The Impact of Negative Gossip in the Workplace and Workplace Ostracism on Prosocial Behavior in the Workplace
Mediation of Knowledge Hiding in Food MSMEs Worker’s
DOI:
https://doi.org/10.61132/epaperbisnis.v2i3.529Keywords:
Food MSMEs, Knowledge Hiding, Negative Workplace Gossip, Prosocial Behavior, Workplace OstracismAbstract
Workplace gossip is a behavior that is now a common thing for some people, but it can have a negative impact if there is no control over workplace gossip behavior, it can cause social conflicts between workers and business owners. Research Objectives: (1) To test how Negative Workplace Gossip affects Knowledge hiding in Food MSME Workers, (2) to test how Workplace Ostracism affects Knowledge hiding in Food MSME workers, (3) to test how Knowledge hiding affects Prosocial Behavior on Food MSME workers, (4) to test how Negative Workplace Gossip affects Prosocial Behavior in Food MSME workers, (5) to test how Workplace Ostracism affects Prosocial behavior, (6) to test how Negative Workplace Gossip affects Prosocial Behavior through Knowledge hiding, (7) to test how Workplace Ostracism affects Prosocial Behavior through Knowledge hiding in Food MSME workers. This type of research is quantitative using a causality approach, with a sample of 74 BBJ food MSME workers. From the research conducted, the results were obtained (1) There is an effect of Negative Workplace Gossip on Knowledge hiding in Food MSME Workers, (2) There is an effect of workplace ostracism on knowledge hiding in Food MSME workers, (3) There is an effect of knowledge hiding on prosocial behavior in Food MSME workers, (4) There is an influence Negative Workplace Gossip on prosocial behavior in Food MSME workers, (5) There is an effect of Workplace Ostracism on prosocial behavior, (6) There is an effect of Negative Workplace Gossip on Prosocial Behavior through Knowledge hiding, (7) There is an effect of Workplace Ostracism on Prosocial Behavior through Knowledge hiding on Food MSME workers.
Downloads
References
Arthur, J.B. and Huntley, C.L. (2005), “Ramping up the organizational learning curve: assessing the impact of deliberate learning on organizational performance under gain sharing”, Academy of Management Journal, Vol.48No.6, pp.1159-1170.
Balliet, D., & Ferris, D. L. (2013). Ostracism and prosocial behavior: A social dilemma perspective. Organizational Behavior and Human Decision Processes, 120(2), 298–308. https://doi.org/10.1016/j.obhdp.2012.07.003.
Brady, D. L., Brown, D. J., & Liang, L. H. (2017). From gossip to goodness: The moderating roles of gossip valence and guilt proneness in the effect of gossip on prosocial behavior. Journal of Business Ethics, 158(4), 1049–1064. https://doi.org/10.1007/s10551-017-3687-5.
Connelly, C.E., Zweig, D., Webster, J. and Trougakos, J.P. (2012), “Knowledge hiding in organizations”, Journal of Organizational Behavior, Vol.33No.1, pp.64-88.
Cooper, D. (2013), “Dissimilarity and learning in teams: the role of relational identification and value dissimilarity”, International Journal of Intercultural Relations, Vol.37No.5, pp.628-642.
Durst, S. and Zieba, M. (2019), “Mapping knowledge risks: towards a better understanding of knowledge management”, Knowledge Management Research & Practice”, Vol.17No.1, pp.1-13.
Eckert, P., & McConnell-Ginet, S. (2003). Language and Gender. Cambridge: Cambridge University Press.
Ferris, D.L., Brown, D.J., Berry, J.W. and Lian, H. (2008), “The development and validation of the workplace ostracism scale”,Journal of Applied Psychology, Vol. 93 No.6,p.1348
Grosser, T., Lopez-Kidwell, V., Labianca, G. and Ellwardt, L. (2012), “Hearing it through the grapevine: positive and negative workplace gossip”, Organizational Dynamics, Vol.41 No.1, pp.52-61
Grosser, T.J., Lopez-Kidwell, V. and Labianca, G. (2010), “A social network analysis of positive and negative gossip in organizational life”, Group & Organization Management, Vol.35No.2, pp.177-212.
Guang, X., Shan, L., Xue, Z., & Haiyan, Y. (2023). Does negative evaluation make you lose yourself? Effects of negative workplace gossip on workplace prosocial behavior of employee. Current Psychology (2024) 43:13541–13554 https://doi.org/10.1007/s12144-023-05419-x.
Gunartin. (2017). Penguatan UMKM Sebagai Pilar Membangun Ekonomi Bangsa. Jurnal Pendidikan, Hukum, Dan Bisnis, 2(2), 1–10. https://doi.org/10.1017/CBO9781107415324.004.
Hafni, R., & Rozali, A. (2017). Analisis Usaha Mikro, Kecil, dan Menengah (UMKM) terhadap Penyerapan Tenaga Kerja di Indonesia. Ilmu Ekonomi Dan Studin Pembangunan, 15(2), 77–96. http://jurnal.umsu.ac.id/index.php/ekawan/article/view/1034/pdf_58.
Halbesleben, J.R.B., Neveu, J.P., Paustian-Underdahl, S.C. and Westman, M. (2014), “Getting to the ‘COR’: understanding the role of resources in conservation of resources theory”, Journal of Management, Vol.40No.5, pp.1334-1364.
Hardy, S. A., Bean, D. S., & Olsen, J. A. (2015). Moral identity and adolescent prosocial and antisocial behaviors: Interactions with moral disengagement and self-regulation. Journal of Youth and Adolescence, 44, 1542–1554. https://doi.org/10.1007/ s10964-014-0172-1.
Hobfoll, S.E. (1989), “Conservation of resources: a new attempt at conceptualizing stress”, American Psychologist, Vol.44No.3, pp.513-524.
Hobfoll, S.E. (2001), “The influence of culture, community, and the nested-self in the stress process: advancing conservation of resources theory”, Applied Psychology, Vol. 50 No. 3, pp. 337-421.
Hobfoll, S.E., Halbesleben, J., Neveu, J.P. and Westman, M. (2018), “Conservation of resources in the organizational context: the reality of resources and their consequences”, Annual Review of Organizational Psychology and Organizational Behavior, Vol.5No.1, pp.103-128.
Kurland, N.B. (2000), “Passing the word: toward a model of gossip and power in the workplace”, Academy of Management Review, Vol.25No.2, pp.428-438.
Liu, J., Kwan, H.K., Lee, C. and Hui, C. (2013), “Work-to-family spillover effects of workplace ostracism: the role of work-home segmentation preferences”, Human Resource Management, Vol. 52 No. 1, pp.75-93.
Peng, H., & Wei, F. (2022). Why and when knowledge hiding inhibits employee well-being and prosocial behavior: A moderated mediation model. Journal of Knowledge Management, 26(5), 1113–1135. https://doi.org/10.1108/JKM-10-2020-0779
Tsay, C.H.H., Lin, T.C., Yoon, J. and Huang, C.C. (2014), “Knowledge withholding intentions in teams: The roles of normative conformity, affective bonding, rational choice and social cognition”, Decision Support Systems, Vol.67, pp.53-65.
Valde ´s, G., Astorga, J., Fuentes-Solı ´s, R. and Dos Santos, M.A. (2020), “Barriers to innovation and willingness to innovate in the food sector: the case of Chile”, British Food Journal, Vol. 123 No. 10, pp.3344-3357.
Vieweg, J.C., 2018. Prosocial behaviors: their motivations and impacts on organizational culture. J. Values-Based Leadersh. 11 (2), 12. https://doi.org/10.22543/ 0733.62.1224.
Wang, H., Law, K.S., Hackett, R.D., Wang, D.X. and Chen, Z.X. (2005), “Leader–member exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior”, Academy of Management Journal, Vol.48No.3, pp.420-432.
Wang, S., & Yang, H. (2021). Negative workplace gossip and knowledge hiding: A moderated mediation model. Journal of Knowledge Management, 25(8), 1863–1883. https://doi.org/10.1108/JKM-07-2020-0534
Williams, K.D., 2009. Ostracism: a temporal need-threat model. In: Zanna, M.P. (Ed.), Advances in Experimental Social Psychology, Vol. 41. Elsevier Academic Press, pp. 275–314. https://doi.org/10.1016/S0065-2601(08)00406-1.
Wu, L.Z., Birtch, T.A., Chiang, F.F. and Zhang, H. (2018a), “Perceptions of negative workplace gossip: a self-consistency theory frame work”,Journal of Management, Vol. 44 No.5, pp.1873-1898.
Wu, L.Z., Yim, F.H.K., Kwan, H.K. and Zhang, X. (2012), “Coping with workplace ostracism: the roles of ingratiation and political skill in employee psychological distress”, Journal of Management Studies, Vol.49No.1, pp.178-199
Yao, Z., Zhang, X., Luo, J. and Huang, H. (2020), “Offense is the best defense: the impact of workplace bullying on knowledge hiding”, Journal of Knowledge Management, Vol.24 No.3, pp.675-695.
Zhang, S., Chen, G.Q., Chen, X.P., Liu, D. and Johnson, M.D. (2014), “Relational versus collective identification within workgroups: conceptualization, measurement development, and nomological network building”,Journal of Management,Vol.40No.6,pp.1700-1731.
Zhao,H., Qing,X., He, P., Sheard,G.and Wan, P. (2016), “Workplace ostracism and knowledge hiding in service organizations”, International Journal of Hospitality Management,Vol.59, pp.84-94.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 ePaper Bisnis : International Journal of Entrepreneurship and Management
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
