| تعداد نشریات | 45 |
| تعداد شمارهها | 1,422 |
| تعداد مقالات | 17,532 |
| تعداد مشاهده مقاله | 56,760,974 |
| تعداد دریافت فایل اصل مقاله | 18,819,331 |
تأثیر طرد شدن از محل کار بر پنهانسازی دانش؛ نقش میانجی باورهای متقابل | ||
| نشریه مطالعات دانش پژوهی | ||
| دوره 4، شماره 2 - شماره پیاپی 12، شهریور 1404 | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22034/jkrs.2025.64214.1119 | ||
| نویسنده | ||
| سیف اله اندایش* | ||
| استادیار، گروه علم اطلاعات و دانش شناسی، دانشکده ادبیات و علوم انسانی، دانشگاه خلیجفارس، بوشهر، ایران | ||
| چکیده | ||
| هدف: هدف پژوهش حاضر بررسی تأثیر طرد شدن از محل کار بر پنهانسازی دانش با نقش میانجی باورهای متقابل در بین کارکنان کتابخانههای دانشگاه تهران است. روششناسی: روش پژوهش حاضر، توصیفی و از نوع پیمایشی بوده و بر اساس هدف، کاربردی است. جامعه آماری پژوهش کارکنان کتابخانههای دانشگاه تهران که شامل 158 نفر بودند. ابزار گردآوری اطلاعات این پژوهش برای سنجش پنهانسازی دانش از پرسشنامه سرنکو و بونتیس (۲۰۱۶)، جهت سنجش باورهای متقابل، از پرسشنامه وو و همکاران (2006)، و برای سنجش طرد شدن از محیط کار از پرسشنامه فریس و همکاران (2008) استفاده شد. که پایایی آن از طریق آزمون آلفای کرونباخ و روایی آن از طریق روایی همگرا و واگرا مورد تأیید قرار گرفت. تحلیل دادهها با استفاده از شاخصهای آمار توصیفی همچون توزیع فراوانی و آمار استنباطی و روش مدلسازی معادلات ساختاری با Smart PLS انجام شد. یافتهها: یافتهها نشان داد طرد شدن از محل کار بر پنهانسازی دانش تأثیر مثبت و مستقیم دارد و همچنین طرد شدن از محل کار بر باورهای متقابل نیز تأثیر مثبت و مستقیم دارد. باورهای متقابل بر پنهانسازی دانش تأثیر معناداری دارد. نتایج: نتایج نشان داد باورهای متقابل تعمیمیافته و باورهای متقابل منفی بهطور معناداری رابطه مثبت بین طرد شدن در محیط کار و پنهانسازی دانش را نشان میدهند. اصالت و ارزش: این پژوهش بهطور قابلتوجهی به ادبیات پنهانسازی دانش کمک خواهد کرد. یافتههای این مطالعه، وجود شکافهای پژوهشی در درک رابطه بین طرد شدن از محل کار و پنهانسازی دانش را برجسته میکند. | ||
| کلیدواژهها | ||
| پنهانسازی دانش؛ باورهای متقابل؛ طرد شدن از محل کار؛ کتابخانههای دانشگاهی | ||
| مراجع | ||
|
سپهوند، رضا؛ و مومنی مفرد، معصومه. (1399). طردشدگی در محیط کار و پنهانسازی دانش با نقش میانجی تنش شغلی (مورد مطالعه کارکنان بیمارستانهای دولتی استان لرستان). ارگونومی، ۸ (۴)،128-115. doi: 10.30699/jergon.8.4.115
Al-Dhuhouri, F. S., & Mohd Shamsudin, F. (2023). The mediating influence of perceived workplace ostracism on the relationship between interpersonal distrust and knowledge hiding and the moderating role of person-organization unfit. Heliyon, 9(9). https://doi.org/10.1016/j.heliyon.2023.e20008 Al-Jubouri, A. A. N., & Fleifal, A. A. (2020). The Influential Connection between Knowledge Hiding and Workplace Ostracism in Iraq. Ishtar journal of economics and business studies, 1(3), 1-16. https://doi.org/10.55270/ijebs.v1i3.45 Anand, P., & Hassan, Y. (2019). Knowledge hiding in organizations: everything that managers need to know. Development and Learning in Organizations: An International Journal, 33(6), 12-15. https://doi.org/10.1108/DLO-12-2018-0158 Bavik, Y. L. (2015). Effects of goal interdependence on help-seeking through knowledge sharing and knowledge hiding: the moderating roles of reciprocity beliefs. http://commons.ln.edu.hk/mgt_etd/26/ Bhatti, S. H., Hussain, M., Santoro, G., & Culasso, F. (2023). The impact of organizational ostracism on knowledge hiding: analysing the sequential mediating role of efficacy needs and psychological distress. Journal of Knowledge Management, 27(2), 485-505. https://doi.org/10.1108/JKM-03-2021-0223 Bock, G.-W., Zmud, R. W., Kim, Y.-G., & Lee, J.-N. (2005). Behavioral intention formation in knowledge sharing: Examining the roles of extrinsic motivators, social-psychological forces, and organizational climate. MIS Quarterly, 87-111. doi: https://doi.org/10.2307/25148669 Brison, N., & Caesens, G. (2023). The relationship between workplace ostracism and organizational dehumanization: the role of need to belong and its outcomes. Psychologica Belgica, 63(1), 120. https://doi.org/10.5334%2Fpb.1215 Connelly, C. E., Černe, M., Dysvik, A., & Škerlavaj, M. (2019). Understanding knowledge hiding in organizations. Organizational Behavior, 40(7), 779-782. https://doi.org/10.1002/job.2407 Connelly, C. E., & Zweig, D. (2015). How perpetrators and targets construe knowledge hiding in organizations. European Journal of Work and Organizational Psychology, 24(3), 479-489. https://doi.org/10.1080/1359432X.2014.931325 Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of Organizational Behavior, 33(1), 64-88. https://doi.org/10.1002/job.737 Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social Exchange Theory: A Critical Review with Theoretical Remedies. Academy of Management Annals, 11(1), 479-516. https://journals.aom.org/doi/abs/10.5465/annals.2015.0099 Dash, S., Ranjan, S., Bhardwaj, N., & Rastogi, S. K. (2024). Workplace ostracism: a qualitative enquiry. Personnel Review, 53(4), 965-982. https://doi.org/10.1108/PR-06-2022-0454 Edwards, D., Cheng, M., Wong, I. A., Zhang, J., & Wu, Q. (2017). Ambassadors of knowledge sharing: Co-produced travel information through tourist-local social media exchange. International Journal of Contemporary Hospitality Management, 29(2), 690-708. https://doi.org/10.1108/IJCHM-10-2015-0607 Eisenberger, R., Lynch, P., Aselage, J., & Rohdieck, S. (2004). Who Takes the most Revenge? Individual Differences in Negative Reciprocity Norm Endorsement. Personality and Social Psychology Bulletin, 30(6), 787-799. https://doi.org/10.1177/0146167204264047 Elliethey, N. S., Aly Abou Hashish, E., & Ahmed Mohamed Elbassal, N. (2024). Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model. BMC nursing, 23(1), 126. https://doi.org/10.1186/s12912-024-01785-4 Fatima, T. (2017). Interactive effects of workplace ostracism and belief in reciprocity on fear of negative evaluation. Pakistan Journal of Commerce and Social Sciences (PJCSS), 11(3), 911-933. https://hdl.handle.net/10419/188322 Fatima, T., Bilal, A. R., Imran, M. K., Ayub, A., & Arshad, H. (2024). Who is likely to hide knowledge after peer ostracism? An exchange-based perspective of contact quality and need to belong. VINE Journal of Information and Knowledge Management Systems, 54(1), 108-128. https://doi.org/10.1108/VJIKMS-06-2021-0097 Fatima, T., Bilal, A. R., Imran, M. K., & Sarwar, A. (2023). Manifestations of workplace ostracism: an insight into academics' psychological well-being. South Asian Journal of Business Studies, 12(1), 79-103. https://doi.org/10.1108/SAJBS-03-2019-0053 Gkorezis, P., & Bellou, V. (2016). The relationship between workplace ostracism and information exchange. Management Decision, 54(3), 700-713. https://doi.org/10.1108/MD-09-2015-0421 Gray, K., Ward, A. F., & Norton, M. I. (2014). Paying it forward: generalized reciprocity and the limits of generosity. Journal of experimental psychology: General, 143(1), 247. http://10.1037/a0031047 Han, M. S., Masood, K., Cudjoe, D., & Wang, Y. (2021). Knowledge hiding as the dark side of competitive psychological climate. Leadership & Organization Development Journal, 42(2), 195-207. https://doi.org/10.1108/LODJ-03-2020-0090 Han, R., tunnisa, A., Ghayas, S., & Shahab, M. (2024). Relationship between workplace ostracism and knowledge hiding; mediational role of reciprocity beliefs among college teachers. Heliyon, 10(8), e29134. https://doi.org/10.1016/j.heliyon.2024.e29134 Hastings, S. (2011). The moderating effect of reciprocity beliefs on work outcomes. (Unpublished doctoral dissertation). University of Western Ontario (Canada). https://ir.lib.uwo.ca/etd/277/ Jahanzeb, S., Fatima, T., Javed, B., & Giles, J. P. (2020). Can mindfulness overcome the effects of workplace ostracism on job performance? The Journal of Social Psychology, 160(5), 589-602. doi: https://doi.org/10.1080/00224545.2019.1707465 Kmieciak, R. (2021). Trust, knowledge sharing, and innovative work behavior: empirical evidence from Poland. European Journal of Innovation Management, 24(5), 1832-1859. doi: https://doi.org/10.1108/EJIM-04-2020-0134 Kurniawanti, I. A., Zain, D., Thoyib, A., & Rahayu, M. (2023). Knowledge hiding and individual task performance: The role of individual creativity as mediator. Heliyon, 9(11), e21035. doi: https://doi.org/10.1016%2Fj.heliyon.2023.e21035 Labafi, S. (2017). Knowledge hiding as an obstacle of innovation in organizations a qualitative study of software industry. AD-minister, 131-148. doi: http://dx.doi.org/10.17230/ad-minister.30.7 Laeeque, S. H., & Khan, A. (2024). The Chain Reaction from Workplace Ostracism to Knowledge hiding: Testing a Sequential Mediation Model in Pakistan’s BPO Sector. Journal of Business and Management Research, 3(1), 257-268. doi: http://jbmr.com.pk/index.php/Journal/article/view/111 Mahmood, Y., Imran, M., Fayaz, M., & Ahmad, Z. (2021). Factors Influencing the Knowledge Hiding Behavior and Assessing its Role as an Obstacle of Innovation in Education Sector. Ilkogretim Online, 20(2). doi: http://10.17051/ilkonline.2021.02.70 Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of applied psychology, 92(4), 1159. doi: https://psycnet.apa.org/doi/10.1037/0021-9010.92.4.1159 Offergelt, F., & Venz, L. (2023). The joint effects of supervisor knowledge hiding, abusive supervision, and employee political skill on employee knowledge hiding behaviors. Journal of Knowledge Management, 27(5), 1209-1227. doi: https://doi.org/10.1108/JKM-08-2021-0655 Peng, H. (2013). Why and when do people hide knowledge? Journal of Knowledge Management, 17(3), 398-415. doi: https://doi.org/10.1108/JKM-12-2012-0380 Pretty, J., Benton, T. G., Bharucha, Z. P., Dicks, L. V., Flora, C. B., Godfray, H. C. J., . . . Wratten, S. (2018). Global assessment of agricultural system redesign for sustainable intensification. Nature Sustainability, 1(8), 441-446. doi: 10.1038/s41893-018-0114-0 Qureshi, A. M. A., & Evans, N. (2015). Deterrents to knowledge-sharing in the pharmaceutical industry: a case study. Journal of Knowledge Management, 19(2), 296-314. doi: https://doi.org/10.1108/JKM-09-2014-0391 Riaz, S., Xu, Y., & Hussain, S. (2019). Workplace ostracism and knowledge hiding: the mediating role of job tension. Sustainability, 11(20), 5547. doi: https://doi.org/10.3390/su11205547 Serenko, A., & Bontis, N. (2016). Understanding counterproductive knowledge behavior: antecedents and consequences of intra-organizational knowledge hiding. Journal of Knowledge Management, 20(6), 1199-1224. doi: https://doi.org/10.1108/JKM-05-2016-0203 Sergeeva, A., & Andreeva, T. (2016). Knowledge Sharing Research:Bringing Context Back In. Journal of Management Inquiry, 25(3), 240-261. doi: https://doi.org/10.1177/1056492615618271 Singh, S., Subramani, A. K., David, R., & Jan, N. A. (2024). Workplace ostracism influencing turnover intentions: Moderating roles of perceptions of organizational virtuousness and authentic leadership. Acta Psychologica, 243, 104136. doi: https://doi.org/10.1016/j.actpsy.2024.104136 Singh, S. K. (2019). Territoriality, task performance, and workplace deviance: Empirical evidence on role of knowledge hiding. Journal of Business Research, 97, 10-19. doi: https://doi.org/10.1016/j.jbusres.2018.12.034 Škerlavaj, M., Connelly, C. E., Cerne, M., & Dysvik, A. (2018). Tell me if you can: time pressure, prosocial motivation, perspective taking, and knowledge hiding. Journal of Knowledge Management, 22(7), 1489-1509. doi: https://doi.org/10.1108/JKM-05-2017-0179 Smart Richman, L., & Leary, M. R. (2009). Reactions to discrimination, stigmatization, ostracism, and other forms of interpersonal rejection: a multimotive model. Psychological review, 116(2), 365. doi: https://psycnet.apa.org/buy/2009-04438-004 Sun, Z., Ye, C., He, Z., & Yu, W. (2020). Behavioral intention promotes generalized reciprocity: Evidence from the dictator game. Front Psychol, 11, 772. doi: https://doi.org/10.3389/fpsyg.2020.00772 Tan, Z., Yuan, L., Wang, J., & Wan, Q. (2024). When the victims fight back: the influence of workplace ostracism on employee knowledge sabotage behavior. Journal of Knowledge Management, 28(5), 1249-1277. doi: https://doi.org/10.1108/JKM-04-2023-0303 Venz, L., & Nesher Shoshan, H. (2022). Be smart, play dumb? A transactional perspective on day-specific knowledge hiding, interpersonal conflict, and psychological strain. Human Relations, 75(1), 113-138. doi: https://doi.org/10.1177/0018726721990438 Wang, G.-H., Li, J.-H., Liu, H., & Zaggia, C. (2023). The association between workplace ostracism and knowledge-sharing behaviors among Chinese university teachers: The chain mediating model of job burnout and job satisfaction. Front Psychol, 14. doi: https://doi.org/10.3389/fpsyg.2023.1030043 Wang, M., Liao, H., Zhan, Y., & Shi, J. (2011). Daily Customer Mistreatment and Employee Sabotage Against Customers:Examining Emotion and Resource Perspectives. Academy of Management, 54(2), 312-334. doi: https://journals.aom.org/doi/abs/10.5465/amj.2011.60263093 Wang, Z., & Wang, N. (2012). Knowledge sharing, innovation and firm performance. Expert Systems with Applications, 39(10), 8899-8908. doi: https://doi.org/10.1016/j.eswa.2012.02.017 Xiao, M., & Cooke, F. L. (2019). Why and when knowledge hiding in the workplace is harmful: a review of the literature and directions for future research in the Chinese context. Asia Pacific Human Resources, 57(4), 470-502. doi: https://doi.org/10.1111/1744-7941.12198 Xiong, C., Chang, V., Scuotto, V., Shi, Y., & Paoloni, N. (2021). The social-psychological approach in understanding knowledge hiding within international R&D teams: An inductive analysis. Business Research, 128, 799-811. doi: https://doi.org/10.1016/j.jbusres.2019.04.009 Yan, J., Li, Y., Jia, J., & Liu, H. (2024). Self-Reliance in the Workplace: The Curvilinear Effect of Workplace Ostracism on Subjective Career Success. SAGE Open, 14(1), 21582440231220177. doi: https://doi.org/10.1177/21582440231220177 Yang, K., & Ribiere, V. (2020). Drivers of knowledge hiding in the university context. Applied Knowledge Management, 7, 99-116. doi: http://dx.doi.org/10.36965/OJAKM.2020.8(1)99-116 Zhang, M., Zhao, L., & Chen, Z. (2021). Research on the relationship between high-commitment work systems and employees’ unethical pro-organizational behavior: the moderating role of balanced reciprocity beliefs. Front Psychol, 12, 776904. doi: http://10.3389/fpsyg.2021.776904 Zhao, H., Xia, Q., He, P., Sheard, G., & Wan, P. (2016). Workplace ostracism and knowledge hiding in service organizations. Hospitality Management, 59, 84-94. doi: https://doi.org/10.1016/j.ijhm.2016.09.009 | ||
|
آمار تعداد مشاهده مقاله: 229 |
||