Purpose

Bullying knowledge hiding has been recently identified as a manifestation of knowledge hiding behavior. As a relatively new concept, it is still underexplored. Previous research has focused on the antecedents of bullying hiding. However, there is a lack of research on the negative consequences that bullying hiding may have on employees. This study aims to uncover the effects of supervisor bullying hiding on employees knowledge behavior. The study also aims to examine the moderating effect of power values and the mediating effect of job stress.

Design/methodology/approach

Data were gathered in two waves from 444 employees with higher education in Poland. Data collection was conducted in July and August 2022. A general linear model mediation analysis with jamovi Advanced Mediation Models software was used to examine the hypotheses.

Findings

The results indicate that bullying knowledge hiding by supervisors triggers subordinates’ job stress and aggression in the form of bullying knowledge hiding toward co-workers. Contrary to expectations, job stress does not mediate the relationship between supervisor bullying hiding and subordinate bullying hiding toward co-workers. Power-dominance values, contrary to power-resources values, moderate the above relationship.

Practical implications

As bullying hiding has significant potential to spread among organizational members, managers seeking to reduce it should check the personal values of job applicants and employees.

Originality/value

Based on the behavioral contagion and frustration–aggression–displacement theories, to the best of the author’s knowledge, this study is the first to investigate the relationships between supervisor bullying hiding, job stress, power values and subordinate bullying hiding toward co-workers.

中文翻译：

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欺凌知识隐藏的传染效应：探索工作压力和权力价值观的作用

目的

欺凌知识隐藏最近被认为是知识隐藏行为的一种表现。作为一个相对较新的概念，它仍处于探索之中。先前的研究主要集中在欺凌隐藏的前因上。然而，对于欺凌隐藏可能给员工带来的负面后果缺乏研究。本研究旨在揭示主管欺凌隐藏对员工知识行为的影响。该研究还旨在检验权力价值观的调节作用和工作压力的中介作用。

设计/方法论/途径

数据分两批从波兰 444 名受过高等教育的员工中收集。数据收集于 2022 年 7 月和 8 月进行。使用 jamovi 高级中介模型软件进行一般线性模型中介分析来检验假设。

发现

结果表明，主管隐瞒欺凌知识会引发下属的工作压力和攻击性，并以向同事隐瞒欺凌知识的形式。与预期相反，工作压力并不能调节主管欺凌隐藏与下属欺凌隐藏同事之间的关系。与权力资源价值观相反，权力主导价值观缓和了上述关系。

实际影响

由于隐藏欺凌行为很可能在组织成员中传播，因此寻求减少欺凌行为的管理者应该检查求职者和员工的个人价值观。

原创性/价值

据作者所知，本研究基于行为传染和挫败-攻击-置换理论，首次探讨了主管欺凌隐藏与工作压力、权力价值观和下属欺凌隐藏之间的关系。