Does abusive supervision always promote employees to hide knowledge? From both reactance and COR perspectives
Journal of Knowledge Management
ISSN: 1367-3270
Article publication date: 22 August 2019
Issue publication date: 30 September 2019
Abstract
Purpose
Knowledge hiding as an important topic in knowledge management field might be triggered by abusive supervision, but few studies discussed how to alleviate the effect of abusive supervision on knowledge hiding. Drawing on both reactance theory and conservation of resources (COR) theory, this study aims to build a moderated mediation framework to examine effects of abusive supervision on knowledge hiding via job insecurity and under moderation of motivational climate (including mastery climate and performance climate).
Design/methodology/approach
The paper uses a two-wave survey study among 155 knowledge workers from educational and manufacturing industries.
Findings
Results show that abusive supervision is not significantly related to knowledge hiding directly but indirectly via job insecurity. Abusive supervision’s interaction with mastery climate is negatively related to knowledge hiding, but its interaction with performance climate is positively related to knowledge hiding. The indirect relation of abusive supervision to knowledge hiding via job insecurity is significantly moderated by mastery climate but not by performance climate.
Research limitations/implications
Despite contributions, this study also has some limitations. Variables rated from the same source (i.e. employees) may have common method bias although the two-wave design does help alleviate this concern.
Practical implications
The paper highlights important reasons why people hide knowledge at work (because of abusive supervision and job insecurity) and identifies a boundary condition (mastery climate) which will reduce abusive supervision’s influence on knowledge hiding.
Originality/value
This paper contributes to knowledge hiding literature which is an important part of knowledge management from the perspective of abusive supervision based on both reactance theory and COR theory.
Keywords
Acknowledgements
This work was supported in part by The Ministry of Education of Humanities and Social Science Project under Grant 18YJC630169, the Fundamental Research Funds for the Central universities and the Research Funds of Jiangnan University under Grant JUSRP11884, National Natural Science Foundation of China under Grant 71273265.
Citation
Feng, J. and Wang, C. (2019), "Does abusive supervision always promote employees to hide knowledge? From both reactance and COR perspectives", Journal of Knowledge Management, Vol. 23 No. 7, pp. 1455-1474. https://doi.org/10.1108/JKM-12-2018-0737
Publisher
:Emerald Publishing Limited
Copyright © 2019, Emerald Publishing Limited