Beyond diversity: the impact mechanism of organizational inclusion on employee knowledge hoarding

Abstract

Abstract Knowledge hoarding has gained significant attention as a counterproductive behavior within organizations. This study explores the impact mechanism and boundary condition of organizational inclusion on employee knowledge hoarding through a survey of 366 knowledge employees in China. The findings indicate that psychological security and perceived cohesion mediate the relationship between organizational inclusion and employee knowledge hoarding, and organizational inclusion can inhibit employee knowledge hoarding by increasing their psychological security and perceived cohesion. Learning goal orientation negatively moderates the indirect influence of organizational inclusion on employee knowledge hoarding through psychological security and perceived cohesion. Organizational inclusion practices should be strongly supported and implemented. Especially for individuals with low learning goal orientation, they are more likely to benefit from organizational inclusion and reduce their knowledge hoarding.