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Development and validation of knowledge hiding motivation scale
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Feb 28, 2020
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Abstract
The purpose of this study was to develop and validate knowledge hiding motivation scale. First, in preliminary study, using the open-ended survey research method, 89 cases were collected from 200 employees who were working in a variety of organizations in Korea. After eliminating overlapped and unintended cases of knowledge hiding, 42 cases in five categories(rationalization, ownership, competition, avoidance, and relation) were obtained. Based on the previous theory, we removed one category(rationalization) and constructed 34 items from cases. Then, we conducted an exploratory factor analysis to find out factor structure of knowledge hiding motivation using the responses of 193 employees from a variety of organizations in Korea. After eliminating low factor loading item and double loaded items, 17 items were obtained in the structure of four factors(personal ownership, fear of loss, concern for negative evaluation, and negative relation). Then, we conducted an confirmatory factor analysis using the responses of 300 employees from a variety of organizations in Korea, and found the four factor structure of 17 items was valid. Also, we examined convergent, discriminant, and criterion-related validity of knowledge hiding motivation scale. In order to examine the convergent validity, we identified the relationship between each subfactor of knowledge hiding motivation and psychological ownership, interpersonal competitiveness, fear of negative evaluation, and negative reciprocity. As a result, personal ownership has a significant correlation with psychological ownership, fear of loss has a significant correlation with interpersonal competitiveness, concern for negative evaluation has a significant correlation with fear of negative evaluation, and negative relation has a significant correlation with negative reciprocity. We examined whether knowledge hiding motivation can be distinguished from other similar constructs such as knowledge sharing intention, knowledge transfer, knowledge sharing, and knowledge hoarding. As a result, we found that knowledge hiding motivation can be well discriminated with knowledge sharing intention, knowledge transfer, knowledge sharing, and knowledge hoarding. In order to testify the criterion-related validity, we examined the relationship between knowledge hiding motivation and knowledge hiding. As a result, we confirmed that knowledge hiding motivation has a significant relationship with knowledge hiding. Finally, the implications and limitations of this study were discussed, and the future research directions were suggested.
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Ko, Y., & Yoo, T. (2020). Development and validation of knowledge hiding motivation scale. Korean Journal of Industrial and Organizational Psychology, 33(1), 61–92. https://doi.org/10.24230/kjiop.v33i1.61-92
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Cai, F., & Wen, N. (2018). The Influence of Individual goal orientation on Innovation behavior from the Perspective of Knowledge Hiding. International Conference on Education, Economics and Management Research, 182(2), 671-676.https://doi.org/10.2991/iceemr-18.2018.161
Carleton, R. N., McCreary, D. R., Norton, P. J., & Asmundson, G. J. (2006). Brief fear of negative evaluation scale-revised. Depression and Anxiety, 23(5), 297-303.https://doi.org/10.1002/da.20142
Carter, C., & Scarbrough, H. (2001). Towards a second generation of KM? The people management challenge. Education & Training, 43(4), 215-224.https://doi.org/10.1108/EUM0000000005483
Černe, M., Hernaus, T., Dysvik, A., & Škerlavaj, M. (2017). The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior. Human Resource Management Journal, 27(2), 281-299. https://doi.org/10.1111/1748-8583.12132
Černe, M., Nerstad, C. G., Dysvik, A., & Škerlavaj, M. (2014). What goes around comes around: Knowledge hiding, perceived motivational climate, and creativity. Academy of Management Journal, 57(1), 172-192.https://doi.org/10.5465/amj.2012.0122
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Clark, D. M., & Wells, A. (1995). A cognitive model of social phobia. Social phobia: Diagnosis, Assessment and Treatment, 41(68), 69-93.https://doi.org/10.1002/9780470713020.ch8
Connelly, C. E., & Zweig, D. (2015). How perpetrators and targets construe knowledge hiding in organizations. European Journal of Work and Organizational Psychology, 24(3), 479-489. https://doi.org/10.1080/1359432x.2014.931325
Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of Organizational Behavior, 33(1), 64-88. https://doi.org/10.1002/job.737
Connelly, C. E., Černe, M., Dysvik, A., & Škerlavaj, M. (2019). Understanding knowledge hiding in organizations. Journal of Organizational Behavior, 40(7), 779-782. https://doi.org/10.1002/job.2407
Cui, Y., Park H. H., & Paik, Y. J. (2016). Individual and organizational antecedents of knowledge hiding behavior. Korean Academic Association of Business Administration, 29(8), 1215-1239.http://doi.org/10.18032/kaaba.2016.29.8.1215
Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, 2(1), 335-362. https://doi.org/10.1146/annurev.so.02.080176.002003
Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7(2), 117-140. https://doi.org/10.1177/001872675400700202
Gallucci, M., & Perugini, M. (2003). Information seeking and reciprocity: A transformational analysis. European Journal of Social Psychology, 33(4), 473-495. https://doi.org/10.1002/ejsp.156
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