نشریه مطالعات دانش پژوهی

تأثیر طرد شدن از محل کار بر پنهان‌سازی دانش؛ نقش میانجی باورهای متقابل

نوع مقاله : مقاله پژوهشی

نویسنده

استادیار، گروه علم اطلاعات و دانش شناسی، دانشکده ادبیات و علوم انسانی، دانشگاه خلیج‌فارس، بوشهر، ایران

چکیده

هدف: هدف پژوهش حاضر بررسی تأثیر طرد شدن از محل کار بر پنهان‌سازی دانش با نقش میانجی باورهای متقابل در بین کارکنان کتابخانه‌های دانشگاه تهران است.
روش‌شناسی‌: روش پژوهش حاضر، توصیفی و از نوع پیمایشی بوده و بر اساس هدف، کاربردی است. جامعه آماری پژوهش کارکنان کتابخانه‌های دانشگاه تهران که شامل 158 نفر بودند. ابزار گردآوری اطلاعات این پژوهش برای سنجش پنهان‌سازی دانش از پرسش­نامه سرنکو و بونتیس (۲۰۱۶)، جهت سنجش باورهای متقابل، از پرسش­نامه وو و همکاران (2006)،  و برای سنجش طرد شدن از محیط کار از پرسش­نامه فریس و همکاران (2008) استفاده شد. که پایایی آن از طریق آزمون آلفای کرونباخ و روایی آن از طریق روایی همگرا و واگرا مورد تأیید قرار گرفت. تحلیل داده‌ها با استفاده از شاخص‌های آمار توصیفی همچون توزیع فراوانی و آمار استنباطی و روش مد‌ل‌سازی معادلات ساختاری با Smart PLS انجام شد.
یافته‌ها: یافته‌ها نشان داد طرد شدن از محل کار بر پنهان‌سازی دانش تأثیر مثبت و مستقیم دارد و همچنین طرد شدن از محل کار بر باورهای متقابل نیز تأثیر مثبت و مستقیم دارد. باورهای متقابل بر پنهان‌سازی دانش تأثیر معناداری دارد.
نتایج: نتایج نشان داد باورهای متقابل تعمیم‌یافته و باورهای متقابل منفی به‌طور معناداری رابطه مثبت بین طرد شدن در محیط کار و پنهان‌سازی دانش را نشان می‌دهند.
اصالت و ارزش: این پژوهش به‌طور قابل‌توجهی به ادبیات پنهان‌سازی دانش کمک خواهد کرد. یافته‌های این مطالعه، وجود شکاف‌های پژوهشی در درک رابطه بین طرد شدن از محل کار و پنهان‌سازی دانش را برجسته می‌کند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Exploring the Influence of Workplace Ostracism on Knowledge Hiding: The Mediating Effect of Reciprocal Beliefs

نویسنده [English]

  • Seifallah Andayesh

Assistant Proffesor, Department of Knowledge and Information Science, Persian Gulf University, Bushehr, Iran

چکیده [English]

Purpose: This study investigates the impact of workplace ostracism on knowledge hiding, emphasizing the mediating role of reciprocity beliefs among library staff at the University of Tehran.
Methodology: This research is descriptive and survey-based, and applied in terms of purpose. The statistical population comprises 158 library staff members at the University of Tehran. Data  were collected using three standardized instruments: the Knowledge Hiding Questionnaire (Serenko and Bontis, 2016), the Reciprocity Beliefs Questionnaire (Wu et al., 2006), and the Workplace Ostracism Questionnaire (Ferris et al., 2008). Reliability was confirmed using Cronbach's alpha, while validity was assessed through convergent and discriminant validity. Data analysis was conducted using descriptive statistics (frequency distribution) and inferential statistics, applying structural equation modeling (SEM) with Smart PLS.
Findings: The results show that workplace ostracism has a positive and direct effect on knowledge hiding. Workplace ostracism also positively influences reciprocity beliefs, which in turn significantly affect  knowledge hiding.
Conclusion: Both generalized and negative reciprocity beliefs strengthen the positive relationship between workplace ostracism and knowledge hiding.
Value: This study adds to the growing literature on knowledge hiding and highlights important gaps in understanding how workplace ostracism shapes such behaviors.

کلیدواژه‌ها [English]

  • Knowledge Hiding
  • Reciprocity Beliefs
  • Workplace Ostracism
  • Academic Libraries
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نشریه مطالعات دانش پژوهی
دوره 4، شماره 2 - شماره پیاپی 12
شهریور 1404
صفحه 29-45
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هم رسانی
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