The Relationships Between Knowledge Hiding, Organizational Justice, Workplace Friendship and Job Interdependence
Öz
This study was designed to determine the effects of social groups and relationships, which are among the basic subjects of sociology, on management science. In this context, the relationship between knowledge hiding, organizational justice, workplace friendship and job interdependence was investigated. This research, using quantitative analysis techniques, was conducted in a public institution operating in the transportation sector. Data were collected with the help of survey forms and at this stage, a simple random sampling method was preferred without any restrictions. Data obtained from 274 employees working in TR1, TR2, TR5, TR7 and TRB regions were analyzed with traditional statistical methods and structural equation modeling (SEM). According to the findings, the tendency to hide knowledge increases in environments where organizational justice is low, the friendship bonds of employees with a high perception of organizational justice are stronger, and this reduces their knowledge hiding behaviors. The study also found that the perception of organizational justice is higher in individuals with higher work experience, organizational justice and knowledge hiding behaviors do not differ according to gender, and the tendency to hide information in blue-collar employees is much lower than in white and gray collar employees.
Anahtar Kelimeler
Information Hiding, Organizational Justice, Workplace Friendship, Job Interdependence, Social Exchange Theory
Etik Beyan
Etik Kurul raporu Niğde Ömer Halisdemir Üniversitesi tarafından 2 Ekim 2024 tarihinde alınmıştır.
Bu çalışma, 11. Örgütsel Davranış Kongresi'ne kabul edilen "ÇALIŞANLARDA BİLGİ SAKLAMA DAVRANIŞININ ÖRGÜTSEL ADALET VE ARKADAŞLIK BAĞLARIYLA İLİŞKİSİ" başlıklı bildirinin genişletilmiş ve zenginleştirilmiş hâlidir.
Kabul edilmesi hâlinde eserin Mart 2024 doçentlik başvurularına yetişmesi çok ama çok önemlidir.
Saygılarımla.
Kaynakça
- Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267-299.
- Bachrach, D. G., Powell, B. C., Bendoly, E., & Richey, R. G. (2006). Organizational citizenship behavior and performance evaluations: Exploring the impact of task interdependence. Journal of Applied Psychology, 91(1), 193.
- Bandera, C., Keshtkar, F., Bartolacci, M. R., Neerudu, S., & Passerini, K. (2017). Knowledge management and the entrepreneur: Insights from Ikujiro Nonaka's Dynamic Knowledge Creation model (SECI). International Journal of Innovation Studies, 1(3), 163-174.
- Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. In Research on negotiation in organizations (pp. 43-55). Greenwich: JAI Press. Blau, P. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193-206.
- Byrne, B. M. (2010). Structural equation modeling with AMOS: Basic concepts, applications, and programming. New York: Routledge.
- Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: implications for designing effective work groups. Personnel Psychology, 46(4), 823-847.
- Chen, C. Y., Mao, H. Y., Hsieh, A. T., Liu, L. L., & Yen, C. H. (2013). The relationship among interactive justice, leader–member exchange, and workplace friendship. The Social Science Journal, 50(1), 89-95.
- Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
- Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of Organizational Behavior, 33(1), 64-88.
- Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.