Assessing the Impact of Abusive Leadership on Knowledge Hiding Behavior: Workplace Ostracism and Psychological ownership as the underlying mechanisms
Abstract
This study aims to look into how abusive leadership contributes to knowledge-hiding behavior at work. The investigation also attempts to evaluate the moderating role of psychological ownership of knowledge and empirical evidence pertaining to the mediation path, notably workplace ostracism. To look into the stated hypotheses, cross sectional data using five point Likert scale was gathered. For addressing priming effect and minimize the possibility of CMB, the data was gathered at two different time intervals separated by a period of one month. Moreover, 298 valid as well as complete responses were evaluated to test the hypothesis using Smart PLS 4.0.9.8. The findings found a significant association between employees' knowledge-hiding behavior and abusive leadership. Moreover, workplace ostracism and psychological ownership of knowledge also were found to have significant influences on this relationship. This study adds greater value to the theory and literature on knowledge hiding by examining its linkage to abusive leadership in addition to assessing the role of psychological ownership of knowledge and workplace ostracism as moderator as mediator respectively. The underlying mechanism has not been well looked for in previous literature.
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