Academic Journal
Effect of organization care on knowledge hiding: the chain mediating role of organization-based self-esteem and employee loyalty.
| Title: | Effect of organization care on knowledge hiding: the chain mediating role of organization-based self-esteem and employee loyalty. |
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| Authors: | Yang Y; School of Psychology, Shanxi Normal University, 339 Taiyu Road, Xiaodian District, Taiyuan, Shanxi, 030031, China.; School of Psychology, Shanghai Normal University, No.100, Guilin Road, Shanghai, Shanghai, 200234, China., Luo S; School of Psychology, Shanghai Normal University, No.100, Guilin Road, Shanghai, Shanghai, 200234, China., Li X; School of Psychology, Shanghai Normal University, No.100, Guilin Road, Shanghai, Shanghai, 200234, China., Hou L; School of Psychology, Shanghai Normal University, No.100, Guilin Road, Shanghai, Shanghai, 200234, China.; Lab for Educational Big Data and Policymaking, Ministry of Education of P.R China, Shanghai, China., Nie H; School of Foreign Language Studies, Shanghai University of Engineering Science, No.333, Longteng Road, Shanghai, Shanghai, 201618, China. niehui@sues.edu.cn., Pan G; Lab for Educational Big Data and Policymaking, Ministry of Education of P.R China, Shanghai, China. andypan@shnu.edu.cn.; College of Continuing Education, Shanghai Normal University, No.100, Guilin Road, Shanghai, Shanghai, 200234, China. andypan@shnu.edu.cn. |
| Source: | BMC psychology [BMC Psychol] 2026 Feb 16; Vol. 14 (1). Date of Electronic Publication: 2026 Feb 16. |
| Publication Type: | Journal Article |
| Language: | English |
| Journal Info: | Publisher: BioMed Central Country of Publication: England NLM ID: 101627676 Publication Model: Electronic Cited Medium: Internet ISSN: 2050-7283 (Electronic) Linking ISSN: 20507283 NLM ISO Abbreviation: BMC Psychol Subsets: MEDLINE |
| Imprint Name(s): | Original Publication: London : BioMed Central, [2013]- |
| MeSH Terms: | Self Concept* , Organizational Culture* , Personnel Loyalty* , Knowledge*, Humans ; China ; Adult ; Male ; Female ; Surveys and Questionnaires ; Middle Aged |
| Abstract: | BACKGROUND: Employee knowledge hiding severely hinders organizational innovation, yet how a positive organizational care climate inhibits this behavior remains insufficiently understood. Most existing single-theory explanations fail to clearly articulate the complete psychological pathway linking environmental resources to individual behaviors. This study integrates Conservation of Resources Theory and Affective Events Theory to systematically construct and test a serial mediation model, illuminating how organizational care reduces knowledge hiding via organization-based self-esteem and employee loyalty. METHODS: A two-wave questionnaire survey was conducted among employees from enterprises in Shanghai, Beijing, Hubei, Henan, and Guangdong, China, with a 6-month interval between data collections. The survey yielded 335 valid responses. Structural equation modeling was used to analyze the data and test the hypothesized model. RESULTS: The results show that organizational care is significantly and negatively related to knowledge hiding behavior. While organization-based self-esteem does not have a significant direct mediating effect, employee loyalty acts as a significant mediator. Furthermore, organization-based self-esteem and employee loyalty play a chain-mediated role in the relationship between organizational care and knowledge hiding. Specifically, organizational care enhances organization-based self-esteem, which in turn increases employee loyalty and ultimately reduces knowledge hiding behavior. CONCLUSIONS: This study demonstrates that organizational care effectively reduces knowledge hiding behavior by enhancing employees’ organization-based self-esteem and strengthening their loyalty to the organization. These findings enrich the theoretical frameworks of resource conservation and affective event theories and provide practical guidance for organizations to manage negative knowledge behaviors by fostering a supportive organizational environment. |
| Competing Interests: | Declarations. Ethics approval and consent to participate: The study was conducted in accordance with the Declaration of Helsinki, and approved by the Human Participants Ethics Committee Shanghai Normal University (No. 2022088). Each survey will provide an Informed Consent Form, which is reflected in the instruction section of the questionnaire. Consent for publication: Not Applicable. Competing interests: The authors declare no competing interests. |
| References: | Front Psychol. 2019 Jun 11;10:1315. (PMID: 31244721) J Appl Psychol. 2003 Oct;88(5):879-903. (PMID: 14516251) Humanit Soc Sci Commun. 2023;10(1):329. (PMID: 37361101) Health Care Manage Rev. 2022 Jan-Mar 01;47(1):58-65. (PMID: 33298806) Front Psychol. 2025 Jan 06;15:1516815. (PMID: 39895973) Acta Psychol (Amst). 2024 Jun;246:104261. (PMID: 38615597) |
| Grant Information: | 209-AC9103-20-368005049 Graduate Training Program of Shanghai Normal University; C24088 Shanghai Education Science Research Municipal General Project |
| Contributed Indexing: | Keywords: Affective Events Theory; Conservation of Resources Theory; Employee Loyalty; Knowledge Hiding; Organization Care; Organization-based Self-esteem |
| Entry Date(s): | Date Created: 20260217 Date Completed: 20260627 Latest Revision: 20260813 |
| Update Code: | 20260813 |
| PubMed Central ID: | PMC13040820 |
| DOI: | 10.1186/s40359-026-04172-7 |
| PMID: | 41699707 |
| Database: | MEDLINE |
| ISSN: | 2050-7283 |
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| DOI: | 10.1186/s40359-026-04172-7 |