What Goes Around Comes Around: Knowledge Hiding, Perceived Motivational Climate, and Creativity

By Matej Cerne, Christina G. L. Nerstad, Anders Dysvik, Miha Škerlavaj. 2014

798 citations recorded by the source corpus.

Subfields: Communication, Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/028e17d4e2b8b3de39905d9eadb66a2156ee98d2

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. Matej Cerne
2. Miha Škerlavaj
3. Hadar Nesher Shoshan
4. Laura Venz
5. Husam Rjoub
6. A. Alnaimi
7. Anders Dysvik
8. Nihan Demirkasımoğlu

In Experimental and Cognitive Psychology

1. Matej Cerne
2. Miha Škerlavaj
3. I. Hoever
4. Anders Dysvik
5. Husam Rjoub
6. A. Alnaimi
7. Sabina Bogilović
8. Sanjay Kumar Singh

In Organizational Behavior and Human Resource Management

1. Matej Cerne
2. Miha Škerlavaj
3. Anders Dysvik
4. I. Hoever
5. Husam Rjoub
6. A. Alnaimi
7. Christina G. L. Nerstad
8. Sabina Bogilović

Citations in the corpus

• The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior (2017, methodology): “in a mastery climate will not consider reciprocal knowledge hiding (Černe et al., 2014) as a beneficial option.”
• Understanding knowledge hiding in organizations (2019, background): “…knowledge hiding is reduced in situations where reciprocal social exchange is present or in contexts where a mastery climate is prevalent (Černe et al., 2014), or when individuals have high levels of proving goal orientation (Rhee & Choi, 2017) or prosocial motivation (Škerlavaj,…”
• Research on Workplace Creativity: A Review and Redirection (2014, background): “F or p er so na l u se o nl y. Zhou et al. 2009), affect (e.g., Binnewies &Wörnlein 2011), psychological strain at home and at work (Van Dyne et al. 2002), job attitudes (e.g., job dissatisfaction; Zhou & George 2001), and behaviors (e.g., knowledge hiding; Cerne et al. 2013).”
• The knowledge hiding link: a moderated mediation model of how abusive supervision affects employee creativity (2019, methodology): “Further, we relied on a selfreport measure of knowledge hiding, which has been validated and used in diverse disciplines (Černe et al., 2014; Connelly et al., 2012).”
• How perpetrators and targets construe knowledge hiding in organizations (2015, background): “Further, Černe et al. (2014) found that a mastery climate focusing on learning serves to attenuate the incidence of knowledge hiding.”