forgiveness climate moderates the positive impact of workplace bullying on emotional exhaustion, further moderating the chain mediation role of emotional exhaustion and organizational identification.,The findings of this study can not only complement the existing researches on the influence of negative workplace events on employees’ knowledge hiding behaviors but also strengthen scholars’ attention and understanding of the internal mechanism between workplace bullying and knowledge hiding.

Offense is the best defense: the impact of workplace bullying on knowledge hiding

Drawing on social exchange and displaced aggression theories, this study investigates the mediating role of knowledge hiding in the relationship between employees’ exposure to abusive supervision a...

The knowledge hiding link: a moderated mediation model of how abusive supervision affects employee creativity

The purpose of this paper is to examine the association between abusive supervision and knowledge hiding behaviors. The authors further investigate how abusive supervision is linked with knowledge hiding behaviors, and why some subordinates, unlike others, tend to engage in more knowledge hiding behaviors in response to abusive supervision. The authors propose that interpersonal justice mediates the relationship between abusive supervision and knowledge hiding behaviors, and that Islamic work ethics (IWE) weaken the hypothesized relationship between abusive supervision and knowledge hiding behaviors.,The data were gathered in three time lags from 224 respondents working in the hospitality industry of Pakistan.,The results reveal that the abusive supervision is positively associated with a knowledge hiding behaviors. This relationship is mediated by perceptions of interpersonal justice, but the IWE moderated this relationship such that in the presence of high levels of IWE, the impact of abusive supervision on knowledge hiding behaviors is weak.,Employees’ values and beliefs can serve as a safeguard against reactions to abusive supervision. The impact of abusive supervision on employees’ behaviors may be minimized by building their ethical values around Islamic principles.,To the best of the knowledge, this is the first study to examine the relationship between abusive supervision and knowledge hiding behaviors. The authors integrate displaced aggression and social exchange theory with the IWE literature to offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and knowledge hiding behaviors.

When and how abusive supervision leads to knowledge hiding behaviors: An Islamic work ethics perspective


Purpose
This study aims to examine the impact of COVID-19-related job insecurity on two types of employees’ behaviors: family undermining and withdrawal. This study also proposes emotional exhaustion as a mediator and symmetrical internal communication as a moderator in the relationship between COVID-19-related job insecurity and employees’ behaviors.


Design/methodology/approach
Using a time-lagged design, data were gathered from 193 employees working in Pakistan’s hospitality sector. Structural equation modeling in AMOS and PROCESS Macro were used to test the hypotheses.


Findings
The results show that COVID-19-related job insecurity is positively related to family undermining and withdrawal behaviors, and these associations are mediated by emotional exhaustion. Furthermore, symmetrical internal communication weakens the positive influence of COVID-19-related job insecurity on emotional exhaustion. Additionally, the indirect impact of COVID-19-related job insecurity on employees’ behavioral outcomes via emotional exhaustion is stronger for employees with low symmetrical internal communication than for those with high levels of symmetrical internal communication.


Practical implications
Hospitality management needs to focus on transparent and horizontal communication patterns to reduce the ensuing negative behaviors from COVID-19-related job insecurity.


Originality/value
To the best of the authors’ knowledge, this is the first study to examine the impact of COVID-19-related job insecurity on two types of employees’ behaviors: family undermining and withdrawal. This study also offers new insights via mediating mechanisms and moderators associated with the relationship between COVID-19-related job insecurity and employees’ behavioral reactions.


COVID-19-related job insecurity and employees’ behavioral outcomes: mediating role of emotional exhaustion and moderating role of symmetrical internal communication

The purpose of this paper is to examine the association between stereotype threat and stress level of women occupying managerial positions in academic sector of Pakistan. Furthermore, the study explored the underlying mechanisms through which stereotype threat might translate into negative attitudinal and behavioral reactions. In this research sequential explanatory mixed method approach was opted comprising of two stages. Where first phase is quantitative in nature while the second is qualitative. In the first stage the data were collected from female employees holding the managerial positions in public and private universities of five main cities of Pakistan such as Islamabad, Rawalpindi, Lahore, Multan, and Karachi by opting convenience sampling. The sample size achieved at the end was 213. The response rate was 53.25%. An interview guide was formed on the basis of quantitative study results. We kept on conducting interviews till saturation was achieved and no additional or further information was generated. So, the final sample size for interviews was n=7. Results showed that stereotype threat was positively related to job stress, and identity separation mediated this relationship. Self-doubt also mediated the relationship between stereotype threat and job stress, while psychological empowerment did not moderate it. Co-worker support moderated the relationship between stereotype threat and self-doubt, and co-worker support also moderated the indirect relationship between stereotype threat and job stress.These findings have theoretical and practical implications for addressing the impact of stereotype threat on job stress and improving the well-being of female employees in managerial positions in academia.

Nida Abbas

Papers

When and how abusive supervision leads to knowledge hiding behaviors: An Islamic work ethics perspective

COVID-19-related job insecurity and employees’ behavioral outcomes: mediating role of emotional exhaustion and moderating role of symmetrical internal communication

Stereotype Threat Faced by Women at Management Positions in The Academic Sector of Pakistan