The Influence Of Job Insecurity On Employees’ Knowledge Hiding Behavior: A Moderated Mediation Model

In the context of the knowledge economy,the high-quality development of an enterprise is inseparable from effective knowledge management.How to do a good job in knowledge management and efficiently use knowledge resources has become the focus of academic and business research.In the research process,the concept of knowledge hiding behavior has become the focus of research.Previous studies have confirmed that factors at the individual level of employees will affect knowledge hiding behavior.The current competitive environment is extremely fierce,and the organization accelerates change.Job continuity,the opportunity for career development,salary increase and promotion have become the main problems that employees worry about,that is,job insecurity centered on the loss of work itself and important job characteristics has become an important factor affecting employees’ behavior.However,there is no in-depth and systematic research on how job insecurity affects employees’ knowledge hiding behavior,influence mechanism and boundary conditions in China.On the basis of theoretical analysis and literature research,based on resource conservation theory,social identity theory and psychological ownership theory,this study constructs the mechanism model of job insecurity on knowledge hiding behavior,divides job insecurity into quantitative job insecurity and qualitative job insecurity,and introduces organizational identification as a mediator variable,knowledge-based psychological ownership as a moderator variable.Through the empirical study of 312 valid samples from small and medium-sized enterprises in Nanjing,Xuzhou and Wuxi,Jiangsu Province,China,the following conclusions are drawn :(1)quantitative job insecurity and qualitative job insecurity have a significant positive impact on employees’ knowledge hiding behavior;(2)quantitative job insecurity and qualitative job insecurity have significant negative impacts on organizational identification;(3)organizational identification plays a mediating role between quantitative job insecurity and qualitative job insecurity and knowledge hiding behavior;(4)knowledge-based psychological ownership not only moderates the relationship between organizational identification and knowledge hiding behavior,but also further moderates the mediating effect of organizational identification on quantitative job insecurity,quality job insecurity and knowledge hiding behavior.Finally,this study puts forward the corresponding countermeasures for enterprise managers to deal with employee knowledge hiding behavior provides enlightenment and suggestions.