What causes knowledge hiding?

Knowledge hiding in organizations happens for many reasons, which can be divided into three categories: Organizational-related reasons, for instance, a competitive environment, unfavorable norms or policies, and a poor motivational climate.

What is knowledge hiding behavior?

About this Research Topic Knowledge hiding refers to a deliberate effort by an individual to conceal/withhold knowledge that has been requested by another individual. Knowledge hiding is a negative human behavior but not always deceptive.

How do you get employees to share knowledge?

7 Ways to Improve Knowledge Sharing Across Your Organization

1. Encourage & Foster the Right Mindset.
2. Create Spaces for Sharing to Happen.
3. Encourage Several Forms of Knowledge Sharing.
4. Lead by Example.
5. Have Experts Share Their Knowledge.
6. Formalize a Process.
7. Use the Most Effective Tools.

Why do employees need to share their knowledge?

Encouraging employees to share their knowledge gives a voice to those who have accumulated more knowledge than others because of their experience and time in the company. These people can later act as mentors to new employees, and these are usually critical job positions that need to be properly cared for and managed.

Why is knowledge important in the workplace?

Improved staff productivity, because employees are able to benefit from colleagues’ knowledge and expertise to find out the best way to get things done. For instance, if you’ve increased knowledge of what your customers are looking for, you’re better able to find the right staff to serve them.

Why is it important to share knowledge with colleagues?

It can foster vision in others and strengthen professional ties. When you share with others, it helps deepen your own knowledge and engrains what you know. Sharing your knowledge with colleagues is a great service. It gives you an opportunity to think about others and not just yourself.

What can management do to encourage workers to share their job knowledge?

Set aside time each week for a knowledge-sharing session, in which you and your team sit down to talk about lessons learned and insights gained. Facilitate an open discussion where employees feel relaxed and free to speak openly about what they know.

How is knowledge transferred examples?

Here are some effective ways to knowledge transfer within your organization:

• Mentorship. Short or long-term mentorship is an effective way to disseminate information between two people.
• Guided experience.
• Simulation.
• Work shadowing.
• Paired work.
• Community of practice.
• eLearning and instructor-led training.

What are the four types of knowledge transformation?

Wednesday, 20 August 2014

• There is no one-size-fits-all solution for knowledge transfer, because not every transfer context is the same.
• OTJ (On The Job) Transfer.
• Serial transfer.
• Parallel transfer.
• Far Transfer.

Why do individual individuals hide knowledge?

Individuals may tend to hide knowledge when they have strong psychological ownership feelings over knowledge. Therefore, this research builds and tests a theoretical model linking knowledge‐based psychological ownership with knowledge hiding via territoriality. Data were collected from knowledge workers in China via a three‐wave web‐based survey.

How can organizations reduce knowledge hiding among employees?

The research reflects that to reduce knowledge hiding, organizations should focus on practices that can decrease employees’ self‐perception of possession of knowledge and territoriality and that can strengthen employees’ psychological ownership for organizations.

Does knowledge‐based psychological ownership matter for knowledge hiding?

Data were collected from knowledge workers in China via a three‐wave web‐based survey. The final sample was 190 cases. Hierarchical regression models and a bootstrapping approach were used to test the hypotheses. The results show that knowledge‐based psychological ownership positively affects knowledge hiding.

What happens when employees don’t share their knowledge?

In short, although the extent of the damage can vary, the unwillingness of employees to share knowledge, which research shows does exist, can damage relationships and seriously undermine the effectiveness of teams or even an entire organization.