경쟁풍토가 지식은폐에 미치는 영향: 지각된 과잉자격과 직장 내 괴롭힘의 매개효과

This study aims to contribute to the relevant literature by identifying the various antecedents of knowledge hiding that hinder the efficiency of knowledge management and successful knowledge sharing. To better understand the antecedents of knowledge hiding, it is important to understand the psychological climate and structure in which this negative behavior is permitted, the behavior of multiple actors within it, and the individual characteristics. Therefore, this study empirically examines the relationship between competitive climate, one of the environments in which such behavior is permitted, and knowledge hiding. It also tested the mediating effects of workplace bullying (as the behavioral unit mechanism), perceived overqualification (as a personal characteristic and a perceptual mechanism). To validate the research hypothesis, we surveyed Korean employees working in Korea service industry companies (information and communication, finance and insurance), and the final 294 data were used for analysis. The results of the analysis are as follows. Therefore, this study empirically examined the influence of a competitive environment on knowledge hiding. First, a competitive climate was positively related on knowledge hiding. Second, competitive climate was positively related on perceived overqualification, and perceived overqualification partially mediated the relationship between competitive climate and workplace bullying. Third, Workplace bullying fully mediated the relationship between competitive climate and knowledge hiding, the relationship between perceived overqualification and knowledge hiding. Fourth, the sequential mediating effect of perceived overqualification and workplace bullying was not statistically significant. This study identifies the antecedents of knowledge hiding that hinder knowledge management effectiveness and successful knowledge sharing. We provides theoretical and practical implications by proposing measures to prevent or mitigate excessive competition, workplace bullying, and knowledge hiding, and to ensure that employees with perceived overqualification effectively leverage their expertise and competencies in a productive direction. Finally, limitations and future research directions are discussed.