Perceived organizational politics, knowledge hiding and diminished promotability: how do harmony motives matter?

Abstract

Purpose

This study aims to investigate an underexplored behavioral factor, knowledge hiding, that connects employees’ perceptions of organizational politics (POP) with their diminished promotability, while also considering the moderating role of employees’ harmony motives in this process.

Design/methodology/approach

The research hypotheses are tested with multisource, three-round data collected among employees and their supervisors.

Findings

Employees’ beliefs about self-serving organizational decision-making increase their propensity to hide knowledge, which, in turn, diminishes their promotability. This intermediate role of knowledge hiding is more prominent when their disintegration avoidance motive is strong but less prominent when their harmony enhancement motive is strong.

Practical implications

A refusal to share knowledge with organizational colleagues, as a covert response to POP, can create a negative cycle for employees. They are frustrated with decision-making practices that are predicated on favoritism, but by choosing seemingly subtle ways to respond, they compromise their own promotion prospects. To avoid this escalation, employees should adopt an active instead of passive approach toward maintaining harmony in their work relationships.

Originality/value

This research contributes to extant research by detailing a hitherto overlooked reason that employees’ frustrations with dysfunctional politics may escalate into an enhanced probability to miss out on promotion opportunities. They respond to this situation by engaging in knowledge hiding. As an additional contribution, this study details how the likelihood of this response depends on employees’ harmony motives.

Citation

De Clercq, D., Sofyan, Y., Shang, Y. and Espinal Romani, L. (2022), "Perceived organizational politics, knowledge hiding and diminished promotability: how do harmony motives matter?", Journal of Knowledge Management, Vol. 26 No. 7, pp. 1826-1848. https://doi.org/10.1108/JKM-03-2021-0231