Search Results (23)

As artificial intelligence (AI) becomes an integral part of organizational operations, collaboration between humans and AI is transforming employees’ work experiences and behavioral patterns. This study examines the psychological challenges and coping responses associated with such collaboration. Drawing on Cognitive Appraisal Theory, we construct and test a theoretical framework that connects employee–AI collaboration to knowledge hiding via job insecurity, while considering AI trust as a moderating variable. Data were collected through a three-wave time-lagged survey of 348 employees working in knowledge-intensive enterprises in China. The empirical results demonstrate that (1) employee–AI collaboration elevates perceptions of job insecurity; (2) job insecurity fosters knowledge-hiding behavior; (3) job insecurity mediates the link between collaboration and knowledge hiding; and (4) AI trust buffers the positive effect of collaboration on job insecurity, thereby reducing its indirect impact on knowledge hiding. These findings reveal the paradoxical role of AI collaboration: although it enhances efficiency, it may also provoke defensive reactions that inhibit knowledge exchange. By highlighting the role of AI trust in shaping employees’ cognitive appraisals, this study advances understanding of how cognitive appraisals influence human adaptation to intelligent technologies. Practical insights are offered for managers aiming to cultivate trust-based and psychologically secure environments that promote effective human–AI collaboration and organizational innovation. Full article

Cat cafés are gaining popularity worldwide, yet little is known about their impact on feline welfare. This study examined a Swedish cat café from an animal perspective by assessing space use, cat–cat interactions, and cat–human interactions. A total of 27 neutered domestic cats (12 males, 15 females), with a median stay of 8 weeks, were directly observed in groups of 8–9 individuals for a total of 227 h over 70 days. Scan sampling and focal observations were conducted without prior knowledge of cat background to minimize bias. Results showed that elevated structures (χ²-goodness-of-fit test, χ² (2) = 1234.2, p < 0.001, post hoc Bonferroni correction p_adj = 0.013) were important, particularly during periods of high customer occupancy, when cats preferred vertical levels or cat-only rooms. Cat–cat interactions were infrequent (0.58 interactions/cat/h) and mostly affiliative (51.9%), consistent with avoidance as a conflict-reduction strategy. Cat–human interactions were absent in 44.4% of the observation time. Cats varied in their responses to human presence, from engaging to avoiding. Findings suggest that cat cafés should provide complex vertical environments, hiding places, and private areas to support natural behaviors, reduce stress, and promote group stability. As cats come into contact with large numbers of visitors prior to adoption, further research should assess its long-term effects on cat–human relationships and optimize café design to balance cat welfare and visitor experience. Full article

Psychological safety (PS), knowledge management (KM), and organizational learning (OL) are increasingly recognized as critical foundations for resilient, adaptive, and innovative organizations. However, the connections among these constructs remain fragmented in the literature, making bibliometric mapping an essential step to consolidate knowledge in this domain. This study analyzes the relationships between PS, KM, and OL, identifying thematic patterns and theoretical contributions that support the integration of these constructs into organizational cultures. Drawing from empirical literature indexed in Web of Science (WoS) (2000–2025), we applied the SPIDER framework and PRISMA methodology to identify and evaluate 103 peer-reviewed articles. Using VOSviewer (version 1.6.20) and data mining techniques, we generated bibliometric networks and thematic clusters that offer a comprehensive view of the conceptual landscape. Findings reveal that PS acts as a key enabler of knowledge sharing and OL, particularly in inclusive environments with leadership support and tolerance for error. An inductively developed conceptual model illustrates how trust-driven cultures can enhance knowledge flows and reduce dysfunctional behaviors such as knowledge hiding. By mapping these intersections, the study consolidates fragmented literature and demonstrates how PS, KM, and OL contribute to sustainable learning cultures while also highlighting promising avenues for future research on collective learning and organizational resilience. Full article

Grounded in the person–environment fit theory and an identity-based perspective, this study investigated the relationship between perceived overqualification and knowledge hiding, focusing on the mediating role of future work self-salience and the moderating role of the growth mindset. We suggest that perceived overqualification as a person–job misfit would negatively impact employees’ salient hoped-for work identities, representing a low level of future work self-salience. The diminished salience of a future work self leads employees to hide their knowledge. Furthermore, the growth mindset exacerbates the negative impact of perceived overqualification. We conducted a three-wave survey with 482 employees from knowledge-intensive industries. The results revealed that perceived overqualification boosted knowledge hiding by decreasing employees’ future work self-salience. The growth mindset enhanced the negative relationship between perceived overqualification and future work self-salience. Thus, the indirect effect of perceived overqualification on knowledge hiding via future work self-salience was more significant for those with a stronger growth mindset. Our findings contribute to the literature on person–job fit and knowledge behavior while providing practical insights for managing and guiding talented employees in knowledge management. Full article

The use of advanced adaptive algorithms in Augmented Reality (AR) systems works to advance spatial skills with valuable relevance in many professional spheres by providing personalized feedback in an immersive environment. This study combines Bayesian Knowledge Tracing (BKT) and Human Plausible Reasoning (HPR) to design an AR system that can adapt to dynamic simulations with quantitative as well as qualitative cognitive methodologies. The system records a broad range of interactions from users, such as objects being rotated, changes in viewing perspective, and time spent on tasks, which are later analyzed through probabilistic updates with respect to skill building along with rule-based reasoning for determining behavioral patterns. Results from an in-depth case study show that the BKT module properly tracks improvement in spatial skills, while the HPR application highlights suboptimal approaches that hide underlying conceptual understanding. The adaptive system used then provides metacognitive hints that adjust by optimizing task difficulty levels, leading to improved student performance compared to standard non-adaptive AR techniques. Results show that using BKT and HPR in an AR environment not only enables accurate task performance but supports greater insight in approach strategies, leading to better and transferable spatial skills. Full article

Help-seeking behavior requires both components of metacognition—monitoring (being aware of the need for help) and control (initiating the help-seeking action). Difficulties in initiating help-seeking, therefore, can be indicative of a metacognitive breakdown, for instance, when a student believes that a gap in knowledge is something to hide. To explore the relationship between knowing that one needs help and actually seeking it, we examined the potential influences of impostorism, which refers to the feeling of being a “fraud”, despite one’s objective accomplishments. Participants were asked to solve math reasoning and verbal reasoning insight problems, while also being given a “help” button that could be pressed at any time in order to get the solution. Results showed that, overall, students were more likely to ask for help with math than verbal reasoning problems—help also correlated with boosted performance. There was also a slight indication that individuals who scored relatively high on impostorism were numerically less likely to seek help and waited longer to do so for the math problems. Our findings suggest that a fear of being exposed as an impostor may hinder one’s help-seeking behaviors, especially in more challenging subjects, such as math. Full article

As emerging knowledge management platforms, enterprise social media (ESM) provide an important way for employees to engage in knowledge sharing and information communication within their organization. However, the question of how to encourage employees to engage in continuous knowledge sharing rather than knowledge hiding on ESM has not received sufficient attention from scholars. In contrast to previous studies that focused on a single theory perspective and a single knowledge behavior, in this study, we took a user cognition and emotion perspective and constructed a mechanism model for the impact of knowledge sharing and knowledge hiding among employees on ESM based on social cognition theory and emotion as social information theory. A total of 240 valid questionnaires were collected and used to empirically test the model. The results indicate that reciprocity and outcome expectancy have a significant positive effect on employees’ knowledge-sharing behavior, while reciprocity and trust have a significant negative effect on employees’ knowledge-hiding behavior. Positive emotions play a positive (enhancing) moderating role on the path between outcome expectancy and knowledge-sharing behavior, while negative emotions play a negative (weakening) moderating role on the path between reciprocity and knowledge-hiding behavior, as well as between trust and knowledge-hiding behavior. By incorporating employee emotions into the framework of social cognition’s impact on employee knowledge behavior, this study enriches theories related to enterprise social media, knowledge management, and user behaviors. Our research findings have practical implications for guiding employees to engage in positive knowledge sharing and reducing knowledge hiding on enterprise social media. Full article

This study examines how innovative work behavior (IWB) is affected by job insecurity (JI). The study also explores knowledge-hiding behavior (KHB) and team anti-citizenship behavior (TAB) as mediators. Data were collected from employees working in Egypt’s five-star hotels and category (A) travel agencies. There were 457 valid responses and they were analyzed using PLS-SEM. The findings demonstrated that there is a negative relationship between job insecurity and employee innovative work behavior. There were positive relationships between job insecurity with knowledge-hiding behavior and team anti-citizenship behavior. The findings also revealed a negative relationship between knowledge-hiding behavior and team anti-citizenship behavior with employee innovative work behavior. In addition, findings revealed that knowledge-hiding behavior mediates the relationship between JI and IWB. Contrary to the hypothesized model of the study, team anti-citizenship behavior did not mediate the relationship between JI and IWB. This research contributes to the studies on JI, KHB, and TAB in terms of IWB, specifically in the hospitality and tourism context. It also includes suggestions for coping with JI, KHB, and TAB in hotel and tourism enterprises, which may promote IWB and the overall workplace environment. Full article

The essence of knowledge management involves the personalized management of talented employees who possess tacit knowledge. Unfortunately, non-standardized practices can lead to negative knowledge behaviors among coworkers, which can hamper beneficial knowledge interactions. This study aims to explore the underlying mechanism of idiosyncratic deals (i-deals) on knowledge hiding from the bystander perspective. We conducted a two-wave on-site survey of 321 knowledge-based employees in Kunshan Industrial Park, China. During the first wave, employees provided information regarding their perceptions of others’ i-deals and ethical leadership. Two weeks later, employees reported their effort–reward imbalance (ERI), psychological distress, and knowledge hiding behaviors. To test our hypothesis, we used a hierarchical regression analysis with SPSS 26.0 and a path analysis with Mplus 7.4. The results indicate that (a) coworkers’ perceptions of other employees’ idiosyncratic deals (CPOEID) have an indirect effect on knowledge hiding via ERI and psychological distress; (b) ERI and psychological distress serially mediate the relationship between CPOEID and knowledge hiding; and (c) ethical leadership not only reduces the positive effect of CPOEID on ERI but also weakens the serial mediation effects of ERI and psychological distress between CPOEID and knowledge hiding. Our investigation, by using a cognitive-emotional processing system framework, provides a new theoretical perspective on the potential dysfunctionality of differentiated human resource management practices. Furthermore, our findings offer evidence for the compatibility of leadership and policy factors, as ethical leadership lessens the destructive effects of management practices. Full article

Knowledge plays a pivotal role as a strategic asset for organizations that aim to improve and sustain competitive advantage. Despite the implementation of knowledge management systems to promote knowledge sharing, many employees exhibit knowledge-hiding behavior, deliberately withholding crucial information in the workplace. In this context, the current study aims to investigate the impact of knowledge-hiding behavior on entrepreneurial orientation (EO) within organizations. Specifically, we seek to explore how knowledge hiding influences employees’ inclination towards entrepreneurial behaviors such as innovation, risk-taking, and proactiveness. By examining the potential negative effects of knowledge hiding on entrepreneurial behaviors, we aim to identify barriers to innovation and risk taking in organizations. Furthermore, we examine the mediating role of factual autonomy in the relationship between knowledge hiding and entrepreneurial orientation. Understanding the mediating role of factual autonomy can provide valuable insights into the mechanisms through which knowledge hiding impacts entrepreneurial behavior. Additionally, we aimed to investigate the impact of knowledge hiding on organizational-level outcomes, specifically entrepreneurial orientation, and job autonomy. To investigate this phenomenon, we conducted a cross-sectional multilevel study involving 214 employees from 16 different companies in the Romanian business sector, including telecom, banking, retail, services, and IT&C. Our findings reveal that knowledge hiding has a significant impact on job autonomy and entrepreneurial orientation. The proposed model accounted for 45.9% of the variance in entrepreneurial orientation and 37.7% of the variance in job autonomy. These results have important implications for both theory and practice, highlighting the need for further exploration into how knowledge hiding impacts different aspects of organizational work design. The present examination serves as a valuable research platform for understanding the multidimensional irregularities within organizations and highlights the importance of addressing knowledge hiding behavior to foster a culture of innovation and risk-taking in organizations. Full article

How to promote the free flow of knowledge among employees is the core factor used to improve the innovation ability and even competitive advantage of an organization. Research on how to reduce knowledge-hiding behavior and promote knowledge sharing among employees becomes the key to enhancing the technological innovation capability of enterprises and effectively responding to the VUCA environment at present. Based on social comparison theory and regulatory focus theory, this study uses 402 enterprise employees as samples to deeply study the influence mechanism of workplace envy on their knowledge-hiding behavior and compare the differences between new-generation employees and non-new-generation employees. The research results show that: (1) employee’s benign envy has a significant negative effect on knowledge-hiding behavior, while malicious envy has a significant positive effect on knowledge-hiding behavior. (2) Promotion regulatory focus plays a partly mediating effect between benign envy and employee knowledge-hiding behavior, while prevention regulatory focus also plays a partly mediating effect between malicious envy and employee knowledge-hiding behavior. (3) Generation not only has a positive moderating effect on the relationship between benign envy and promotion regulatory focus but also has a positive moderating effect on the relationship between malicious envy and prevention regulatory focus. This study further found that the younger the employee generation cohort, the more substantial the effect of benign envy on the promotion regulatory focus, while the older the employee generation cohort, the more substantial the effect of malicious envy on the prevention regulatory focus. Full article

Purpose—The purpose of this study is to investigate the impact of spiritual leadership on knowledge-hiding behavior in agriculture research institutes of Khyber Pakhtunkhwa, Pakistan. The study aims to analyze theoretical and empirical evidence regarding the mediation pathway, specifically professional commitment, in order to clarify the significant association between spiritual leadership and subordinates’ knowledge-hiding behavior. Design/methodology—This survey-based study used cross-sectional data and a five-point Likert scale to investigate the given hypotheses. In order to address the primacy effect and mitigate any potential for common method bias, data were collected at two distinct time points, with a four-week interval between them. Smart PLS4 was used to assess a sample of 298 complete and valid responses for hypothesis testing. Findings—The results show that spiritual leadership has a negative impact on employees’ knowledge-hiding behavior. Additionally, this relationship is mediated by professional commitment. Originality/value—First, in contrast to the majority of previous studies, which focused on the factors influencing knowledge sharing, the present study investigates the influence of spiritual leadership on employees’ knowledge-hiding behaviors, which are two contrasting concepts. Secondly, the study empirically examined the mediation effect of professional commitment. These three variables have not previously been studied together. Full article

High dynamic range (HDR) image data hiding and encryption has attracted much interest in recent years due the benefits of providing high quality realistic images and versatile applications, such as copyright protection, data integrity, and covert communication. In this paper, we propose a novel constructive and camouflaged adaptive data hiding and image encryption scheme for HDR images. Our algorithm disguises hidden messages when converting an original OpenEXR format to the RGBE encoding, which contains the Red, Green, and Blue color channels and an exponent E channel. During the conversion process, we determine an optimal base for each pixel by considering the user’s demands and the exponent E channel information to achieve adaptive message concealment. To prevent inappropriate access to the stego image, we perform the bit-level permutation and confusion using a 2D Sine Logistic modulation map with hyperchaotic behavior and a random permutation scheme with the time complexity of $O\left(N\right).$ To the best of our knowledge, our algorithm is the first in HDR data hiding literature able to predict the image distortion and satisfy a user’s request for the embedding capacity. Our algorithm offers 18% to 32% larger embedding rate than that provided by the current state-of-the-art works without degrading the quality of the stego image. Experimental results confirm that our scheme provides high security superior to the competitors. Full article

This study explores the effects of three dimensions of knowledge hiding: evasive hiding (EH), rationalized hiding (RH), and playing dumb (PD), on employee innovation performance in multinational corporations. Additionally, the moderating effects of cross-cultural psychological adaptation on the above relationships are analyzed. In terms of the empirical analysis, corresponding assumptions were investigated with a sample of 273 respondents from Chinese multinational corporations in different industries and regions. The research findings show that EH and PD significantly negatively impact employee innovation performance in multinational corporations. In contrast, RH has a significant positive impact on the latter. Notably, cross-cultural psychological adaptation weakens the negative relationship between EH, PD and employee innovation performance, while strengthening the positive relationship between RH and employee innovation performance in multinational corporations. This study provides a new perspective for understanding the internal relationship between knowledge hiding and employee innovation performance. It comprehensively reveals the impact mechanism of knowledge hiding on innovation performance at the individual level by exploring the boundary effect of cross-cultural psychological adaptation. This study expands the literature on knowledge management and innovation on the theoretical side. On the other hand, this study suggests that RH may improve the employee innovation performance of multinational corporations, and provides a potential research direction for predicting the positive consequences of employees’ knowledge-hiding behavior. On the management side, this study offers practical guidelines for the human resource management of multinational corporations. Managers can promote cooperation and innovation among colleagues with cultural differences in home and host countries by improving employees’ cross-cultural psychological adaptability, thus improving employee innovation performance. Full article

Recent years have witnessed a tremendous development in shrimp farming around the world, which, however, has raised a variety of issues, possibly due to a lack of knowledge of shrimp behavior in farms. This study focused on the relationship between shrimp behavior and the various factors of natural farming environment through situ surveys, as distinguished from the majority of laboratory studies on shrimp behavior. In the survey, the behaviors of kuruma prawn (Penaeus japonicus) were investigated in the groups of swimming in the water, crawling on the sand, resting on the sand, and hiding in the sand, followed by the quantification of the sex ratio, water quality, density, and light intensity. The results showed the average proportions of resting, hiding, crawling, and swimming activities of 69.87%, 20.85%, 8.24%, and 1.04%, respectively, of P. japonicus. The behavior of hiding, resting, and crawling is significantly affected by the sex ratio of the shrimp (p < 0.05). The proportions of hiding behavior exhibited a negative connection with density and a positive connection with light intensity, while the proportions of resting behavior showed the opposite according to both Pearson correlation analysis and multiple linear regression analysis. The light intensity was the only factor that significantly influenced the swimming behavior, in which the probability of the swimming behavior was reduced from 48% to 5% when light intensity varied from 0 to 10 lx, as determined by the generalized linear model. It could be speculated that P. japonicus prefers a tranquil environment. Female shrimp might exhibit less aggression and more adventure compared to male shrimp. The findings suggested light intensity, followed by density, as the most crucial element influencing the behavior of P. japonicus in the culture environment. These findings will contribute to the comprehension of the behavior of P. japonicus and provide a novel perspective for the formulation of its culture management strategy. Full article