IDEAS home Printed from https://ideas.repec.org/a/gam/jsusta/v14y2022i2p586-d718657.html
   My bibliography  Save this article

Supervisor Bottom-Line Mentality and Knowledge Hiding: A Moderated Mediation Model

Author

Listed:
  • Zhen Li

    (School of Labor and Human Resources, Renmin University of China, Beijing 100872, China)

  • Yanyuan Cheng

    (School of Labor and Human Resources, Renmin University of China, Beijing 100872, China)

Abstract

Organizations need to respond to multiple demands, not only of shareholders but of stakeholders. Supervisor mentality that focuses on bottom-line goals, such as financial performance, can result in negative consequences. We used conservation of resources theory to examine how and when employees engage in knowledge hiding toward coworkers was influenced by supervisor bottom-line mentality. A two-wave survey (N = 274) revealed a positive impact of supervisor bottom-line mentality on knowledge hiding toward coworkers via prevention-based psychological ownership. Further, the higher the competitive psychological climate, the stronger the positive relationship between supervisor bottom-line mentality and knowledge hiding via prevention-based psychological ownership. Our study highlights the negative effect of supervisor bottom-line mentality on knowledge transfer among employees.

Suggested Citation

  • Zhen Li & Yanyuan Cheng, 2022. "Supervisor Bottom-Line Mentality and Knowledge Hiding: A Moderated Mediation Model," Sustainability, MDPI, vol. 14(2), pages 1-8, January.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:2:p:586-:d:718657
    as

    Download full text from publisher

    File URL: https://www.mdpi.com/2071-1050/14/2/586/pdf
    Download Restriction: no
    File URL: https://www.mdpi.com/2071-1050/14/2/586/
    Download Restriction: no
    ---><---

    Citations

    Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.
    as


    Cited by:

    1. Yu Ma & Zhichao Qian & Lifeng Zhong, 2022. "Influence of Core Self-Evaluations on Work Engagement: The Mediating Role of Informal Field-Based Learning and the Moderating Role of Work Design," Sustainability, MDPI, vol. 14(9), pages 1-15, April.

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:gam:jsusta:v:14:y:2022:i:2:p:586-:d:718657. See general information about how to correct material in RePEc.

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    We have no bibliographic references for this item. You can help adding them by using this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: MDPI Indexing Manager (email available below). General contact details of provider: https://www.mdpi.com .

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service. RePEc uses bibliographic data supplied by the respective publishers.