Leader reward omission and employee knowledge sharing: the moderating role of proactive personality and perceived organizational unfairness

Abstract

Purpose

Based on social dilemma theory, the authors analyze the impact of leader reward omission on employee knowledge sharing and the boundary conditions in their relationship.

Design/methodology/approach

This study tested the theoretical hypotheses based on empirical data obtained from 264 employees using a two-wave survey method.

Findings

The results indicate that leader reward omission significantly negatively affects employee knowledge sharing. An employee's proactive personality weakens the negative relationship between them; the weakening effects of an employee's proactive personality would decrease along with the perceived increase in organizational unfairness.

Originality/value

This study provides the first insight that leader reward omission can inhibit employee knowledge-sharing behavior. In addition, this study shows that an individual proactive personality and perceived organizational unfairness moderate the relationship between leader reward omission and employee knowledge behavior. Thus, this study provides a more comprehensive understanding of whether and when leader reward omission affects employee knowledge sharing.

Citation

Zhong, X., Peng, Q. and Wang, T. (2022), "Leader reward omission and employee knowledge sharing: the moderating role of proactive personality and perceived organizational unfairness", Baltic Journal of Management, Vol. 17 No. 4, pp. 546-562. https://doi.org/10.1108/BJM-02-2022-0045