When robot knocks, knowledge locks: how and when does AI awareness affect employee knowledge hiding?

Zhen Liu

15 citations0/0 files storedFrontiers in Psychology

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Knowledge Management and Sharing Job Satisfaction and Organizational Behavior AI and HR Technologies

Abstract

Introduction: Artificial intelligence (AI) technology is fundamentally reshaping organizational knowledge management practices. This study explores the mechanism between AI awareness and knowledge hiding, focusing on psychological availability and person-organization fit as key mediating and moderating variables. The research provides valuable insights into the psychological drivers of knowledge hiding behavior under AI-induced stress, contributing to a deeper understanding of employee counterproductive behaviors in the context of technological change. Method: We surveyed 311 employees from various industries in China, analyzing the data using SPSS 27.0, PROCESS 4.0, and AMOS 29.0, and employed structural equation modeling (SEM) to examine the relationships among AI cognition, psychological availability, person-organization fit, and knowledge hiding. The study tested the mediating effect of psychological availability between AI cognition and knowledge hiding, as well as the moderating role of person-organization fit in this process. Results: AI awareness is positively correlated with knowledge hiding behavior, with psychological availability playing a partial mediating role. Additionally, person-organization fit moderates the relationship between AI awareness and psychological availability. A stronger fit between employees and the organization weakens the negative impact of AI awareness on psychological availability, thereby reducing knowledge hiding behavior. Discussion: This study is the first to empirically test how psychological availability links AI awareness with employees' knowledge hiding behavior, enriching the theoretical understanding in the field of knowledge hiding. The research also highlights the importance of person-organization fit in mitigating the negative effects of technological change. By integrating the Conservation of Resources Theory and Social Identity Theory, this study offers practical recommendations for organizations managing knowledge sharing challenges in AI-driven environments.

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References

2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.1989Conservation of resources: A new attempt at conceptualizing stress.2011Sources of Method Bias in Social Science Research and Recommendations on How to Control It 1970Back-Translation for Cross-Cultural Research 1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.2001The Influence of Culture, Community, and the Nested‐Self in the Stress Process: Advancing Conservation of Resources Theory 2017Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences 1989Social Identity Theory and the Organization

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