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Ethical Conflict and Knowledge Hiding in Teams: Moderating Role of Workplace Friendship in Education Sector

Ethical Conflict and Knowledge Hiding in Teams: Moderating Role of Workplace Friendship in... ORIGINAL RESEARCH published: 10 February 2022 doi: 10.3389/fpsyg.2022.824485 Ethical Conflict and Knowledge Hiding in Teams: Moderating Role of Workplace Friendship in Education Sector Shuo Xing * Department of Marxism, Hunan University of Science and Technology, Xiangtan, China Ethical conflicts arise when there is no unity between the team members and shared ethical priorities. This study aimed to identify the relationship between ethical value unity, team knowledge hiding, the relationship between the lack of shared ethical priorities and the team knowledge hiding. Workplace friendship was taken as a moderating variable to check its regulating role between the ethical conflicts and the team knowledge hiding. Data of this study were collected from the staff working in different colleges and universities. There are a total of 480 responses collected through convenience sampling technique and analyzed under a five-point Likert scale. The partial least squares-structural equation Edited by: modeling (PLS-SEM) technique is used in this study. The key reason was that this approach Muhammad Waseem Bari, Government College University, has the fewest requirements for data normality and is a better tool for evaluating exploratory Faisalabad, Pakistan connections empirically. The output of the measurement model assessment confirms that Reviewed by: all measurement scales are reliable. The result indicates that there was a significant and Qurrahtulain Khan, University of Kotli Azad Jammu and positive relationship between ethical value congruence and knowledge hiding. It was also Kashmir, Pakistan established that there was a relationship between lack of shared ethical priorities and Shaham Saleem, knowledge hiding. Workplace friendship moderated the relationship between ethical Beijing Institute of Technology, China conflicts and team knowledge hiding. This study extends the literature on ethical conflict *Correspondence: Shuo Xing and knowledge hiding behavior. This study highlights that one of the main reasons for [email protected] knowledge hiding behavior at the team level in the organization is which helps the business practicians for a design of an effective strategy to mitigate the knowledge hiding behavior Specialty section: This article was submitted to in the organization. Organizational Psychology, a section of the journal Keywords: ethical conflicts, knowledge hiding, ethical value congruence, shared ethical priority, teams Frontiers in Psychology Received: 29 November 2021 Accepted: 04 January 2022 INTRODUCTION Published: 10 February 2022 Citation: Individuals are confronted with ethical conflicts challenges when their values, ethics, and Xing S (2022) Ethical Conflict and morality clashes with the experience. In certain condition, there are very difficult to discriminant Knowledge Hiding in Teams: between right and wrong and have to choose between two evils. Conflicts of this nature might Moderating Role of Workplace occur on an individual, professional, or social level. When it comes to ethical conflicts, whether Friendship in Education Sector. the aims justify the methods is frequently raised. For instance, doing what is ethically correct Front. Psychol. 13:824485. doi: 10.3389/fpsyg.2022.824485 might have a negative impact, while doing what is morally wrong or immoral can benefit. Frontiers in Psychology | www.frontiersin.org 1 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings Individuals, communities, and nations must decide which option manifesting itself in many sorts of organizations and civilizations. is more ethical in light of these factors. Furthermore, the moral Ethics has consequences, either when it is applied for the perspective may or may not be supported by facts. For example, common good, resulting in harmony, trust, solidarity, and Parents may refuse to give their kids a life-saving blood peace, or when it is not applied, resulting in suffering and transfusion because they feel it is unethical. Traditional, textbook destruction to human beings. Ethics is a wide concept that examples of hypothetical moral dilemmas can be  used to occurs in many aspects of life, including business and investigate the ethical conflict. The lifeboat example is one administration, and is crucial in all areas, including leadership, such scenario in which one person must be  thrown overboard teamwork, and successful communication (Tammany et al., 2019). for the rest to live. In general, value congruence leads to increased and improved e r Th ole model test asks if it would bother a person if her communication and fewer misunderstandings and conflicts. As role model were aware of her behaviors or decisions. The a result, when followers disagree with their leaders about what golden rule test asks if a person is fine with her decision is essential and ethically suitable, they are less inclined to seek influencing others, in the same manner, it ae ff cts her (Brown and accept their opinion on ethical matters actively. In contrast, et  al., 2021). Apart from the current advancement in company followers who feel their leaders share comparable ethical ideals management, ethical conflicts have grown in power and taken and underlying ideas about ethically good and wrong are more on new shapes and forms. The most popular and heated topics inclined to see and accept them as valid ethical role models are corporate interest, ethics, and transparency (Pennington worthy of following (Cheng et  al., 2019). Ethical conflict arises et  al., 2021). The organization’s ethical atmosphere cannot with an employee’s personal beliefs collide with the organization’s, be described as excellent. Many ethical difficulties may be noticed negative consequences such as stress, lack of organizational in many enterprises and management, such as illegal practices, commitment, absenteeism, and turnover can ensue. Individuals cybercrime, lack of workplace safety, such as legal responsibility should work together to achieve the objective. A team is and other fraudulent practices. Following social media’s creation developed when individuals possessing multiple talent and skills and widespread adoption, concerns about cyber ethics have work together to attain the same goals. Team members are grown significantly ( Nuseir and Ghandour, 2019). Consequently, jointly responsible for doing everything it takes to attain the ethical difficulties in modern management are becoming a goal. Team sizes vary, but due to the inefficiency of a big major issue. Ethical dilemmas and their practices in various group of individuals working together in practice, people organizations have recently drawn attention since they are now typically refer to groups of less than 20 people when they easily disclosed on social media (Brown et  al., 2021). It may talk about teams (Brown et  al., 2021). have a detrimental impact on the workplace, with organizations However, strictly speaking, there are no restrictions on the losing their reputation and popularity, resulting in a decline size of a team. Even a major firm with hundreds of employees in client numbers, lost business, and revenue decreases (Avotra might claim to operate as a team or with a sense of camaraderie et  al., 2021a). Various examples of firms failing and closing (Ogunyemi, 2019). Prioritization should be unbiased and regard due to ethical difficulties, such as a major American energy persons as equals as per ethical views. According to a growing company (Brown et  al., 2021). Workplace ethical conflict has agreement, the goals should be to promote health maximization, previously been studied in arguments over work duties, processes, equitable distribution, and poverty prevention. Three ethical and personal relationships (Kim et  al., 2015). On the other priority-setting criteria emerge from these guiding principles: hand, conflicts frequently entail issues of right and wrong; cost-effectiveness, priority to the poor, and financial risk yet, ethical conflict is noticeably lacking from the literature. protection. Prioritizing services based on the cost-effectiveness Brown et  al. (2020) proposed the concept of ethical conflict, of novel interventions vs. current standards is critical, given developed and validated a measure of it, and investigated its that extending and enhancing people’s lives have both direct specific implications on workplace outcomes using moral and indirect benefits. Furthermore, this is not always the case, convictions theory. the most cost-effective programmers frequently benefit the Ethical conflict is a two-edged sword, it is linked to poor poorest and give the most financial risk protection. Cost- team dynamics, such as lower group satisfaction, viability, effectiveness, however, cannot be  the only consideration. cohesiveness, psychological safety; increased negative emotions; Prioritizing the poor is crucial since it will benefit them more and perceived goal difficulties ( Brown et  al., 2021). Ethics is than the well-off and will lessen unjust inequities. Those with the central axis that helps organizations, corporations, and the most severe and biggest individual illness burdens and those who are poor or otherwise disadvantaged are considered enterprises to achieve favorable financial outcomes, job balance, and well-being by balancing risk. On the other hand, a lack the worst-o. ff Because the most cost-effective treatments do not necessarily help the poorest people, services aimed at them of ethical principles application might have a detrimental impact on individuals, resulting in harm, severe penalties, and even should be  given more on priority (Ogunyemi, 2019). Human beings, according to Maslow, have an inbuilt need to fulfill bankruptcy. er Th e have been several examples involving a lack of ethics that reputable experts have highlighted throughout wants ranging from the most basic to the most complicated, the years. Furthermore, in one of his studies, researchers such as friendships. Workplace friendship, also known as an examine the vast differences in business conduct, demonstrating informal interpersonal relationship at work, is a close and significant ethical case responses ( Fichter, 2018; Sison et  al., voluntary bond between coworkers that differs from the formal 2019). Ethics is a subject that has persisted throughout history, one, such as leader-subordinate or instrumental. Workplace Frontiers in Psychology | www.frontiersin.org 2 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings friendship has both a socio-emotional and a utilitarian purpose a transaction with the goal of maximizing prot a fi t the lowest in fostering a productive and friendly work environment. Some possible expense as the individual is motivated by what is in empirical studies show that workplace friendship ae ff cts turnover it for me?. A third assumption is that people analyses the intention, emotional commitment, information sharing, and prot fi and expense of doing something before doing it. This job performance, whereas qualitative studies look at both positive theory determines that people realize that the payoff will differ and negative effects. from one person to the next and over time (Cook and Rice, Despite all of this past study, there is still no conclusive 2006). The main principles of social exchange theory form a empirical evidence for determining when and how workplace fundamental foundation, namely, that one size does not fit friendship would result in a positive outcome, such as information all. These degrees of anticipation are frequently used in sharing among team members (Eva et  al., 2019). Employee combination with another basic idea of the theory’s functionality: knowledge concealment, defined as the deliberate withholding the cost–benefit analysis. This is likely the most well-known of information when it is sought, happens oen a ft nd is a serious aspect of the theory since it oer ff s a “give and take” measure problem in the workplace. Unfortunately, many corporate that can be  used to assess how much effort one side is putting structures and practices, such as employee competitiveness, into the relationship. This theory element’s costs are items that encourage information concealing among employees. Because a person would consider a negative in a relationship. previous information hiding research has demonstrated that An acquaintance who borrows money oen o ft r a spouse this issue has negative consequences for employees, such as who regularly fails to perform his household responsibilities lower individual creativity and strained relationships, additional might rack up a significant bill. Benefits, under this perspective, study into the characteristics that might help avoid knowledge are characteristics that an individual may consider to be favorable. hiding is needed. Information hiding can help us understand Applying the metrics that construct social exchange theory many social interactions in organizations if we  know it at the together may be  a fantastic tool for analyzing connections and dyadic level; however, knowledge hiding does not always happen human behavior from a sociological approach (Cook and Rice, sequentially at the dyadic level. Rather, many debates and 2006). Sociologists can use the dynamics that make this theory exchanges occur in groups, and there may be  information function to construct their own ideas and conceptions about concealed at the group level. As a result, we  develop the term how humans interact regarding knowledge sharing or hiding team knowledge hiding to explain what happens when a team due to ethical conflicts (Ali et  al., 2021). has a high level of knowledge concealing. Examining hidden Affective Events Theory knowledge at the group level might reveal new information about employee actions and dynamics at work (An et  al., 2021; According to the Effective events theory, emotional states impact job performance, leading to knowledge sharing in Xiaolong et  al., 2021; Yingfei et  al., 2021). So ethical conflict, its constituents, such as ethical value congruence, ethical priorities team and pleasure. The hypothesis describes the link between employees internal factors, such as temperament, feelings, and their relationship with the detrimental effects of knowledge hiding among the teams, and the moderating role of workplace conflicts, intellect, and responses to workplace situations. Theorists suggest that employee mood and emotion explain friendship have a lot to evaluate in this study. So our study revolved around certain objectives to estimate the impact of productive work behaviors, but cognitive-based actions are ethical conflicts on team knowledge hiding discussed above. good indicators of job happiness. Simply put, how people manage problems at work is influenced by their emotions and mood (Avotra et  al., 2021a). The following elements form the foundation of the theory, that is, features of the REVIEW OF LITERATURE working environment, working events, personal dispositions Social Exchange Theory or conflicts and response to the events of the work ( Cropanzano Social exchange theory, Blau (1964) is the principal lenses et  al., 2016). The links between components connected with through which the theoretical framework of this study was to work, such as job characteristics, job expectations, and needs be  examined. The central theme is that individual behaviors for emotional labor, and their influence on employment maximize positive experiences and minimize negative results, are known as aspects of the working environment. experiences. Similarly, Dalton (1972) identifies three types of Job happiness is influenced by one’s autonomy and flexibility reciprocity: generalized, balanced, and negative. Generalized in determining one’s own work schedule. Personal dispositions reciprocity refers to a positive exchange relationship between or conflicts describe the connection between a worker’s employer and employee, whereas negative reciprocity refers to temperament and attitude and the impact it has on workplace a negative exchange between two parties governed by mistrust events and how they affect quality of work life. The five- and self-interest (Liden et  al., 1997). Balanced reciprocity refers factor personality dimension that includes conscientiousness, agreeableness, openness to experience, neuroticism, and to a neutral economic exchange relationship (Dalton, 1972). eTh y are drawing on social exchange theory ( Blau, 1964). extraversion, demonstrates individual characteristics and their influence on work performance and pleasure. While negative Humans, according to the first premise, want to seek out rewards and avoid penalties. One main motivation of the occurrences are recorded less frequently than happy events, they have a greater influence on mood. These might be  both individual to perform certain action to maximize prot in t fi he minimum expenses. Another principle is that a person enters beneficial and bad in nature. In forecasting intentions toward Frontiers in Psychology | www.frontiersin.org 3 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings poor-performing workers, emotions have a higher effect than situations. They are more likely to sense a threat of opportunism, attributions or expectancies (Cropanzano et  al., 2016). Our which might discourage them from freely providing their data research which is about ethical conflicts, such as ethical (Chowdhury, 2005). Taken together, we propose that the absence value congruence and the lack of shared ethical priorities of ethical value congruence, as a result of ethical conflict, and their relationship with the negative attributes in a team, leads to the feeling that information is hidden more in the that is, knowledge hiding along with moderating role of team. So, we  proposed the following. workplace friendships, is supported by these two theories. : er Th e is a relationship between ethical value congruence and team knowledge hiding Relationship Between Ethical Value Congruence and Team Knowledge Hiding Relationship Between Shared Ethical Ethics experts recognize that relational processes are rooted Priorities and Team Knowledge Hiding in a social environment and will comprehend ethical principles A team is developed when individuals with the necessary skills in teams which requires examining both persons and their and expertise work to attain a certain common objective. The surroundings concurrently. Maintaining the constructive individual should work together to achieve certain common tension between individuals and their settings is especially objectives. Team members are jointly responsible for doing urgent in ethical ideals (Albert et  al., 2015). Individuals’ everything it takes to attain the goal. Team sizes vary, but motivation hinders when they perceive the ethical difference due to the inefficiency of a big group of individuals working between themselves and other team members to actively together in practice, people typically refer to groups of less share information, resulting in poor information exchange than 20 people when they talk about teams. However, strictly evaluations within the team. According to one method, speaking, there are no restrictions on the size of a team. Even out-group individuals are perceived as less reliable sources a major firm with hundreds of employees might claim to of information, and ethically different people are deemed operate as a team or with a sense of togetherness. Occasionally, out-group members (van Knippenberg and Mell, 2016). team members have a say in who they work with, while other Resultantly, messages from team members are more likely times they are “forced” to work together. In any scenario, to be  attended to and elaborated, and therefore more likely forming a team needs trust and honesty. To put it another to ae ff ct the individual’s ideas and actions, than communications way, if individuals are to work successfully together, ethics are from non-team members. required (Ogunyemi, 2019). Knowledge hiding practices can According to a recent study, people are less likely to range from modest to significant, such as disregarding a simple exchange knowledge with persons they believe different from request to concealing essential or strategic knowledge (Khalid themselves. The degree of similarity in ethical ideals among et  al., 2018). team members influences the willingness to share information er Th e are certain causes of reasoned knowledge hiding like (Crane et  al., 2019). If a team has a value congruence issue, protecting secrets or concealing private information; employees team members will likely be  less receptive to other ideas rarely participate in rationalized knowledge hiding in response and communicate less, interfering with productive group to an ethical conflict between shared ethical values defined operations. Resultantly, in the negative association between by leaders (Serenko and Bontis, 2016). Knowledge concealing diversity and performance, diversity research emphasizes the is frequently a passive reaction to a circumstance, such as mediating function of ethical conflict of value congruence harsh supervision; it is not always meant to do direct harm and team knowledge concealment, that is, team information to other members of the organization (Mitchell and Ambrose, utilization. Numerous studies have discovered that most forms 2007). We  suggest that social exchange theory can explain the of differences, particularly when they arise from deep-level link between a lack of shared ethical objectives and information traits like ethics, can lead to conflict, leading to knowledge concealment practices. There is not much research available hiding in the teams (Crane et  al., 2019). This is a crucial on the direct relations between ethical conflict of lack of shared component of the ethical values approach’s congruence ethical priority between teams and the team knowledge hiding component, which implies that these disparities lead to conflict but there is a great scope for finding the relation between and a lack of information sharing or knowledge concealment them. So, we hypothesized the following to test the significance in teams, affecting team effectiveness (de Wit et  al., 2012). of this kind of relationship. To put it another way, the notion or connection emphasizes the direct connection between ethical inconsistency, relational : er Th e is a relationship between shared ethical priority conflict, and knowledge concealment. Relationship conflict, and team knowledge hiding which arises from personal inconsistency and unpleasant emotions, is particularly linked to poor team performance and Moderating Role of Workplace Friendship group processes. Ethical disagreement among team members Generally, workplace friendships in team knowledge hiding encourages adversarial or critical attributions for the actions studies have not been a topic of debate in the past but as a of other team members (Kearney et  al., 2009). Because they team, friendships among the members sharing the common sense a danger or humiliation, team members are inclined to workplace could be the regulating one between ethical conflicts stop providing information or hide their knowledge in such Frontiers in Psychology | www.frontiersin.org 4 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings and the knowledge hiding at team level. As, workplace friendship As a moderator of intimate personal ties in the organization, could be  beneficial or detrimental by the side in the transfer workplace friendship may give psychological and behavioral of knowledge which leads to the failure or success of the support, such as trustworthiness and information sharing, that teamwork. Sometimes, sharing friendships at the workplace is beneficial to work. To put it another way, socializing with boosts the efficiency of the work and sometimes reduces the coworkers friends may be  emotionally rewarding and increase work’s efficiency, so it was much necessary to define the employees psychological resources. Because of the peaceful, regulating role of workplace friendship among the ethical helpful, and pleasant atmosphere in which the individual is conflicts and the team knowledge hiding. Extra shifts spent immersed, workplace friendship can drive employees to on the job, demanding work programmers, and an understanding demonstrate interpersonal citizenship (Methot et  al., 2016). It of how vital working with a group is for the organization’s has been discovered that workplace friendship boosts a worker’s activities and advantages and supporting it all contribute to interpersonal energy, which leads to higher interpersonal organizations taking friendship interactions into account. Within engagement, using time-lagged, multi-source data across more the workplace, many levels of friendship can be  created. In than 600 individuals from several workgroups. Furthermore, the workplace, friendships exist between subordinates and they revealed the relationship between self-construal as a key superiors, vice versa, and between coworkers. moderating factor that influences a relationship’s saliency. Interpersonal interactions have been categorized as work Workplace friendship does have a larger favorable impact on relationships and friendships in research of the workplace social someone’s interpersonal energy and hence interpersonal context. A work relationship is a job connection that involves citizenship for employees with a relational-interdependent self- an organizational-role view, comes from work-related concern, construal. Based upon the literature stating various roles of and is mandated by job design or thought required for job workplace friendships, we  hypothesized the regulating or the accomplishment, work-role needs, or work objectives. Employees, moderating role of workplace friendships toward our goal of on the other hand, form friendships of their own choice. finding reasons of team knowledge hiding as follows. Without any external limits or pressures, the partners may : Workplace friendship moderate the relationship interact freely with one another. Friendship is seen as a human H tie that requires a personalistic perspective and interactions between ethical value congruence and team knowledge hiding based on a personal concern to meet the personal requirements H : Workplace friendship moderates the relationship of both the self and the partners. Individual obligations to between shared ethical priorities and team knowledge hiding one another take precedence over meeting work/organizational demands in friendship. As a result, the impact of friendship A following conceptual model (Figure  1) has been formed on workers will differ from that of a work connection, and based on the above literature and hypothesis. there is an area dedicated to friendship concerns in the organizational study on relationships (Methot et  al., 2016). es Th e factors can have various effects on an individual’s METHODOLOGY career, performance, motivation, and organizational atmosphere and performance. By describing workplace friendship as Population and Sampling non-private, voluntary workplace connections, it was stated The population of this study is the staff working in colleges that it manifested itself as mutual trust, fancy, commitment, and universities of China. Team was made and segregated common interests, and values. Employees’ ties and friendships based on the nature of their work and specialization; then, with their coworkers were said to provide an emotional support data were collected based upon team level using a convenience system and take conventional supervisory and mentoring roles. sampling technique. Total 550 questionnaires were distributed Indeed, these studies emphasized the importance of analyzing among the staff, out of which 500 responses were received. the antecedents that facilitated the creation of workplace friendships and intimate ties for various reasons, including internal employee rewards, lowering and balancing work-related stress, and so on (Yavuzkurt, 2020). In research conducted by Yavuzkurt (2020), more than 250 secondary school teachers participated in the study, which attempted to uncover the link between workplace friendship views and job happiness. e des Th criptive and inferential statistical approaches were utilized in this investigation, which was planned using the relational screening model. Secondary school teachers were found to have a high level of internal job satisfaction and friendship opportunities. It was also shown that there were moderately favorable connections between teacher’s job happiness and their views of workplace friendships. It was discovered that teachers views of friendship opportunities impacted their FIGURE 1 | Conceptual model. job happiness substantially and beneficially. Frontiers in Psychology | www.frontiersin.org 5 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings However, 30 responses exclude due to missing values and factor loadings should be  greater than 0.70 (Vinzi et  al., 2010). outliers. So that the 480 responses are analyzed in this study. However, some scholars suggest that even factor loadings greater The response rate of this study is 90%. The total number of than 0.50 are acceptable. According to Latif et al. (2020), instead male respondents is 320 and female respondents are 180. of automatically removing factor loadings having low value, it was examined to check whether removing outer loadings helps increase the reliability, content validity, and convergent validity Measures of the constructs. Therefore, factor loadings values range from Five-point Likert scale was used to measure all variables. Ethical 0.40 to 0.70 removed only if deletion of items helps to increase value congruences were measured with a seven-item scale which the value of composite reliability and average variance extracted was utilized (o Th rne, 2010). A sample item includes “My firm (AVE). In this study, a few items of construct having less share my value and companion for other.” Seven-item scale factor loading were deleted to be obtained to increase composite adapted from o Th rne (2010) that was used for measuring lack reliability and AVE (i.e., KH11, KH12, SEPR4, SEPR7, and EVC3). of shared ethical priorities. Knowledge hiding was assessed with Instrument reliability ensures that the indicators used to the 12-item scale that was used to measure knowledge hiding measure a construct are correct and valid. There are three behavior construct by Connelly et al. (2012). Sample item include methods to determine constructs internal consistency or reliability; “In a specific episode in which a particular coworker requested Cronbach’s alpha and composite reliability. Table  1 illustrates knowledge from you  and you  declined” and 06 items scale was the alpha value of all constructs greater than 0.700 and ranges used to assess workplace friendship. A sample item includes “I from 0.789 to 0.939. Hence, internal consistency of construct have the opportunity to get to know my coworkers.” Firstly, was established. The second method to assess the internal the questionnaire was designed with the scale adapted from consistency is Rho_A. Its value should be  greater than 0.700 previous studies mentioned above as it has been checked and verified by linguistic and management specialists then the pilot study was conducted to measure the validity and reliability of TABLE 1 | Item loadings, reliability, and convergent validity. construct before collecting data on a large level. Construct Loadings Alpha Rho_A CR AVE Techniques Ethical value 0.852 0.860 0.900 0.694 e (P Th LS-SEM) technique is used in this study. SmartPLS 3 congruence EVC1 0.890 version 2.7 was utilized to implement this approach. The key EVC2 0.754 reason was that this approach has the fewest requirements for EVC3 0.858 data normality and is a better tool for evaluating exploratory EVC4 0.824 connections empirically. PLS-premier SEM’s sources have been EVC6 0.780 Lack of shared 0.890 0.900 0.913 0.599 followed in terms of data analysis and outcomes interpretation ethical priorities (Avotra et  al., 2021b). SEPR1 0.811 SEPR2 0.777 SEPR3 0.771 DATA ANALYSIS AND RESULTS SEPR4 0.758 SEPR5 0.762 SEPR6 0.768 Partial least squares-structural equation modeling analysis was SEPR7 0.769 used in this study for data analysis and to examine the theoretical Knowledge hiding 0.934 0.940 0.946 0.661 framework. There are several reasons for using PLS-SEM analysis. KH1 0.823 This approach is best suited for testing the hypotheses and KH2 0.865 complex model. This technique is also suitable for identifying KH3 0.868 KH4 0.847 measurement errors and present correct estimation (Nawaz et al., KH5 0.777 2019). This technique is effective for data analysis of simple KH6 0.855 and complex model and need no specific data normality conditions KH7 0.871 (Hao et  al., 2020). PLS-SEM considers both measurement and KH8 0.802 structural models. SmartPLS sowa ft re was used to perform data KH9 0.769 KH10 0.767 analysis which consists of two-stage. First measurement analysis Workplace friendship 0.879 0.882 0.912 0.675 was conducted to ensure the internal consistency and validity WP2 0.843 of data. Then, the structural model was examined to test the WP3 0.789 proposed hypotheses by using a bootstrapping technique. WP4 0.854 WP5 0.825 WP6 0.795 Measurement Model WP6 0.671 In the r fi st step of the PLS-SEM construct, reliability, consistency, 2 2 The coefficient of determination (R ) value of KH is 0.672 and predictive relevance (Q ) convergent, and discriminant validity were examined, known value is 0.513. AVE, average variance extracted; CR, composite reliability, EVC, ethical as measurement assessment model. First, factor loading of all value congruences; KH, knowledge hiding; SEPR, lack of shared ethical priorities; WP, the items of constructs was examined. Minimum acceptable workplace friendship. Frontiers in Psychology | www.frontiersin.org 6 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings as recommended by Avotra et  al. (2021a). The third method above 0 shows predictive accuracy (Hair et  al., 2019). Table  5 for assessing the internal reliability and consistency of a scale shows that the Q value is above 0 which shows the predictive is composite reliability. Value of CR greater than the range accuracy of the construct. e Th hypotheses testing was carried between 0.60 and 0.70 is considered acceptable. It is highlighted out using a bootstrapping technique, with a re-sample of the that the composite reliability of each latent construct is above number of 5,000 bootstraps. H proposed that there is a 0.70; thus, internal consistency is established. The AVE was relationship between ethical value congruence and knowledge examined to assess the convergent validity of the construct. The hiding. The result indicates that there is a significant and positive relationship between ethical value congruence and knowledge minimum threshold of AVE is equal to greater than 0.500 to determine the convergent validity of the construct. hiding (β = 0.350, t = 11.606, p = 0.000). As a value of p < 0.05, therefore this hypothesis is accepted. H proposed that there Aer ft establishing the reliability and convergence, the discriminant validity of the construct was examined. Discriminant is a relationship between Lack of shared ethical priorities and knowledge hiding. The result indicates that there is a relationship validity refers to who two concepts are distinct to each other if two or more concepts are unique, then valid measures of between lack of shared ethical priorities and knowledge hiding (β = 0.354, t = 10.734, p = 0.000). As a value of p < 0.05, therefore each should not correlate high. There are three methods to investigate the discriminant validity of constructs, such as this hypothesis is accepted. H proposed that workplace friendship moderates the relationship between EVC and knowledge hiding. Fornell and Larcker, cross-loadings and Heterotrait-Monotrait (HTMT). e Th square root of AVE of each variable in the e Th result indicates that WPF significantly moderates the relationship between EVC and knowledge hiding (β = 0.050, research model must be  higher than the correlation of the same variable with others to determine the discriminant validity t = 2.039, p = 0.045). As a value of p < 0.05, therefore this hypothesis is accepted. H proposed that workplace friendship moderates of the construct. Table  2 reflects that the square root of AVE of each construct is greater than the diagonal values below. the relationship between Lack of shared ethical priorities and Another method to determine the discriminant validity of constructs is cross-loadings. Cross-loading helps assess if an TABLE 3 | Cross-loading. item belonging to particular construct loads strongly onto its own parent construct instead of other constructs in the study. EVC KH SEPR WP e r Th esults (Table  3 ) show that factor loadings of all the items EVC1 0.890 0.572 0.342 0.377 is stronger on the underlying construct to which they belong EVC2 0.755 0.459 0.291 0.244 instead of other constructs in the study (Wasko and Faraj, 2005). EVC3 0.858 0.487 0.291 0.330 HTMT (Heterotrait-Monotrait Ratio) is the criteria to EVC4 0.822 0.551 0.455 0.383 KH1 0.504 0.815 0.534 0.515 determine the discriminant validity. If the values of HTMT KH2 0.484 0.860 0.607 0.598 are higher which depicts the issues of discriminant validity KH3 0.539 0.856 0.553 0.492 in the constructs. The threshold value of HTMT is 0.9 which KH4 0.512 0.843 0.525 0.480 means two variables are correlated but not more than 0.90. KH5 0.444 0.769 0.515 0.438 Table  4 shows that all value of HTMT is less than 0.900 thus KH6 0.523 0.860 0.575 0.512 KH7 0.553 0.870 0.575 0.552 discriminant validity was established. KH8 0.569 0.809 0.560 0.501 KH9 0.434 0.598 0.374 0.347 Structural Model SEPR1 0.316 0.462 0.812 0.457 In the second step, structural model was assessed by using SEPR2 0.319 0.469 0.777 0.478 structural equation modeling (SEM) technique as shown in SEPR3 0.288 0.450 0.772 0.371 2 2 Figure  2. In the structural model, R , Q , and the significance SEPR4 0.251 0.433 0.758 0.370 SEPR5 0.274 0.400 0.762 0.386 of paths were measured. Strength of each path measured by SEPR6 0.373 0.648 0.768 0.526 using R which is known as the goodness of model (Briones SEPR7 0.389 0.618 0.769 0.523 Peñalver et  al., 2018). R of knowledge hiding is 0.627 as shown WP2 0.347 0.543 0.518 0.843 in Table  5 which means that all exogenous variables account WP3 0.284 0.449 0.453 0.790 for 62% variance in knowledge hiding. The structural model’s WP4 0.344 0.484 0.468 0.855 WP5 0.374 0.534 0.478 0.824 predictive relevance is estimated through the blindfolding technique with an omission distance of 7. The value of Q Factor loadings of items with their construct are shown as bold and italic. EVC, ethical value congruences; KH, knowledge hiding; SEPR, lack of shared ethical priorities; WP, workplace friendship. TABLE 2 | Discriminant validity (Fornell and Larcker criterion). EVC KH SEPR WP TABLE 4 | HTMT (Heterotrait-Monotrait Ratio) of correlations. EVC 0.833 EVC KH SEPR WP KH 0.625 0.813 SEPR 0.418 0.663 0.774 EVC WP 0.405 0.611 0.587 0.822 KH 0.699 SEPR 0.463 0.700 EVC, ethical value congruences; KH, knowledge hiding; SEPR, lack of shared ethical priorities; WP, workplace friendship. WP 0.462 0.669 0.646 Frontiers in Psychology | www.frontiersin.org 7 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings FIGURE 2 | Structural assessment model. TABLE 5 | Direct effects. Hypotheses Path Beta coefficient SD T value p Decision H1 EVC → KH 0.350 0.030 11.606 0.000 Supported H2 SEPR → KH 0.354 0.033 10.734 0.000 Supported knowledge hiding. The result indicates that WPF significantly based upon the our proposed model. Data were collected from moderates the relationship between SEPR and knowledge hiding the employees working in colleges and universities of China. (β = 0.079, t = 2.659, p = 0.008). As a value of p < 0.05, therefore e r Th esults indicate that ethical conflict significantly impacts this hypothesis is accepted as shown in Table  6. knowledge hiding at team level, which is consistent with the e Th workplace friendship significantly moderates the slope finding of previous studies ( Boz Semerci, 2019). H proposed for the relationship between EVC and Knowledge hiding. The that there is significant relationship between ethical value slope is given in Figure  3. congruence and knowledge hiding. The results empirically e s Th lope between SEPR and knowledge hiding is significantly substantiate that ethical value congruence has a positive relationship moderated by the IC but negative in direction. The slope is with knowledge hidings. Although the relationship between given in Figure  4. ethical value congruence and knowledge hiding is significant, it is contradictory to the previous studies (o Th rne, 2010 ). However, all these studies were conducted at the individual level but in this study we  are measuring the concept at team level so there DISCUSSION are certain other factors which may promote the knowledge e Th core objective of this research was to examine the impact hiding behavior among employees working in the team. of ethical conflict having two dimension ethical value congruences H proposed that there is a relationship between lack of and lack of shared ethical priorities on knowledge hiding and shared ethical priorities and knowledge hiding at team. The investigate the workplace conflict. Four hypotheses were generated results empirically substantiate that ethical value congruence Frontiers in Psychology | www.frontiersin.org 8 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings TABLE 6 | Moderation effects. Hypotheses Path Beta coefficient SD T value p Decision H3 EVS*WP → KH 0.050 0.027 2.039 0.045 Supported H4 SEPR*WP → KH 0.079 0.030 2.659 0.008 Supported FIGURE 3 | A slope for ethical value congruences (EVC) and workplace friendship (WP). has a positive relationship with knowledge. This result is in behaviors at the team level (Zhang and Min, 2021). accordance with previous studies (o Th rne, 2010 ). Which suggested We  addressed the research gap and explore the knowledge that if organization’s priorities for ethical behavior are not hiding behavior at the team level. Prior studies indicate that consistent with those of the employee which leads to decrease there is no study examine the impact of ethical conflict and employees commitment toward their team and organization knowledge hiding. Thus this study found that there is a and they feel alienate from their team and organization. significant impact of ethical conflict on knowledge hiding Consequently, in exchange, they feel resultant to share their behavior of employees. Similarly, this study uses the theoretical knowledge with other team and adopt knowledge hiding, which lens of social exchange theory and absorptive capacity to decreases the performance of the team and the organization. examine the impact of ethical conflict on knowledge hiding. H proposed the workplace friendship moderating role in Furthermore, this result indicates that workplace friendship the relationship of shared ethical priories and knowledge hiding. moderates the relationship between ethical conflict and e r Th esults are consistent with Guohao et  al. (2021), which knowledge hiding. posit that there is a certain complication which is created This research study provides several significant practical because of workplace friendship (Ingram and Zou, 2008) implications for policymakers, practitioners and education resultantly, these complications effect the decorum of the experts. This study highlighted that ethical conflict leads to organizations as employees goals are differentiated from their adverse outcomes, such as promoting the knowledge hiding organizational goal. H anticipated moderating role of Workplace behaviors. Thus, the organization’s top management should friendship in the relationship of Lack of shared ethical priorities devise and comprehensive policies to align the organizational and knowledge hiding. The results demonstrate that if workplace value with the employees’ values. The organization should friendship exists in the organization, the relationship between focus on training and development of their sta.ff Comprehensive shared ethical priorities and knowledge hiding gets weaker. training and orientation sessions should be  conducted to es Th e results validate with the finding of Yu et  al. (2021). teach the organization culture and values among the employees. Management should make their efforts to make organizational Theoretical and Managerial Implications culture flexible and employees friendly. The critical action This study contributes in the body of literature in very important should be  taken to mitigate the knowledge hiding behavior ways. It explores the two important dimensions of ethical among the staff. This is possible only through awareness conflict, that is, ethical value congruence and lack of shared and rewards package. Special incentive program should ethical priorities. Similarly, Literature of knowledge hiding be  designed to promote knowledge sharing behavior in depicts that most of the studies examined the knowledge the staff. hiding behavior at individual level (Zhang and Min, 2021). Hence, organization management and leadership should Recent studies emphasized the need of knowledge hiding ensure TQM practices in workplace. Along with this, knowledge Frontiers in Psychology | www.frontiersin.org 9 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings FIGURE 4 | A slope for lack of shared ethical priorities (SEPR) and WP. sharing and internal service quality also significant importance congruence, on knowledge hiding behavior at team level and to improve the project performance. Thus, organizational investigates the moderating role of workplace friendship between leadership also focus on these two aspects. Extensive training this relationship. This study implies that if the ethical values programs and seminars should be  commenced to build the of individual are contradictory to the organization’s value then knowledge share behaviors among the sta. I ff ncentive programs conflict arises. Resultantly, individual feel reluctant to share should be  designed in considering of these aspects. Similarly, their knowledge with their colleagues. Similarly, if the workplace this study implies the significant moderating role of workplace friendship culture prevails in the organization then it is possible friendship thus education organization and top management to mitigate the knowledge hiding behavior at team level. Data should focus on encouraging workplace friendship behavior were collected from the 450 employees working in the colleges in the education industry. and universities of China. PLS-SEM technique was adopted to measure the theoretical framework of this study. The finding of this study indicates that there is a significant impact of Limitations ethical conflict on knowledge hiding. Similarly, workplace Although this study has made several contributions but this friendship moderates this relationship. study is not without limitation which should be  address in the future studies. Firstly, the current study collect data from single sources which might be risk of common method biasness DATA AVAILABILITY STATEMENT thus future studies should collect data from multiple sources to reduce the chances of common method biasness. Secondly, e o Th riginal contributions presented in the study are included sample size of this study is not sufficient to generalize result in the article/supplementary material, and further inquiries therefore future studies should collected data from large can be  directed to the corresponding author. population so the result should generalize over whole population. Lastly, this research is cross-sectional in nature due to shortage of time and limited resources. The sampling technique used ETHICS STATEMENT for obtaining data collected was convenience sampling because it was not pragmatic to collect data through formal ways. e s Th tudies involving human participants were reviewed and Further studies should utilize most rigorous sampling technique approved by Hunan University of Science and Technology to get better result. Along with this, future studies should add (HUST), China. The patients/participants provided their written more mediators and moderator between ethical conflict and informed consent to participate in this study. The study was knowledge hiding. conducted in accordance with the Declaration of Helsinki. AUTHOR CONTRIBUTIONS CONCLUSION SX: conceived, designed the concept, collected and wrote the Drawing on social exchange theory and ae ff ctive event theory, this study examines the impact of two dimensions of ethical paper. 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Exploring and validating the effects of mega projects on infrastructure the absence of any commercial or financial relationships that could be  construed development influencing sustainable environment and project management. as a potential conflict of interest. Front. Psychol. 12:663199. doi: 10.3389/fpsyg.2021.663199 Yavuzkurt, T. E. (2020). The relationship between workplace friendship and Publisher’s Note: All claims expressed in this article are solely those of the job satisfaction in educational organizations. Int. J. Progress. Educ. 16, 404–425. authors and do not necessarily represent those of their ali ffi ated organizations, doi: 10.29329/ijpe.2020.277.25 or those of the publisher, the editors and the reviewers. Any product that may Yingfei, Y., Mengze, Z., Zeyu, L., Ki-Hyung, B., Avotra, A. A. R. N., and be evaluated in this article, or claim that may be made by its manufacturer, is Nawaz, A. (2021). 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Ethical Conflict and Knowledge Hiding in Teams: Moderating Role of Workplace Friendship in Education Sector

Xing, Shuo
Frontiers in Psychology , Volume 13 – Feb 10, 2022
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ORIGINAL RESEARCH published: 10 February 2022 doi: 10.3389/fpsyg.2022.824485 Ethical Conflict and Knowledge Hiding in Teams: Moderating Role of Workplace Friendship in Education Sector Shuo Xing * Department of Marxism, Hunan University of Science and Technology, Xiangtan, China Ethical conflicts arise when there is no unity between the team members and shared ethical priorities. This study aimed to identify the relationship between ethical value unity, team knowledge hiding, the relationship between the lack of shared ethical priorities and the team knowledge hiding. Workplace friendship was taken as a moderating variable to check its regulating role between the ethical conflicts and the team knowledge hiding. Data of this study were collected from the staff working in different colleges and universities. There are a total of 480 responses collected through convenience sampling technique and analyzed under a five-point Likert scale. The partial least squares-structural equation Edited by: modeling (PLS-SEM) technique is used in this study. The key reason was that this approach Muhammad Waseem Bari, Government College University, has the fewest requirements for data normality and is a better tool for evaluating exploratory Faisalabad, Pakistan connections empirically. The output of the measurement model assessment confirms that Reviewed by: all measurement scales are reliable. The result indicates that there was a significant and Qurrahtulain Khan, University of Kotli Azad Jammu and positive relationship between ethical value congruence and knowledge hiding. It was also Kashmir, Pakistan established that there was a relationship between lack of shared ethical priorities and Shaham Saleem, knowledge hiding. Workplace friendship moderated the relationship between ethical Beijing Institute of Technology, China conflicts and team knowledge hiding. This study extends the literature on ethical conflict *Correspondence: Shuo Xing and knowledge hiding behavior. This study highlights that one of the main reasons for [email protected] knowledge hiding behavior at the team level in the organization is which helps the business practicians for a design of an effective strategy to mitigate the knowledge hiding behavior Specialty section: This article was submitted to in the organization. Organizational Psychology, a section of the journal Keywords: ethical conflicts, knowledge hiding, ethical value congruence, shared ethical priority, teams Frontiers in Psychology Received: 29 November 2021 Accepted: 04 January 2022 INTRODUCTION Published: 10 February 2022 Citation: Individuals are confronted with ethical conflicts challenges when their values, ethics, and Xing S (2022) Ethical Conflict and morality clashes with the experience. In certain condition, there are very difficult to discriminant Knowledge Hiding in Teams: between right and wrong and have to choose between two evils. Conflicts of this nature might Moderating Role of Workplace occur on an individual, professional, or social level. When it comes to ethical conflicts, whether Friendship in Education Sector. the aims justify the methods is frequently raised. For instance, doing what is ethically correct Front. Psychol. 13:824485. doi: 10.3389/fpsyg.2022.824485 might have a negative impact, while doing what is morally wrong or immoral can benefit. Frontiers in Psychology | www.frontiersin.org 1 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings Individuals, communities, and nations must decide which option manifesting itself in many sorts of organizations and civilizations. is more ethical in light of these factors. Furthermore, the moral Ethics has consequences, either when it is applied for the perspective may or may not be supported by facts. For example, common good, resulting in harmony, trust, solidarity, and Parents may refuse to give their kids a life-saving blood peace, or when it is not applied, resulting in suffering and transfusion because they feel it is unethical. Traditional, textbook destruction to human beings. Ethics is a wide concept that examples of hypothetical moral dilemmas can be  used to occurs in many aspects of life, including business and investigate the ethical conflict. The lifeboat example is one administration, and is crucial in all areas, including leadership, such scenario in which one person must be  thrown overboard teamwork, and successful communication (Tammany et al., 2019). for the rest to live. In general, value congruence leads to increased and improved e r Th ole model test asks if it would bother a person if her communication and fewer misunderstandings and conflicts. As role model were aware of her behaviors or decisions. The a result, when followers disagree with their leaders about what golden rule test asks if a person is fine with her decision is essential and ethically suitable, they are less inclined to seek influencing others, in the same manner, it ae ff cts her (Brown and accept their opinion on ethical matters actively. In contrast, et  al., 2021). Apart from the current advancement in company followers who feel their leaders share comparable ethical ideals management, ethical conflicts have grown in power and taken and underlying ideas about ethically good and wrong are more on new shapes and forms. The most popular and heated topics inclined to see and accept them as valid ethical role models are corporate interest, ethics, and transparency (Pennington worthy of following (Cheng et  al., 2019). Ethical conflict arises et  al., 2021). The organization’s ethical atmosphere cannot with an employee’s personal beliefs collide with the organization’s, be described as excellent. Many ethical difficulties may be noticed negative consequences such as stress, lack of organizational in many enterprises and management, such as illegal practices, commitment, absenteeism, and turnover can ensue. Individuals cybercrime, lack of workplace safety, such as legal responsibility should work together to achieve the objective. A team is and other fraudulent practices. Following social media’s creation developed when individuals possessing multiple talent and skills and widespread adoption, concerns about cyber ethics have work together to attain the same goals. Team members are grown significantly ( Nuseir and Ghandour, 2019). Consequently, jointly responsible for doing everything it takes to attain the ethical difficulties in modern management are becoming a goal. Team sizes vary, but due to the inefficiency of a big major issue. Ethical dilemmas and their practices in various group of individuals working together in practice, people organizations have recently drawn attention since they are now typically refer to groups of less than 20 people when they easily disclosed on social media (Brown et  al., 2021). It may talk about teams (Brown et  al., 2021). have a detrimental impact on the workplace, with organizations However, strictly speaking, there are no restrictions on the losing their reputation and popularity, resulting in a decline size of a team. Even a major firm with hundreds of employees in client numbers, lost business, and revenue decreases (Avotra might claim to operate as a team or with a sense of camaraderie et  al., 2021a). Various examples of firms failing and closing (Ogunyemi, 2019). Prioritization should be unbiased and regard due to ethical difficulties, such as a major American energy persons as equals as per ethical views. According to a growing company (Brown et  al., 2021). Workplace ethical conflict has agreement, the goals should be to promote health maximization, previously been studied in arguments over work duties, processes, equitable distribution, and poverty prevention. Three ethical and personal relationships (Kim et  al., 2015). On the other priority-setting criteria emerge from these guiding principles: hand, conflicts frequently entail issues of right and wrong; cost-effectiveness, priority to the poor, and financial risk yet, ethical conflict is noticeably lacking from the literature. protection. Prioritizing services based on the cost-effectiveness Brown et  al. (2020) proposed the concept of ethical conflict, of novel interventions vs. current standards is critical, given developed and validated a measure of it, and investigated its that extending and enhancing people’s lives have both direct specific implications on workplace outcomes using moral and indirect benefits. Furthermore, this is not always the case, convictions theory. the most cost-effective programmers frequently benefit the Ethical conflict is a two-edged sword, it is linked to poor poorest and give the most financial risk protection. Cost- team dynamics, such as lower group satisfaction, viability, effectiveness, however, cannot be  the only consideration. cohesiveness, psychological safety; increased negative emotions; Prioritizing the poor is crucial since it will benefit them more and perceived goal difficulties ( Brown et  al., 2021). Ethics is than the well-off and will lessen unjust inequities. Those with the central axis that helps organizations, corporations, and the most severe and biggest individual illness burdens and those who are poor or otherwise disadvantaged are considered enterprises to achieve favorable financial outcomes, job balance, and well-being by balancing risk. On the other hand, a lack the worst-o. ff Because the most cost-effective treatments do not necessarily help the poorest people, services aimed at them of ethical principles application might have a detrimental impact on individuals, resulting in harm, severe penalties, and even should be  given more on priority (Ogunyemi, 2019). Human beings, according to Maslow, have an inbuilt need to fulfill bankruptcy. er Th e have been several examples involving a lack of ethics that reputable experts have highlighted throughout wants ranging from the most basic to the most complicated, the years. Furthermore, in one of his studies, researchers such as friendships. Workplace friendship, also known as an examine the vast differences in business conduct, demonstrating informal interpersonal relationship at work, is a close and significant ethical case responses ( Fichter, 2018; Sison et  al., voluntary bond between coworkers that differs from the formal 2019). Ethics is a subject that has persisted throughout history, one, such as leader-subordinate or instrumental. Workplace Frontiers in Psychology | www.frontiersin.org 2 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings friendship has both a socio-emotional and a utilitarian purpose a transaction with the goal of maximizing prot a fi t the lowest in fostering a productive and friendly work environment. Some possible expense as the individual is motivated by what is in empirical studies show that workplace friendship ae ff cts turnover it for me?. A third assumption is that people analyses the intention, emotional commitment, information sharing, and prot fi and expense of doing something before doing it. This job performance, whereas qualitative studies look at both positive theory determines that people realize that the payoff will differ and negative effects. from one person to the next and over time (Cook and Rice, Despite all of this past study, there is still no conclusive 2006). The main principles of social exchange theory form a empirical evidence for determining when and how workplace fundamental foundation, namely, that one size does not fit friendship would result in a positive outcome, such as information all. These degrees of anticipation are frequently used in sharing among team members (Eva et  al., 2019). Employee combination with another basic idea of the theory’s functionality: knowledge concealment, defined as the deliberate withholding the cost–benefit analysis. This is likely the most well-known of information when it is sought, happens oen a ft nd is a serious aspect of the theory since it oer ff s a “give and take” measure problem in the workplace. Unfortunately, many corporate that can be  used to assess how much effort one side is putting structures and practices, such as employee competitiveness, into the relationship. This theory element’s costs are items that encourage information concealing among employees. Because a person would consider a negative in a relationship. previous information hiding research has demonstrated that An acquaintance who borrows money oen o ft r a spouse this issue has negative consequences for employees, such as who regularly fails to perform his household responsibilities lower individual creativity and strained relationships, additional might rack up a significant bill. Benefits, under this perspective, study into the characteristics that might help avoid knowledge are characteristics that an individual may consider to be favorable. hiding is needed. Information hiding can help us understand Applying the metrics that construct social exchange theory many social interactions in organizations if we  know it at the together may be  a fantastic tool for analyzing connections and dyadic level; however, knowledge hiding does not always happen human behavior from a sociological approach (Cook and Rice, sequentially at the dyadic level. Rather, many debates and 2006). Sociologists can use the dynamics that make this theory exchanges occur in groups, and there may be  information function to construct their own ideas and conceptions about concealed at the group level. As a result, we  develop the term how humans interact regarding knowledge sharing or hiding team knowledge hiding to explain what happens when a team due to ethical conflicts (Ali et  al., 2021). has a high level of knowledge concealing. Examining hidden Affective Events Theory knowledge at the group level might reveal new information about employee actions and dynamics at work (An et  al., 2021; According to the Effective events theory, emotional states impact job performance, leading to knowledge sharing in Xiaolong et  al., 2021; Yingfei et  al., 2021). So ethical conflict, its constituents, such as ethical value congruence, ethical priorities team and pleasure. The hypothesis describes the link between employees internal factors, such as temperament, feelings, and their relationship with the detrimental effects of knowledge hiding among the teams, and the moderating role of workplace conflicts, intellect, and responses to workplace situations. Theorists suggest that employee mood and emotion explain friendship have a lot to evaluate in this study. So our study revolved around certain objectives to estimate the impact of productive work behaviors, but cognitive-based actions are ethical conflicts on team knowledge hiding discussed above. good indicators of job happiness. Simply put, how people manage problems at work is influenced by their emotions and mood (Avotra et  al., 2021a). The following elements form the foundation of the theory, that is, features of the REVIEW OF LITERATURE working environment, working events, personal dispositions Social Exchange Theory or conflicts and response to the events of the work ( Cropanzano Social exchange theory, Blau (1964) is the principal lenses et  al., 2016). The links between components connected with through which the theoretical framework of this study was to work, such as job characteristics, job expectations, and needs be  examined. The central theme is that individual behaviors for emotional labor, and their influence on employment maximize positive experiences and minimize negative results, are known as aspects of the working environment. experiences. Similarly, Dalton (1972) identifies three types of Job happiness is influenced by one’s autonomy and flexibility reciprocity: generalized, balanced, and negative. Generalized in determining one’s own work schedule. Personal dispositions reciprocity refers to a positive exchange relationship between or conflicts describe the connection between a worker’s employer and employee, whereas negative reciprocity refers to temperament and attitude and the impact it has on workplace a negative exchange between two parties governed by mistrust events and how they affect quality of work life. The five- and self-interest (Liden et  al., 1997). Balanced reciprocity refers factor personality dimension that includes conscientiousness, agreeableness, openness to experience, neuroticism, and to a neutral economic exchange relationship (Dalton, 1972). eTh y are drawing on social exchange theory ( Blau, 1964). extraversion, demonstrates individual characteristics and their influence on work performance and pleasure. While negative Humans, according to the first premise, want to seek out rewards and avoid penalties. One main motivation of the occurrences are recorded less frequently than happy events, they have a greater influence on mood. These might be  both individual to perform certain action to maximize prot in t fi he minimum expenses. Another principle is that a person enters beneficial and bad in nature. In forecasting intentions toward Frontiers in Psychology | www.frontiersin.org 3 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings poor-performing workers, emotions have a higher effect than situations. They are more likely to sense a threat of opportunism, attributions or expectancies (Cropanzano et  al., 2016). Our which might discourage them from freely providing their data research which is about ethical conflicts, such as ethical (Chowdhury, 2005). Taken together, we propose that the absence value congruence and the lack of shared ethical priorities of ethical value congruence, as a result of ethical conflict, and their relationship with the negative attributes in a team, leads to the feeling that information is hidden more in the that is, knowledge hiding along with moderating role of team. So, we  proposed the following. workplace friendships, is supported by these two theories. : er Th e is a relationship between ethical value congruence and team knowledge hiding Relationship Between Ethical Value Congruence and Team Knowledge Hiding Relationship Between Shared Ethical Ethics experts recognize that relational processes are rooted Priorities and Team Knowledge Hiding in a social environment and will comprehend ethical principles A team is developed when individuals with the necessary skills in teams which requires examining both persons and their and expertise work to attain a certain common objective. The surroundings concurrently. Maintaining the constructive individual should work together to achieve certain common tension between individuals and their settings is especially objectives. Team members are jointly responsible for doing urgent in ethical ideals (Albert et  al., 2015). Individuals’ everything it takes to attain the goal. Team sizes vary, but motivation hinders when they perceive the ethical difference due to the inefficiency of a big group of individuals working between themselves and other team members to actively together in practice, people typically refer to groups of less share information, resulting in poor information exchange than 20 people when they talk about teams. However, strictly evaluations within the team. According to one method, speaking, there are no restrictions on the size of a team. Even out-group individuals are perceived as less reliable sources a major firm with hundreds of employees might claim to of information, and ethically different people are deemed operate as a team or with a sense of togetherness. Occasionally, out-group members (van Knippenberg and Mell, 2016). team members have a say in who they work with, while other Resultantly, messages from team members are more likely times they are “forced” to work together. In any scenario, to be  attended to and elaborated, and therefore more likely forming a team needs trust and honesty. To put it another to ae ff ct the individual’s ideas and actions, than communications way, if individuals are to work successfully together, ethics are from non-team members. required (Ogunyemi, 2019). Knowledge hiding practices can According to a recent study, people are less likely to range from modest to significant, such as disregarding a simple exchange knowledge with persons they believe different from request to concealing essential or strategic knowledge (Khalid themselves. The degree of similarity in ethical ideals among et  al., 2018). team members influences the willingness to share information er Th e are certain causes of reasoned knowledge hiding like (Crane et  al., 2019). If a team has a value congruence issue, protecting secrets or concealing private information; employees team members will likely be  less receptive to other ideas rarely participate in rationalized knowledge hiding in response and communicate less, interfering with productive group to an ethical conflict between shared ethical values defined operations. Resultantly, in the negative association between by leaders (Serenko and Bontis, 2016). Knowledge concealing diversity and performance, diversity research emphasizes the is frequently a passive reaction to a circumstance, such as mediating function of ethical conflict of value congruence harsh supervision; it is not always meant to do direct harm and team knowledge concealment, that is, team information to other members of the organization (Mitchell and Ambrose, utilization. Numerous studies have discovered that most forms 2007). We  suggest that social exchange theory can explain the of differences, particularly when they arise from deep-level link between a lack of shared ethical objectives and information traits like ethics, can lead to conflict, leading to knowledge concealment practices. There is not much research available hiding in the teams (Crane et  al., 2019). This is a crucial on the direct relations between ethical conflict of lack of shared component of the ethical values approach’s congruence ethical priority between teams and the team knowledge hiding component, which implies that these disparities lead to conflict but there is a great scope for finding the relation between and a lack of information sharing or knowledge concealment them. So, we hypothesized the following to test the significance in teams, affecting team effectiveness (de Wit et  al., 2012). of this kind of relationship. To put it another way, the notion or connection emphasizes the direct connection between ethical inconsistency, relational : er Th e is a relationship between shared ethical priority conflict, and knowledge concealment. Relationship conflict, and team knowledge hiding which arises from personal inconsistency and unpleasant emotions, is particularly linked to poor team performance and Moderating Role of Workplace Friendship group processes. Ethical disagreement among team members Generally, workplace friendships in team knowledge hiding encourages adversarial or critical attributions for the actions studies have not been a topic of debate in the past but as a of other team members (Kearney et  al., 2009). Because they team, friendships among the members sharing the common sense a danger or humiliation, team members are inclined to workplace could be the regulating one between ethical conflicts stop providing information or hide their knowledge in such Frontiers in Psychology | www.frontiersin.org 4 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings and the knowledge hiding at team level. As, workplace friendship As a moderator of intimate personal ties in the organization, could be  beneficial or detrimental by the side in the transfer workplace friendship may give psychological and behavioral of knowledge which leads to the failure or success of the support, such as trustworthiness and information sharing, that teamwork. Sometimes, sharing friendships at the workplace is beneficial to work. To put it another way, socializing with boosts the efficiency of the work and sometimes reduces the coworkers friends may be  emotionally rewarding and increase work’s efficiency, so it was much necessary to define the employees psychological resources. Because of the peaceful, regulating role of workplace friendship among the ethical helpful, and pleasant atmosphere in which the individual is conflicts and the team knowledge hiding. Extra shifts spent immersed, workplace friendship can drive employees to on the job, demanding work programmers, and an understanding demonstrate interpersonal citizenship (Methot et  al., 2016). It of how vital working with a group is for the organization’s has been discovered that workplace friendship boosts a worker’s activities and advantages and supporting it all contribute to interpersonal energy, which leads to higher interpersonal organizations taking friendship interactions into account. Within engagement, using time-lagged, multi-source data across more the workplace, many levels of friendship can be  created. In than 600 individuals from several workgroups. Furthermore, the workplace, friendships exist between subordinates and they revealed the relationship between self-construal as a key superiors, vice versa, and between coworkers. moderating factor that influences a relationship’s saliency. Interpersonal interactions have been categorized as work Workplace friendship does have a larger favorable impact on relationships and friendships in research of the workplace social someone’s interpersonal energy and hence interpersonal context. A work relationship is a job connection that involves citizenship for employees with a relational-interdependent self- an organizational-role view, comes from work-related concern, construal. Based upon the literature stating various roles of and is mandated by job design or thought required for job workplace friendships, we  hypothesized the regulating or the accomplishment, work-role needs, or work objectives. Employees, moderating role of workplace friendships toward our goal of on the other hand, form friendships of their own choice. finding reasons of team knowledge hiding as follows. Without any external limits or pressures, the partners may : Workplace friendship moderate the relationship interact freely with one another. Friendship is seen as a human H tie that requires a personalistic perspective and interactions between ethical value congruence and team knowledge hiding based on a personal concern to meet the personal requirements H : Workplace friendship moderates the relationship of both the self and the partners. Individual obligations to between shared ethical priorities and team knowledge hiding one another take precedence over meeting work/organizational demands in friendship. As a result, the impact of friendship A following conceptual model (Figure  1) has been formed on workers will differ from that of a work connection, and based on the above literature and hypothesis. there is an area dedicated to friendship concerns in the organizational study on relationships (Methot et  al., 2016). es Th e factors can have various effects on an individual’s METHODOLOGY career, performance, motivation, and organizational atmosphere and performance. By describing workplace friendship as Population and Sampling non-private, voluntary workplace connections, it was stated The population of this study is the staff working in colleges that it manifested itself as mutual trust, fancy, commitment, and universities of China. Team was made and segregated common interests, and values. Employees’ ties and friendships based on the nature of their work and specialization; then, with their coworkers were said to provide an emotional support data were collected based upon team level using a convenience system and take conventional supervisory and mentoring roles. sampling technique. Total 550 questionnaires were distributed Indeed, these studies emphasized the importance of analyzing among the staff, out of which 500 responses were received. the antecedents that facilitated the creation of workplace friendships and intimate ties for various reasons, including internal employee rewards, lowering and balancing work-related stress, and so on (Yavuzkurt, 2020). In research conducted by Yavuzkurt (2020), more than 250 secondary school teachers participated in the study, which attempted to uncover the link between workplace friendship views and job happiness. e des Th criptive and inferential statistical approaches were utilized in this investigation, which was planned using the relational screening model. Secondary school teachers were found to have a high level of internal job satisfaction and friendship opportunities. It was also shown that there were moderately favorable connections between teacher’s job happiness and their views of workplace friendships. It was discovered that teachers views of friendship opportunities impacted their FIGURE 1 | Conceptual model. job happiness substantially and beneficially. Frontiers in Psychology | www.frontiersin.org 5 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings However, 30 responses exclude due to missing values and factor loadings should be  greater than 0.70 (Vinzi et  al., 2010). outliers. So that the 480 responses are analyzed in this study. However, some scholars suggest that even factor loadings greater The response rate of this study is 90%. The total number of than 0.50 are acceptable. According to Latif et al. (2020), instead male respondents is 320 and female respondents are 180. of automatically removing factor loadings having low value, it was examined to check whether removing outer loadings helps increase the reliability, content validity, and convergent validity Measures of the constructs. Therefore, factor loadings values range from Five-point Likert scale was used to measure all variables. Ethical 0.40 to 0.70 removed only if deletion of items helps to increase value congruences were measured with a seven-item scale which the value of composite reliability and average variance extracted was utilized (o Th rne, 2010). A sample item includes “My firm (AVE). In this study, a few items of construct having less share my value and companion for other.” Seven-item scale factor loading were deleted to be obtained to increase composite adapted from o Th rne (2010) that was used for measuring lack reliability and AVE (i.e., KH11, KH12, SEPR4, SEPR7, and EVC3). of shared ethical priorities. Knowledge hiding was assessed with Instrument reliability ensures that the indicators used to the 12-item scale that was used to measure knowledge hiding measure a construct are correct and valid. There are three behavior construct by Connelly et al. (2012). Sample item include methods to determine constructs internal consistency or reliability; “In a specific episode in which a particular coworker requested Cronbach’s alpha and composite reliability. Table  1 illustrates knowledge from you  and you  declined” and 06 items scale was the alpha value of all constructs greater than 0.700 and ranges used to assess workplace friendship. A sample item includes “I from 0.789 to 0.939. Hence, internal consistency of construct have the opportunity to get to know my coworkers.” Firstly, was established. The second method to assess the internal the questionnaire was designed with the scale adapted from consistency is Rho_A. Its value should be  greater than 0.700 previous studies mentioned above as it has been checked and verified by linguistic and management specialists then the pilot study was conducted to measure the validity and reliability of TABLE 1 | Item loadings, reliability, and convergent validity. construct before collecting data on a large level. Construct Loadings Alpha Rho_A CR AVE Techniques Ethical value 0.852 0.860 0.900 0.694 e (P Th LS-SEM) technique is used in this study. SmartPLS 3 congruence EVC1 0.890 version 2.7 was utilized to implement this approach. The key EVC2 0.754 reason was that this approach has the fewest requirements for EVC3 0.858 data normality and is a better tool for evaluating exploratory EVC4 0.824 connections empirically. PLS-premier SEM’s sources have been EVC6 0.780 Lack of shared 0.890 0.900 0.913 0.599 followed in terms of data analysis and outcomes interpretation ethical priorities (Avotra et  al., 2021b). SEPR1 0.811 SEPR2 0.777 SEPR3 0.771 DATA ANALYSIS AND RESULTS SEPR4 0.758 SEPR5 0.762 SEPR6 0.768 Partial least squares-structural equation modeling analysis was SEPR7 0.769 used in this study for data analysis and to examine the theoretical Knowledge hiding 0.934 0.940 0.946 0.661 framework. There are several reasons for using PLS-SEM analysis. KH1 0.823 This approach is best suited for testing the hypotheses and KH2 0.865 complex model. This technique is also suitable for identifying KH3 0.868 KH4 0.847 measurement errors and present correct estimation (Nawaz et al., KH5 0.777 2019). This technique is effective for data analysis of simple KH6 0.855 and complex model and need no specific data normality conditions KH7 0.871 (Hao et  al., 2020). PLS-SEM considers both measurement and KH8 0.802 structural models. SmartPLS sowa ft re was used to perform data KH9 0.769 KH10 0.767 analysis which consists of two-stage. First measurement analysis Workplace friendship 0.879 0.882 0.912 0.675 was conducted to ensure the internal consistency and validity WP2 0.843 of data. Then, the structural model was examined to test the WP3 0.789 proposed hypotheses by using a bootstrapping technique. WP4 0.854 WP5 0.825 WP6 0.795 Measurement Model WP6 0.671 In the r fi st step of the PLS-SEM construct, reliability, consistency, 2 2 The coefficient of determination (R ) value of KH is 0.672 and predictive relevance (Q ) convergent, and discriminant validity were examined, known value is 0.513. AVE, average variance extracted; CR, composite reliability, EVC, ethical as measurement assessment model. First, factor loading of all value congruences; KH, knowledge hiding; SEPR, lack of shared ethical priorities; WP, the items of constructs was examined. Minimum acceptable workplace friendship. Frontiers in Psychology | www.frontiersin.org 6 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings as recommended by Avotra et  al. (2021a). The third method above 0 shows predictive accuracy (Hair et  al., 2019). Table  5 for assessing the internal reliability and consistency of a scale shows that the Q value is above 0 which shows the predictive is composite reliability. Value of CR greater than the range accuracy of the construct. e Th hypotheses testing was carried between 0.60 and 0.70 is considered acceptable. It is highlighted out using a bootstrapping technique, with a re-sample of the that the composite reliability of each latent construct is above number of 5,000 bootstraps. H proposed that there is a 0.70; thus, internal consistency is established. The AVE was relationship between ethical value congruence and knowledge examined to assess the convergent validity of the construct. The hiding. The result indicates that there is a significant and positive relationship between ethical value congruence and knowledge minimum threshold of AVE is equal to greater than 0.500 to determine the convergent validity of the construct. hiding (β = 0.350, t = 11.606, p = 0.000). As a value of p < 0.05, therefore this hypothesis is accepted. H proposed that there Aer ft establishing the reliability and convergence, the discriminant validity of the construct was examined. Discriminant is a relationship between Lack of shared ethical priorities and knowledge hiding. The result indicates that there is a relationship validity refers to who two concepts are distinct to each other if two or more concepts are unique, then valid measures of between lack of shared ethical priorities and knowledge hiding (β = 0.354, t = 10.734, p = 0.000). As a value of p < 0.05, therefore each should not correlate high. There are three methods to investigate the discriminant validity of constructs, such as this hypothesis is accepted. H proposed that workplace friendship moderates the relationship between EVC and knowledge hiding. Fornell and Larcker, cross-loadings and Heterotrait-Monotrait (HTMT). e Th square root of AVE of each variable in the e Th result indicates that WPF significantly moderates the relationship between EVC and knowledge hiding (β = 0.050, research model must be  higher than the correlation of the same variable with others to determine the discriminant validity t = 2.039, p = 0.045). As a value of p < 0.05, therefore this hypothesis is accepted. H proposed that workplace friendship moderates of the construct. Table  2 reflects that the square root of AVE of each construct is greater than the diagonal values below. the relationship between Lack of shared ethical priorities and Another method to determine the discriminant validity of constructs is cross-loadings. Cross-loading helps assess if an TABLE 3 | Cross-loading. item belonging to particular construct loads strongly onto its own parent construct instead of other constructs in the study. EVC KH SEPR WP e r Th esults (Table  3 ) show that factor loadings of all the items EVC1 0.890 0.572 0.342 0.377 is stronger on the underlying construct to which they belong EVC2 0.755 0.459 0.291 0.244 instead of other constructs in the study (Wasko and Faraj, 2005). EVC3 0.858 0.487 0.291 0.330 HTMT (Heterotrait-Monotrait Ratio) is the criteria to EVC4 0.822 0.551 0.455 0.383 KH1 0.504 0.815 0.534 0.515 determine the discriminant validity. If the values of HTMT KH2 0.484 0.860 0.607 0.598 are higher which depicts the issues of discriminant validity KH3 0.539 0.856 0.553 0.492 in the constructs. The threshold value of HTMT is 0.9 which KH4 0.512 0.843 0.525 0.480 means two variables are correlated but not more than 0.90. KH5 0.444 0.769 0.515 0.438 Table  4 shows that all value of HTMT is less than 0.900 thus KH6 0.523 0.860 0.575 0.512 KH7 0.553 0.870 0.575 0.552 discriminant validity was established. KH8 0.569 0.809 0.560 0.501 KH9 0.434 0.598 0.374 0.347 Structural Model SEPR1 0.316 0.462 0.812 0.457 In the second step, structural model was assessed by using SEPR2 0.319 0.469 0.777 0.478 structural equation modeling (SEM) technique as shown in SEPR3 0.288 0.450 0.772 0.371 2 2 Figure  2. In the structural model, R , Q , and the significance SEPR4 0.251 0.433 0.758 0.370 SEPR5 0.274 0.400 0.762 0.386 of paths were measured. Strength of each path measured by SEPR6 0.373 0.648 0.768 0.526 using R which is known as the goodness of model (Briones SEPR7 0.389 0.618 0.769 0.523 Peñalver et  al., 2018). R of knowledge hiding is 0.627 as shown WP2 0.347 0.543 0.518 0.843 in Table  5 which means that all exogenous variables account WP3 0.284 0.449 0.453 0.790 for 62% variance in knowledge hiding. The structural model’s WP4 0.344 0.484 0.468 0.855 WP5 0.374 0.534 0.478 0.824 predictive relevance is estimated through the blindfolding technique with an omission distance of 7. The value of Q Factor loadings of items with their construct are shown as bold and italic. EVC, ethical value congruences; KH, knowledge hiding; SEPR, lack of shared ethical priorities; WP, workplace friendship. TABLE 2 | Discriminant validity (Fornell and Larcker criterion). EVC KH SEPR WP TABLE 4 | HTMT (Heterotrait-Monotrait Ratio) of correlations. EVC 0.833 EVC KH SEPR WP KH 0.625 0.813 SEPR 0.418 0.663 0.774 EVC WP 0.405 0.611 0.587 0.822 KH 0.699 SEPR 0.463 0.700 EVC, ethical value congruences; KH, knowledge hiding; SEPR, lack of shared ethical priorities; WP, workplace friendship. WP 0.462 0.669 0.646 Frontiers in Psychology | www.frontiersin.org 7 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings FIGURE 2 | Structural assessment model. TABLE 5 | Direct effects. Hypotheses Path Beta coefficient SD T value p Decision H1 EVC → KH 0.350 0.030 11.606 0.000 Supported H2 SEPR → KH 0.354 0.033 10.734 0.000 Supported knowledge hiding. The result indicates that WPF significantly based upon the our proposed model. Data were collected from moderates the relationship between SEPR and knowledge hiding the employees working in colleges and universities of China. (β = 0.079, t = 2.659, p = 0.008). As a value of p < 0.05, therefore e r Th esults indicate that ethical conflict significantly impacts this hypothesis is accepted as shown in Table  6. knowledge hiding at team level, which is consistent with the e Th workplace friendship significantly moderates the slope finding of previous studies ( Boz Semerci, 2019). H proposed for the relationship between EVC and Knowledge hiding. The that there is significant relationship between ethical value slope is given in Figure  3. congruence and knowledge hiding. The results empirically e s Th lope between SEPR and knowledge hiding is significantly substantiate that ethical value congruence has a positive relationship moderated by the IC but negative in direction. The slope is with knowledge hidings. Although the relationship between given in Figure  4. ethical value congruence and knowledge hiding is significant, it is contradictory to the previous studies (o Th rne, 2010 ). However, all these studies were conducted at the individual level but in this study we  are measuring the concept at team level so there DISCUSSION are certain other factors which may promote the knowledge e Th core objective of this research was to examine the impact hiding behavior among employees working in the team. of ethical conflict having two dimension ethical value congruences H proposed that there is a relationship between lack of and lack of shared ethical priorities on knowledge hiding and shared ethical priorities and knowledge hiding at team. The investigate the workplace conflict. Four hypotheses were generated results empirically substantiate that ethical value congruence Frontiers in Psychology | www.frontiersin.org 8 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings TABLE 6 | Moderation effects. Hypotheses Path Beta coefficient SD T value p Decision H3 EVS*WP → KH 0.050 0.027 2.039 0.045 Supported H4 SEPR*WP → KH 0.079 0.030 2.659 0.008 Supported FIGURE 3 | A slope for ethical value congruences (EVC) and workplace friendship (WP). has a positive relationship with knowledge. This result is in behaviors at the team level (Zhang and Min, 2021). accordance with previous studies (o Th rne, 2010 ). Which suggested We  addressed the research gap and explore the knowledge that if organization’s priorities for ethical behavior are not hiding behavior at the team level. Prior studies indicate that consistent with those of the employee which leads to decrease there is no study examine the impact of ethical conflict and employees commitment toward their team and organization knowledge hiding. Thus this study found that there is a and they feel alienate from their team and organization. significant impact of ethical conflict on knowledge hiding Consequently, in exchange, they feel resultant to share their behavior of employees. Similarly, this study uses the theoretical knowledge with other team and adopt knowledge hiding, which lens of social exchange theory and absorptive capacity to decreases the performance of the team and the organization. examine the impact of ethical conflict on knowledge hiding. H proposed the workplace friendship moderating role in Furthermore, this result indicates that workplace friendship the relationship of shared ethical priories and knowledge hiding. moderates the relationship between ethical conflict and e r Th esults are consistent with Guohao et  al. (2021), which knowledge hiding. posit that there is a certain complication which is created This research study provides several significant practical because of workplace friendship (Ingram and Zou, 2008) implications for policymakers, practitioners and education resultantly, these complications effect the decorum of the experts. This study highlighted that ethical conflict leads to organizations as employees goals are differentiated from their adverse outcomes, such as promoting the knowledge hiding organizational goal. H anticipated moderating role of Workplace behaviors. Thus, the organization’s top management should friendship in the relationship of Lack of shared ethical priorities devise and comprehensive policies to align the organizational and knowledge hiding. The results demonstrate that if workplace value with the employees’ values. The organization should friendship exists in the organization, the relationship between focus on training and development of their sta.ff Comprehensive shared ethical priorities and knowledge hiding gets weaker. training and orientation sessions should be  conducted to es Th e results validate with the finding of Yu et  al. (2021). teach the organization culture and values among the employees. Management should make their efforts to make organizational Theoretical and Managerial Implications culture flexible and employees friendly. The critical action This study contributes in the body of literature in very important should be  taken to mitigate the knowledge hiding behavior ways. It explores the two important dimensions of ethical among the staff. This is possible only through awareness conflict, that is, ethical value congruence and lack of shared and rewards package. Special incentive program should ethical priorities. Similarly, Literature of knowledge hiding be  designed to promote knowledge sharing behavior in depicts that most of the studies examined the knowledge the staff. hiding behavior at individual level (Zhang and Min, 2021). Hence, organization management and leadership should Recent studies emphasized the need of knowledge hiding ensure TQM practices in workplace. Along with this, knowledge Frontiers in Psychology | www.frontiersin.org 9 February 2022 | Volume 13 | Article 824485 Xing Ethical Conflict and Knowledge Hidings FIGURE 4 | A slope for lack of shared ethical priorities (SEPR) and WP. sharing and internal service quality also significant importance congruence, on knowledge hiding behavior at team level and to improve the project performance. Thus, organizational investigates the moderating role of workplace friendship between leadership also focus on these two aspects. Extensive training this relationship. This study implies that if the ethical values programs and seminars should be  commenced to build the of individual are contradictory to the organization’s value then knowledge share behaviors among the sta. I ff ncentive programs conflict arises. Resultantly, individual feel reluctant to share should be  designed in considering of these aspects. Similarly, their knowledge with their colleagues. Similarly, if the workplace this study implies the significant moderating role of workplace friendship culture prevails in the organization then it is possible friendship thus education organization and top management to mitigate the knowledge hiding behavior at team level. Data should focus on encouraging workplace friendship behavior were collected from the 450 employees working in the colleges in the education industry. and universities of China. PLS-SEM technique was adopted to measure the theoretical framework of this study. The finding of this study indicates that there is a significant impact of Limitations ethical conflict on knowledge hiding. Similarly, workplace Although this study has made several contributions but this friendship moderates this relationship. study is not without limitation which should be  address in the future studies. Firstly, the current study collect data from single sources which might be risk of common method biasness DATA AVAILABILITY STATEMENT thus future studies should collect data from multiple sources to reduce the chances of common method biasness. Secondly, e o Th riginal contributions presented in the study are included sample size of this study is not sufficient to generalize result in the article/supplementary material, and further inquiries therefore future studies should collected data from large can be  directed to the corresponding author. population so the result should generalize over whole population. Lastly, this research is cross-sectional in nature due to shortage of time and limited resources. The sampling technique used ETHICS STATEMENT for obtaining data collected was convenience sampling because it was not pragmatic to collect data through formal ways. e s Th tudies involving human participants were reviewed and Further studies should utilize most rigorous sampling technique approved by Hunan University of Science and Technology to get better result. Along with this, future studies should add (HUST), China. The patients/participants provided their written more mediators and moderator between ethical conflict and informed consent to participate in this study. The study was knowledge hiding. conducted in accordance with the Declaration of Helsinki. AUTHOR CONTRIBUTIONS CONCLUSION SX: conceived, designed the concept, collected and wrote the Drawing on social exchange theory and ae ff ctive event theory, this study examines the impact of two dimensions of ethical paper. 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Exploring and validating the effects of mega projects on infrastructure the absence of any commercial or financial relationships that could be  construed development influencing sustainable environment and project management. as a potential conflict of interest. Front. Psychol. 12:663199. doi: 10.3389/fpsyg.2021.663199 Yavuzkurt, T. E. (2020). The relationship between workplace friendship and Publisher’s Note: All claims expressed in this article are solely those of the job satisfaction in educational organizations. Int. J. Progress. Educ. 16, 404–425. authors and do not necessarily represent those of their ali ffi ated organizations, doi: 10.29329/ijpe.2020.277.25 or those of the publisher, the editors and the reviewers. Any product that may Yingfei, Y., Mengze, Z., Zeyu, L., Ki-Hyung, B., Avotra, A. A. R. N., and be evaluated in this article, or claim that may be made by its manufacturer, is Nawaz, A. (2021). Green logistics performance and infrastructure on service not guaranteed or endorsed by the publisher. trade and environment-measuring firm’s performance and service quality. J. King Saud Univ. 34:101683. doi: 10.1016/j.jksus.2021.101683 Copyright © 2022 Xing. This is an open-access article distributed under the Yu, S., Wu, N., Liu, S., and Gong, X. (2021). Job insecurity and employees’ terms of the Creative Commons Attribution License (CC BY). The use, extra-role behavior: moderated mediation model of negative emotion and distribution or reproduction in other forums is permitted, provided the original workplace friendship. Front. Psychol. 12:631062. doi: 10.3389/fpsyg.2021.631062 author(s) and the copyright owner(s) are credited and that the original Zhang, Z., and Min, M. (2021). Organizational rewards and knowledge hiding: publication in this journal is cited, in accordance with accepted academic task attributes as contingencies. Manag. Decis. 59, 2385–2404. doi: 10.1108/ practice. 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Published: Feb 10, 2022

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