Laura Rinker, Ulrike Fasbender, Fabiola H. Gerpott, Anne Burmeister
{"title":"Conquering knowledge exchange barriers with age differences: A stress appraisal perspective on the consequences of upward social comparisons","authors":"Laura Rinker, Ulrike Fasbender, Fabiola H. Gerpott, Anne Burmeister","doi":"10.1111/joop.12545","DOIUrl":null,"url":null,"abstract":"Knowledge exchange is crucial for organizations, but interpersonal dynamics can entail stress, affecting whether and how knowledge flows. Integrating social comparison and stress appraisal research, we propose that upward social comparison can be appraised as challenging or hindering. We suggest a dual pathway model involving an approach pathway via challenge appraisal and an avoidance pathway via hindrance appraisal with consequences on three knowledge exchange behaviours (i.e., knowledge sharing, knowledge seeking and knowledge hiding). Additionally, we examine age differences (vs. no age differences) to the comparison target as a buffer. We conducted two preregistered experimental online studies with employees (<jats:italic>N</jats:italic><jats:sub>Study 1</jats:sub> = 206, <jats:italic>N</jats:italic><jats:sub>Study 2</jats:sub> = 414), utilizing a 2 (social comparison; upward, lateral) × 3 (target age; younger, same‐age, older) between‐subject design. Participants received bogus task performance feedback (Study 1: cognitive ability test; Study 2: typing ability test). Both studies show that upward social comparison (but not other social comparison directions) fosters knowledge hiding via hindrance appraisal. This effect is weakened by an age difference (vs. no age difference) to the comparison target. However, our results do not support the approach pathway via challenge appraisal. Our research highlights social pitfalls in knowledge exchange and emphasizes the benefits of age differences between colleagues.","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":null,"pages":null},"PeriodicalIF":4.9000,"publicationDate":"2024-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Occupational and Organizational Psychology","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1111/joop.12545","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Knowledge exchange is crucial for organizations, but interpersonal dynamics can entail stress, affecting whether and how knowledge flows. Integrating social comparison and stress appraisal research, we propose that upward social comparison can be appraised as challenging or hindering. We suggest a dual pathway model involving an approach pathway via challenge appraisal and an avoidance pathway via hindrance appraisal with consequences on three knowledge exchange behaviours (i.e., knowledge sharing, knowledge seeking and knowledge hiding). Additionally, we examine age differences (vs. no age differences) to the comparison target as a buffer. We conducted two preregistered experimental online studies with employees (NStudy 1 = 206, NStudy 2 = 414), utilizing a 2 (social comparison; upward, lateral) × 3 (target age; younger, same‐age, older) between‐subject design. Participants received bogus task performance feedback (Study 1: cognitive ability test; Study 2: typing ability test). Both studies show that upward social comparison (but not other social comparison directions) fosters knowledge hiding via hindrance appraisal. This effect is weakened by an age difference (vs. no age difference) to the comparison target. However, our results do not support the approach pathway via challenge appraisal. Our research highlights social pitfalls in knowledge exchange and emphasizes the benefits of age differences between colleagues.
期刊介绍:
The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including:
- industrial, organizational, work, vocational and personnel psychology
- behavioural and cognitive aspects of industrial relations
- ergonomics and human factors
Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.