Research On The Influence Factors Of Knowledge Hiding

Knowledge is widely regarded as a valuable organizational resource,it is playing an important role in improving the company's products or services,maintaining enterprise customer base and market share.When knowledge is shared,it can save the staffs' time and energy in searching and processing knowledge,thus making them more effective in achieving their objectives.A major task of knowledge management is to take measures to stop the knowledge hiding behavior,and to create the conditions for employees to share their knowledge or information within the company.Although knowledge hidden behavior exists in almost all tissues,it had been long-neglected by scholars,in the last two years it had been taken seriously,and has become the forefront of research questions in the field of organizational behavior.Staffs' knowledge hidden behavior is a complex behavior,which can be affected by the employees' individual characteristics,individual behavior,and organizational climate and so on.However,due to the attention to knowledge hiding behavior has been taken seriously in recent years,so the current research on knowledge hiding factors is still relatively less.Higgins(1997)pointed out that people with prevention focus put more emphasis on security needs,they are also care about their responsibilities,they are more corned about whether the conduct would result losses,they are more sensitive to the negative behavior result,and they are more likely to use the avoid behavior strategy.Brown et al(2005)introduced the territorial behavior into the organization,so that the study of territory behavior is no longer confined in animal area or physical space.When the individual forming a territory for the organization' goal,they would tend to mark out those goals as their own things.Emotion is the confidence that based on emotion between the trust and trustee.Such emotions trust is resulted from the trustee's care and attention.In organizations,when the employees perceive more performance atmosphere,the knowledge owners will reduce the willingness to share knowledge with colleagues(Constant,1994).When employees perceive that they need to dependent on others to complete their work,they will increase communication and exchange of knowledge with other colleagues.The possible innovations of this paper lies in that,this paper is from the employees individual prevention focus view to investigate its effect on their knowledge hiding behavior,and confirmed the intermediary role of territorial behavior and emotional trust between prevention focus and knowledge hiding behavior.Currently,research on the impact of prevention focus on knowledge management is relatively small,and there is fewer scholars studied the impact of prevention focus on knowledge hiding.Moreover,the current study on the effect of territory behavior is mainly in the field of space physics,in recent years,the behavior territory is introduced into the field of organizational behavior,and this paper used the empirical studies to confirm the intermediary role of territorial behavior between prevention focus and knowledge hiding,so this study from a new perspective to reveal the factors that affect the staffs' knowledge hiding behavior.At the same time,this article introduced the employees perceived performance atmosphere and perceived task interdependence into the research model in this paper,confirmed the regulation role of employees 'perceived performance atmosphere between the territory behavior and the knowledge hiding behavior,as well as the negative regulatory role of employees perceived task interdependence between emotional trust and knowledge hiding.This is also the few concerns that related to knowledge hiding factors.So the study provides a new theoretical perspective for managers to take effective measures to reduce employees' knowledge hiding behavior.The main content of this paper is consists of six parts:The first part is introduction,mainly introduces the research background,significance,research methods and thesis framework;the second part is the literature review section,describes the theories that related to knowledge hiding,prevention focus,territory behavior,emotional trust,perceived performance atmosphere and perceived tasks interdependence;the third part is the research model and hypotheses,the author based on the existing literature summarized research model,and discussed the relationship between each variables,then put forward the hypothesis;the fourth part is the study design,in this paper the author mainly elaborated the data collection process,the distribution of the sample,the measurement of the studied variables;the fifth part is the data analysis,the author used statistical analysis software of AMOS and SPSS to conduct the homologous variance test,validity analysis,correlation analysis and regression analysis on the collected data,and then verify the proposed hypothesis.The sixth part is the conclusion and prospect,to discuss the main conclusions of this paper,to points out the shortcomings of the paper,to propose management recommendations and future research directions according to the conclusions of this paper.In this paper,the main conclusions can be drawn are the following five:First,the employee individual prevention focus will enhance their knowledge hiding behavior;Secondly,territorial behavior plays a mediating role between prevention focus and knowledge hidin g;Third,emotional trust plays a mediating role between prevention focus and knowledge hiding;Fourth,the staff perceived performance atmosphere plays a regulation role for the relationship of territorial behavior and knowledge hiding,that is,when the employees perceive the organization's performance atmosphere is high,the positive effect between territorial behavior and knowledge hiding will be enhanced;when the employees perceive the organization's performance atmosphere is low,the positive effect between territorial behavior and knowledge hiding will be enhanced weakened;Fifth,the staff perceived task interdependence plays a regulation role for the relationship of emotional trust and knowledge hiding,that is,when the employees perceive the task interdependence is high,the negative effect between emotional trust and knowledge hiding will be enhanced;when the employees perceive the task interdependence is low,the negative effect between emotional trust and knowledge hiding will be enhanced weakened.