Empirical Investigation on the Relationship between Workplace Ostracism, Knowledge Hoarding, Organizational Climate and Quality of Dyadic Relationship Exchange The Case of Ministry of National Defence of Ethiopia
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Date
2024-01-05
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A.A.U
Abstract
In the knowledge-driven global economy, encouraging exchange of knowledge is essential for
organizations development and competitive advantage. On the other hand, social exclusionary
practices for instance workplace ostracism and knowledge hoarding prevent knowledge
management and impede efficient knowledge flows. While Organizational climate and the
quality of dyadic relationship exchanges among employees play an important role in
knowledge sharing within organizations by considerably influenceing knowledge management
enviroment, work habits and attitudes.
This study aimed to examine the relationship between knowledge hoarding as the dependent
variable, workplace ostracism as the independent variable, and organizational climate as the
mediating variable. Additionally, the study explored the moderating role of quality of dyadic
relationship exchange amid workplace ostracism and knowledge hoarding. The research
adopted a quantitative approach and utilized a convenient sampling technique to collect data
through a survey. The survey questionnaires were administered to the respondents through a
Google Form link provided on the daily status report check-up at the Ministry of Defense
headquarters. A total of 144 respondents completed the survey, which represented the
recommended population size. The data were analyzed using SMARTPLS 4.0 software,
specifically employing SEMPLS to assess the model's validity and reliability. The findings
confirmed a positive association between workplace ostracism and knowledge hoarding,
indicating that employees who experience workplace ostracism are more likely to engage in
knowledge hoarding behaviors. The study also highlighted the relationship between workplace
ostracism and knowledge hoarding was partially mediated by organizational climate. However,
the moderating role of quality of dyadic relationship exchange was found to be statistically
insignificant. Although the relationship between workplace ostracism and knowledge hoarding
did not significantly vary based on the quality of dyadic relationships, the results still showed
parallel slope patterns. This paper provides a detailed analysis of the study's key findings,
including path coefficients, specific indirect effects, and total effects, and it discusses the
implications of these findings.