This study adds to the growing research exploring the consequences of knowledge hiding in organizations. Drawing from the social exchange theory and the norm of reciprocity, this paper examines the direct and indirect—via distrust in supervisor—relationships between supervisor knowledge hiding and supervisee organizational citizenship behavior directed at the supervisor in the context of the Middle East. Using a supervisor–supervisee dyadic design, two-source data were obtained from 317 employees of 41 Saudi firms. The findings suggest that supervisees’ (...) distrust in their supervisors mediates the significant and negative relationship between SKH and supervisees’ OCB-S. Furthermore, the significant and positive relationship between SKH and distrust in supervisor is more pronounced for foreign workers than for local workers. This study provides empirical support and a better understanding of the existence and consequences of SKH for local and foreign workers and also discusses the theoretical and practical implications of the findings. (shrink)

According to social learning theory, we explored the relation between ethical leadership and knowledge hiding. We developed a moderated mediation model of the psychological safety linking ethical leadership and knowledge hiding. Surveying 436 employees in 78 teams, we found that ethical leadership was negatively related to knowledge hiding, and that this relation was mediated by psychological safety. We further found that the effect of ethical leadership on knowledge hiding was contingent on a (...) mastery climate. Finally, theoretical and practical implications were discussed for leadership and knowledge management. (shrink)

The present study examined the direct and indirect (via relational social capital) relationships between supervisors’ ethical leadership and knowledge hiding. It also tested the moderating role of instrumental thinking in the relationship between supervisors’ ethical leadership and knowledge hiding and the relationship between supervisors’ ethical leadership and relational social capital. Data were collected from 245 employees in different firms spanning different manufacturing and service sectors. The results showed that supervisors’ ethical leadership was negatively related to (...) class='Hi'>knowledge hiding, both directly and via relational social capital. The results revealed that instrumental thinking moderated the positive relationship between supervisors’ ethical leadership and relational social capital, such that the relationship was weak when instrumental thinking was high. The results also showed that instrumental thinking moderated both direct and indirect relationships between supervisors’ ethical leadership and knowledge hiding, such that the relationships were weak when instrumental thinking was high. The study carries important practical implications for managers concerned about the destructive consequences of knowledge hiding. (shrink)

The purpose of this research is to examine the influence of servant leadership on teachers of moral education degree programs in Pakistan. By utilizing social learning, we propose that servant leadership and perceived coworker support can reduce the knowledge hiding by enhancing the sense of organization-based psychological ownership. The findings of time-lagged and multi-source data indicate that servant leadership has a negative relationship with knowledge hiding. Our results also indicate that psychological ownership mediates the effects of (...) servant leadership on knowledge hiding. Moreover, a higher level of perceived coworker support enhances the sense of psychological ownership which helps to reduce knowledge hiding. This research extends strong support for the proposition that servant leaders who adopt an employee-centered management approach, stressing personal integrity and care for employees significantly affect employee attitudes and behaviors. Moreover, this study suggests that managers should demonstrate care toward their subordinates which helps them to reduce negative behaviors. (shrink)

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 modeling (PLS-SEM) technique is used in this study. The key reason was that this approach has the fewest requirements for data normality and is a better tool for evaluating exploratory connections empirically. The output of the measurement model assessment confirms that all measurement scales are reliable. The result indicates that there was a significant and positive relationship between ethical value congruence and knowledge hiding. It was also established that there was a relationship between lack of shared ethical priorities and knowledge hiding. Workplace friendship moderated the relationship between ethical conflicts and team knowledge hiding. This study extends the literature on ethical conflict and knowledge hiding behavior. This study highlights that one of the main reasons for 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 in the organization. (shrink)

Research on knowledge hiding has largely focused on its antecedents while overlooking its consequences. Drawing on moral cleansing theory, we adopt a “perpetrator-centric view” and posit that employees who engage in playing dumb and evasive hiding–two specific knowledge hiding behaviors that involve deception–will subsequently perform more organizational citizenship behavior directed toward individuals (OCB-I) because they perceive a loss of moral credits following their moral transgression. Further, we propose that the indirect effects are contingent on perpetrators’ (...) moral identity internalization. We tested our hypotheses using a time-lagged research design with a sample of 362 respondents from a large pharmaceutical group company. Consistent with our hypotheses, we found that employees who engaged in playing dumb and evasive hiding subsequently exhibited more OCB-I as they perceived a loss of moral credits, whereas employees who engaged in rationalized hiding did not. In addition, the positive relationships between playing dumb and evasive hiding with perceived loss of moral credits were stronger when perpetrators had high moral identity internalization, as were the indirect effects of playing dumb and evasive hiding on OCB-I via perceived loss of moral credits. Our research contributes to the understanding of when and how engaging in knowledge hiding affects perpetrators and their compensatory behaviors toward coworkers. (shrink)

Workplace incivility is under investigation for the last three decades, and it holds a central position in organizational behavior literature. However, despite the extensive investigations in the past, there exists a missing link between workplace incivility and knowledge hiding in academia. This study aims to tap this missing link for which data were collected from the universities staff. Data were collected in two waves to reduce the common method biases. In the first wave, questions were asked from the (...) respondents regarding their demographic characteristics and exposure to workplace incivility. At this stage, 400 questionnaires were floated and 355 completely filled responses were received back, while in the second wave, those respondents were approached for data collection who have completely filled questionnaires in the first wave. The time interval between the two waves was 1 month. In the second wave, questions related to distrust and knowledge hiding behavior were asked from the respondents. At this stage, 323 questionnaires were received back out of which 290 were filled and these were considered for final data analysis. Collected data were analyzed by applying structural equation modeling through SmartPLS. Results indicated that employees tend to hide knowledge when they experience incivility at workplace. Moreover, they develop a sense of distrust in response to workplace incivility which further triggers them to hide knowledge. Limitations and future directions are also discussed. (shrink)

In recent years, knowledge hiding has gained much popularity in the knowledge management literature. Apart from that, antecedents and consequences of knowledge hiding are being scrutinized at present. There have been many studies on the triggering forces of knowledge hiding; however, the uncivil behaviors at the workplace have led the organizations and employees in trouble due to its possible associating factors, which is well explained by social influence theory. One such factor that this (...) study has identified is knowledge hiding behavior at the workplace. This is a quantitative cross-sectional study based on a survey. The population taken in this study is the middle and low-level managerial staff of the software houses located in China. The respondents were selected based on convenient random sampling, and a sample size of 287 is used in this study. The data collected were employed with the partial least square structural equation modeling using Smart-PLS 3. The findings of this study show that apart from evasive hiding, playing dumb and rationalized hiding plays a significant role in predicting workplace incivility. In addition, psychological contract breach has been taken as the mediating variable. The violation of psychological contracts among employees can indulge them in negative feelings that may convert to workplace incivility at any available opportunity of revenge which is well explained by social influence theory. Workplace incivility cannot be completely eradicated from the organizations; however, it can be controlled by making relevant policies. The civility among the employees can be attained by due managerial interventions and training of the employees considering the protection of victims and due punishment to the perpetrator. (shrink)

Rising negative emotions are like “time bombs” that impede productivity in the workplace. The present investigation provides an insight into the effects of defensive silence and defensive voice on counterproductive work behavior through knowledge hiding in the context of knowledge workers in Chinese academic institutions. Partial least square structural equation modeling was applied to the current samples. The study obtained conjecture the proposed mediating role of knowledge hiding between the negative working attitude and counterproductive work (...) behavior, which is against the organizational norms and performance. The result indicates that the positive relationships exist from defensive silence and defensive voice to counterproductive work behavior, mediated by knowledge hiding. This study links knowledge hiding literature and stimulus-organism-response to better explore the academic behavior in a knowledge setting. (shrink)

With the post-pandemic situation, digitalization has revolutionized physical teaching into online teaching and has become a common practice. The engagement of students has been essential for their good academic performance which can be ensured by the active participation of the students and this is a real challenge for the teachers. However, sometimes in online and physical teaching, teachers are also involved in rationalized knowledge hiding, which leads to the disengagement of the students, and this ultimately affects their academic (...) performance. Therefore, the present study aims at measuring the students’ disengagement in the teaching classes, both physical and online. The population of the present study is the students from the universities of China belonging to different fields of study. The sample size for this study is 246. The data are obtained through the Questionnaire surveys. The existing study has assessed the role of teachers’ rationalized knowledge hiding behaviors in the disengagement of students and their lesser grades. It has been found that rationalized knowledge hiding in online teaching does not affect students’ performance; however, it makes students disengage from their studies in physical classes. Interestingly, the rationalized knowledge hiding in physical teaching has negatively affected the performance of the students. Furthermore, the mediating role of the students’ disengagement has been found significant in this study. Organizations, especially universities, can ensure maximum knowledge sharing by motivating the instructors through positive reinforcements. This study will be useful for the curriculum coordinators of different departments in ensuring the maximum outcome of the teaching classes, workshops, and seminars conducted either physically or online to avoid the rationalized knowledge hiding of the teachers. (shrink)

Emotion is fundamental to human experiences influencing our daily activities including cognition, communication, learning, and decision-making, but the effect of emotion on knowledge management in firms receives a little attention, especially in the field of knowledge hiding behaviors. Drawing on the cognitive appraisal theory of stress and coping as a unique theoretical lens to explicate how knowledge hiding behaviors happen, this study investigates the mediating effect of job stress in the relationship between emotional intelligence and (...) knowledge hiding behaviors. We conducted a field study with 193 full-time employees in smart healthcare firms to test our hypotheses. Results supported the mediating effects of job stress in accounting for the relationship between EI and knowledge hiding behaviors. Our study is among the first to examine how emotional intelligence predicts knowledge hiding behaviors. This study contributes to the literature on knowledge management and emotional intelligence. (shrink)

The aim of the study is to document a new predictor of knowledge hiding from the perspective of Art design trainers and Art design trainees in virtual training’s and this study tends to add new theoretical insights into the body of literature. For this purpose, this study approached a sample of 500 respondents under a cross-sectional research design and respondents who have participated in virtual trainings or their trainings were at the final stage were recruited through the snowball (...) sampling technique. The useable responses remained at 406 and these have been analyzed through SPSS for demographic analysis and Smart-PLS has been used to test the structural model, while a process macro has been used to test the moderation. Results indicate that cognitive loading has the potency to reduce the knowledge hiding behavior of the trainees. Similarly, it has been observed that cognitive loading increases the cognitive engagement of the trainees, and it moreover reduces the knowledge hiding tendency of trainees. In case of mediation, a partial mediation has been documented through the variance accounted for approach while testing moderation. The role of supervisor support has not been found to be statistically significant. (shrink)

The research aims to estimate the impact of abusive supervision on psychological engagement and absorptive capacity under the mediating role of knowledge hiding. This study was cross-sectional and data were collected from employees of four different sectors through a questionnaire. The convenient sampling technique was used to collect data from 450 employees. Structural equation modeling (SEM) was used as a data analysis technique because the two-stage SEM technique produces precise and accurate estimates while modeling the path analysis. The (...) output of the measurement model assessment confirmed that all measurement scales were reliable. In addition to this, structural model assessment confirmed that abusive supervision did not significantly predict the absorptive capacity and psychological engagement, although knowledge hiding negatively predicted psychological engagement. (shrink)

Efficient knowledge sharing is an important support for the continuous innovation and sustainable development of scientific research teams. However, in realistic management situations, the knowledge sharing of scientific research teams always appears to be unsustainable, and the reasons for this are the subject of considerable debate. In this study, an attempt was made to explore the interactive mechanism of knowledge hiding behaviors in scientific research teams between individual and collective knowledge hiding behaviors and its (...) impact on knowledge sharing by adopting grounded theory to comprehensively understand this situation. The results show that knowledge hiding behavior in the scientific research team is a two-phase interactive process and is capable of affecting sustainable knowledge sharing by reducing the supply of knowledge, creating a poor knowledge sharing atmosphere, and forming an interpersonal distrust relationship. This research may provide a strong basis for a deeper understanding of the interaction mechanism of knowledge hiding behavior and its impact on knowledge sharing. (shrink)

Front-line employees (FELs) facing double challenges of handling demanding supervisors and irresponsible customers in organizational settings. Performance of service organizations exceedingly reliant on knowledge sharing within organizational employees. FLEs develop the destructive emotions of revenge attitude from abusive supervision and customers’ mistreatment and diminish knowledge sharing. This work aims to determine the effect of abusive supervision (ABS) and customer mistreatment (CMT) on the development of revenge attitude (RVA) and felt obligation (FTO) reduces the knowledge hiding behaviors. (...) Moreover, the FLEs categorical factors of work experience and gender vary the effect of knowledge hiding. Survey data from 201 FLEs police officers. Structural equation modeling partial least square regression (PLS-SEM) SmartPLS 3.1 was utilized to test the model. Study results confirm that ABS and CMT significantly impact the RVA, and FTO reduces the RVA. Moreover, RVA influences the evasive, playing dumb, and rationalized knowledge hiding behaviors, and FTO significantly streamlined the knowledge hiding behaviors. FLEs personal attributes of experience and gender moderates the knowledge hiding behaviour and analysed with PLS multiple group analysis (MGA). The study contributes to the knowledge hiding in service work settings FLEs facing internal and external pressures. Service firms need to train the FLEs to manage the customer with the established working standards and work with the supervisor exceeding expectations. Study limitations and future research opportunities were reported at the end. (shrink)

Knowledge hiding is known to have negative consequences on organizational performance. The existing literature mainly focuses on the identification of antecedents and consequences of knowledge hiding. The studies pertaining to the top management role in creating a culture that stops concealing knowledge within an organization are limited. To fill that gap, the paper empirically address the knowledge sharing culture and to explore the management support to avoid knowledge hiding culture in an organization. (...) This study based on an empirical study carried out in a United Kingdom-based laboratory within a high-tech global corporation, in which the atmosphere appeared conducive to knowledge sharing, and knowledge transfer appeared voluntary and spontaneous. The paper seeks to address why members of the case organization is reluctant about knowledge hiding among themselves. The study reveals that the management role is important in creating a culture that help discourage employees to withhold knowledge. The paper identifies the actions that top management takes to stop concealing knowledge within an organization. This study has provided several contributions. The findings of the study may be useful to managers and practitioners. For managers, this paper presents some important organizational factors that can be nurtured to avoid a knowledge-hiding culture in the organization. They can also take the management actions of the case organization as lessons to create a culture that encourage their employees to avoid knowledge hiding behavior. (shrink)

Knowledge hiding has become an alarming issue for the organizations. Knowledge hiding is an employee’s intentional attempt to conceal knowledge requested by others at the workplace. Employee knowledge hiding significantly influences an organization’s effective functioning. This research is an attempt to extend previous work on antecedents of knowledge hiding. Drawing on conservation of resources theory, it is proposed that receiving poor treatment by organizations in the form of organizational dehumanization creates psychological (...) distress among employees toward the organization. Distress among workers in turn intervenes the path and increases the likelihood of engaging in knowledge hiding behaviors. An employee’s felt obligation for constructive change may moderate the relationship between organizational dehumanization and employee psychological distress. Data for the current study were collected from 245 employees of the telecommunication sector in three-time lags. The results support the direct and indirect effect of organizational dehumanization on employee knowledge hiding behaviors through the mediation of psychological distress. The results also support the moderation of FOCC between organizational dehumanization and psychological distress. Furthermore, the findings of the study may help organizational practitioners and managers about the value of effective organizational climate and practices for better organizational functioning through knowledge sharing and providing insight into undesirable repercussions of organizational dehumanization. Implications for organizations and practitioners are discussed. (shrink)

Individuals' knowledge hiding behavior may lead to massive economic losses to organizations, and exploring the antecedents of it has crucial relevance for mitigating its negative influences. This research aims to investigate the impact of perceived overqualification on knowledge hiding by testing the mediating effect of psychological capital and the moderating effect of person-organization fit. Empirical analyses were conducted on 249 employee dataset using versions SPSS 26 and AMOS 26. Results illustrate an inverse correlation between perceived overqualification (...) and knowledge hiding behavior which is partly mediated by psychological capital and moderated by person-organization fit, implying that good organizational atmosphere that builds up individual psychological capital with better person-organization fit will allow employees to work positively to reduce knowledge hiding behavior when perceived overqualified. This study complements a small quantity of discussions on the positive impact of perceived overqualification on knowledge management and fills omissions in previous studies on the negative effect of perceived overqualification on knowledge hiding behavior in changing surroundings. (shrink)

Employees' knowledge hiding behavior has an essential inhibitory impact on organizational innovation and employee knowledge sharing. Accordingly, studying the antecedents and influencing mechanisms of employees' knowledge hiding behavior is quite necessary. In the perspective of leader–member exchange theory and resource conservation theory, the leaders' bias tendency will lead to the workplace marginalization perception of some employees and promote the generation of employees' knowledge hiding behavior. Thus, this research is intended to discuss the influence (...) of leaders' bias tendency toward employees' knowledge hiding behavior, and to analyze the mediating effects of employees' perception of workplace marginalization and the moderating role of emotional commitment to the organization. The sample of this study covered 500 Chinese full-time corporate employees. The conclusions of the research indicate that the following: Leaders' bias tendency is vitally and absolutely correlated with employees' knowledge hiding behavior; Workplace marginalization perception plays an intermediary role between leaders' bias tendency and employees' knowledge hiding behavior; Emotional commitment to the organization plays a negative moderating role between leaders' bias tendency and employees' knowledge hiding behavior; Emotional commitment to the organization plays a negative moderating role between workplace marginalization perception and employees' knowledge hiding behavior. These findings will help organizations and managers to recognize the harm of bias tendency, regulate their own behaviors, and effectively reduce the generation of employees' knowledge hiding behaviors, thereby promoting knowledge sharing and innovative behaviors in organizations. (shrink)

The harm of horizontal knowledge hiding behavior to individuals and organizations has been discussed and confirmed by many studies. The negative consequences of top-down knowledge hiding have now emerged as a new focus of research. This study aims to enrich the understanding of the consequences of supervisor knowledge hiding by exploring its trickle-down effect and mechanism. Based on the displaced aggression theory in psychology, this paper analyses and examines the cognitive psychological process and mechanism (...) informing employee knowledge hiding from colleagues when faced with their supervisor’s malicious knowledge hiding behavior. Using a three-stage time-lag questionnaire survey strategy, we collect 233 valid samples of full-time employees from representative provinces and cities in China, covering multiple industries. The following findings are observed: Supervisor knowledge hiding from subordinates positively affects subordinate knowledge hiding from colleagues ; Revenge motivation plays a mediating role; Traditionality weakens the influence of supervisor knowledge hiding on a subordinates’ revenge motivation. This study confirms the trickle-down effects of supervisor knowledge hiding behavior, extends research on the consequences of top-down knowledge hiding and its mechanism and provides new insights for organizational practice. (shrink)

Many scholars have focused on understanding ways of how to suppress knowledge hiding by employees. Existing studies have demonstrated that mindfulness could effectively inhibit employees’ knowledge hiding. This study aims to investigate the impact of leader–subordinate mindfulness congruence on subordinate knowledge hiding and its internal mechanisms. Based on the role theory, we collected 169 leadership data and 368 employee data at three time-points through collecting questionnaire of matching leaders and subordinates. In addition, we used (...) polynomial regression and response surface analysis to validate our research hypotheses. The results demonstrated that: Compared with the “high leader–high subordinate” mindfulness congruence condition, subordinates in the “low leader–low subordinate” mindfulness congruence condition were more likely to exhibit knowledge hiding. Compared with the “low leader–high subordinate” mindfulness incongruence, subordinates under the “high leader–low subordinate” mindfulness incongruence are more likely to exhibit knowledge hiding. The more incongruent the mindfulness between the leader and the subordinate is, the more likely an employee is to exhibit knowledge hiding. Emotional exhaustion mediated the correlation between leader–subordinate mindfulness congruence and knowledge hiding. When the gender of the leader and the subordinate is different, the impact of mindfulness congruence on the inhibition of emotional exhaustion is stronger. This study provides a new perspective for researching the impact of mindfulness on individual behavior and provides a new idea for the research related to inhibiting knowledge hiding. (shrink)

The research explores a novel phenomenon in which information and communication technology (ICT), which is originally designed for knowledge transferring, may result in employees’ knowledge hiding due to increasing use intensity. Specifically, drawing upon the appraisal theory of empathy, we develop a moderated mediation model of empathy linking ICT use intensity and knowledge hiding. The hypothesized model is tested by conducting a scenario-based experimental study (Study 1, N = 194) and a multi-wave field study (Study (...) 2, N = 350). Results show that ICT use intensity is positively related to employees’ knowledge hiding through the mediating role of their empathy. Moreover, competitive goal interdependence strengthens the negative relationship between ICT use intensity and employees’ empathy, and the indirect positive effect between ICT use intensity and employees’ knowledge hiding. Overall, the research answers the questions of how and when ICT use intensity may influence employees’ knowledge hiding. Finally, the theoretical and practical implications of the research findings are discussed. (shrink)

Given the dearth of research examining the distinctions across various facets of employee knowledge-hiding (KH) behaviors, there is little known about why and when leadership negatively influences playing dumb and evasive hiding but positively influences rationalized hiding. The present study fills this void by hypothesizing that employee justice orientation (JO) acts as a mediator of the associations of ethical leadership (EL) with different facets of employee KH behaviors. We also propose employee conscientiousness moderates the relationship of (...) EL with JO and the indirect relationships of ethical leadership with distinct variants of employee KH behaviors. The results based on time-lagged data from 387 employees provide support for the hypothesized relationships. Together, our research provides a more nuanced account of the influence of leadership on employee KH behaviors that can facilitate the development of more appropriate interventions to deal with the intricate problems related to employee KH behaviors. (shrink)

Leadership is considered as a significant antecedent of knowledge hiding in SMEs, but the differential dimension of leadership has been evidently neglected in both theoretical and empirical areas. Drawing on conservation of resource theory and social cognitive theory, this research investigates whether and how SME differential leadership influences subordinate knowledge hiding. Specifically, we analyze the underlying mechanisms of a chain-mediator—job insecurity and territorial consciousness and a boundary condition—leadership performance expectation. Multi-wave and multi-source data were collected from (...) a sample of 704 Chinese SME employees and 140 relevant leaders and applied HLM meso-mediational frameworks, and Bootstrap technique with non-parametric percentile residuals for deviation correction. The results show that differential leadership plays a potential role in promoting subordinate knowledge hiding through the serial intervening mechanism of job Insecurity and territorial consciousness in SMEs. Furthermore, the positive relationship between SME differential leadership and job insecurity becomes stronger among subordinates under higher leadership performance expectation; the positive indirect relationship between SME differential leadership and subordinate knowledge hiding is stronger with higher levels of leadership performance expectation. This study contributes to the existing academic literature by empirically analyzing the under-investigated correlation between differential leadership and subordinate knowledge hiding in SMEs, and by exploring the underlying mechanisms and a boundary condition. (shrink)

The COVID-19 pandemic has caused a global crisis that particularly hit employment globally. Due to the economic crisis, many small businesses attempted to minimise their expenses by either closing or downsizing. During such organisational situations, the employees face negative workplace attitudes that lead to knowledge hiding and affect team performance. This study examines negative attitudes and their effect on team performance. Further, this study examines the mediating effect of knowledge hiding and moderating the role of servant (...) leadership. Through a multi-time data collection approach, the authors obtained 363 responses from the education sector in China during the COVID-19 pandemic. PROCESS Hayes model 1 and 4 were used for mediation and moderation analysis. Results show that job insecurity, cynicism, and role stress are significant forces behind knowledge-hiding behaviour. Furthermore, the knowledge hiding behaviour adversely affects task performance. Servant leadership shows a buffering effect on knowledge hiding behaviour caused by negative workplace attitudes. This is one of the first studies in the South Asian environment to examine the association between employees’ negative attitudes and task performance using knowledge hiding as a mediator and servant leadership as a moderator in the COVID-19 scenario. Lastly, the paper concludes with a consideration of its theoretical, practical implication and future direction. (shrink)

Good knowledge management is important for enterprises to maintain competitive advantage; however, the knowledge hiding behavior may hinder this process. Based on the conservation of resources and psychological ownership theories, using a chain intermediary model, this study investigates the effect of justice sensitivity on knowledge hiding through perceived time pressure and territoriality, and further tests the moderating role of territoriality. For the study, we collected 436 questionnaires from China through the Wenjuanxing Sample Service, of which (...) 391 were valid. We then conducted multiple regression analysis and employed the bootstrap method for our tests. The results show that victim sensitivity has a significant effect on perceived time pressure, territoriality, and knowledge hiding, and that a chain mediating effect of perceived time pressure and territoriality is established between justice sensitivity and knowledge hiding. Further, territoriality has a positive moderating effect on perceived time pressure and knowledge hiding, while the mediating effect of perceived time pressure on justice sensitivity and knowledge hiding is also moderated by territoriality. Further, the study offers important practical implications in that enterprises should not blindly pursue results by making employees work excessively overtime. And there should have rationalized regulations in organization to ensure justice. The management should pay close attention to the psychological problems of victim and perpetrator. Instead, enterprises should have a certain degree of control, offer rationales for overtime work, and give high wages to the employees to compensate for their time, thus making the employees feel the worthiness of their overtime work and reducing the probability of engaging in knowledge hiding behaviors. (shrink)

The underlying aim of this study was to investigate the impact of interpersonal injustice on emotional exhaustion and the three main facets of knowledge hiding, i.e., evasive knowledge hiding, playing dumb, and rationalized knowledge hiding. This study also investigates the moderating role of high-performance work stress in the relationship between interpersonal injustice and emotional exhaustion. A questionnaire was adopted to obtain data from 539 employees working in the telecom sector of China. The Smart-PLS software (...) was used to analyze the data through the aid of a structural equation modeling technique. The results revealed that interpersonal injustice had a positive and significant relationship with evasive knowledge hiding, playing dumb, and rationalized knowledge hiding. Interpersonal injustice also had a positive relationship with emotional exhaustion, and it was found that emotional exhaustion had a positive relationship with evasive knowledge hiding, playing dumb, and rationalized knowledge hiding. The results also revealed that emotional exhaustion mediated the relationship between interpersonal injustice and knowledge hiding. Moreover, it was also observed that high-performance work stress significantly but negatively moderated the relationship between interpersonal injustice and emotional exhaustion. Theoretically, this study made a valuable contribution by examining the impact of interpersonal injustice on knowledge hiding behavior. In terms of practical implications, this study would certainly aid the organizations to support a fair and just workplace culture that encourages knowledge sharing. (shrink)

Technostress as an antecedent factor exploring knowledge hiding continues to be seldomly discussed in the digital era. Based on the job demand-resource theory, this article introduces work exhaustion as a mediator variable and constructs a model that the five sub-dimensions of technostress affect knowledge hiding for R&D employees. Similarly, this study analyzes the moderation of workplace friendship as the resource buffering effect. Based on data from the 254 questionnaires of the two-stage survey, empirical results show that: (...) Techno-invasion, techno-insecurity, and techno-complexity have significant positive effects on work exhaustion, and techno-invasion has the greatest effect. However, techno-overload and techno-uncertainty have no significant relationship with work exhaustion. Work exhaustion plays a mediating role in the relationships between the three aspects of technostress and knowledge hiding; However, its mediating effects are insignificant in the relationships between the two aspects of technostress and knowledge hiding. Workplace friendship negatively moderates the relationships between the two aspects of technostress and work exhaustion, leading to less knowledge hiding. Nonetheless, its negative moderation for the relationships between the two aspects of technostress and work exhaustion are insignificant. Empirical results further show that workplace friendship positively moderates the relationship between techno-complexity and work exhaustion. (shrink)

The knowledge and skills of employees could play a valuable role in organizational success. Organizations seek practices to create a knowledge-sharing culture to take full advantage of individual competencies. However, the knowledge-hiding behavior of individuals is a hurdle in the internal dissemination of knowledge and expertise. It becomes more critical in the case of teaching institutions, where the students are taught and trained. Scholars are now putting their efforts into seeking the antecedents and consequences of (...) knowledge-hiding behavior. This study also attempts to determine the role of interpersonal distrust as an antecedent of knowledge hiding behavior of music education students. Based on the social exchange theory, the present study attempts to check the association of interpersonal distrust with emotional exhaustion and knowledge hiding. For empirical investigation, this study assumes that interpersonal distrust positively enhances knowledge hiding and emotional exhaustion, respectively. Moreover, the present study also attempts to check the association of emotional exhaustion with knowledge hiding. This study also assessed the mediating role of emotional exhaustion in the relationship between interpersonal distrust and knowledge hiding. This current study also aims to check the moderating role of mental health self-efficacy in the relationship between emotional exhaustion and knowledge hiding. For empirical investigation, the present study collected the data from 310 music learning students of various Chinese universities through a structured questionnaire method using a convenient sampling technique. This study applied partial least square structural equation modeling for empirical analyses using Smart PLS software. The findings of this study revealed that interpersonal distrust does not directly influence knowledge hiding; however, interpersonal distrust has a positive association with emotional exhaustion. The findings also acknowledged that emotional exhaustion positively correlates with knowledge hiding. The results also confirmed that emotional exhaustion positively mediates the relationship between interpersonal distrust and knowledge hiding. Further, the outcomes depicted that mental health self-efficacy negatively moderates the relationship between emotional exhaustion and knowledge hiding. In addition, this study’s findings also serve the literature of knowledge hiding by providing important theoretical and practical implications. (shrink)

The predominant use of junk food in our societies is continuously held responsible for the obese body physiques and overweight among the kids and adolescents. The current supportive environments where organic foods are limited, and new processed foods have been brought to the market with more variant tastes and acceptability for the kids and adolescents that have diverged their eating patterns. It has significantly contributed to the health issues and growth discrepancies of the users. However, the awareness of the food (...) contents is an important milestone for understanding the risks associated with the usage of junk foods. A quantitative approach has been used in this study to measure the effect of perceived severity, vulnerability and fear on the junk food eating behaviors and ultimately on the obesity. The moderating role of product knowledge hiding has also been measured on the relationship of junk food eating and obesity. Structural equation modeling is used using the software Smart-PLS for measuring the hypothesis with a sample size of 228 selected through purposive sampling. The sample consisted of kids and adolescents who were reached on purpose for data collection. The current study has explored the role of perceived severity, vulnerability and the fear of using junk foods which have been found as a negative effect on junk food eating behavior which is positively associated with obesity among the kids and adolescents. The result of study shows that perceived threat has a negative effect on the junk food eating behavior of the adolescents. However, the positive relationship of junk food eating behavior with obesity can be decreased if the information about the products is not hidden. This study will be useful for making the consumers aware of the product knowledge hiding of the junk food usage. Moreover, it will help the users in creating understanding of risks allied with the use of junk food which may be addressed in order to avoid obesity issues in the kids and adolescents globally. (shrink)

Although the negative effects of a sense of overqualification on organizations and individuals have been examined, it is debatable whether overqualified employees hide knowledge. Relying on the social comparison theory and psychological contract theory, this paper tried to investigate the non-linear relationship between perceived overqualification and knowledge hiding via psychological contract breach by surveying employees with bachelor’s degrees or above and eventually recruited 475 participants. The results indicated that psychological contract breach acts a partial mediating role in (...) the inverted U-shaped relationship between perceived overqualification and knowledge hiding, while leader-member exchange acts as a moderator. The finding manifests that overqualification encourages employees to hide knowledge, but their possibly vigorous aspects will be displayed when a certain limit is exceeded. This study benefits organizations by advising them to dialectically treat and properly place overqualified employees and contributes to the research on overqualified employees’ knowledge management by offering a new explanation and complete understanding of perceived overqualification and knowledge hiding, with specific focus given to the psychological states of employees. (shrink)

The strangeness of modern physics has sparked several popular books--such as The Tao of Physics--that explore its affinity with Eastern mysticism. But the founders of quantum mechanics were educated in the classical traditions of Western civilization and Western philosophy. In Nature Loves to Hide, physicist Shimon Malin takes readers on a fascinating tour of quantum theory--one that turns to Western philosophical thought to clarify this strange yet inescapable explanation of reality. Malin translates quantum mechanics into plain English, explaining its origins (...) and workings against the backdrop of the famous debate between Niels Bohr and the skeptical Albert Einstein. Then he moves on to build a philosophical framework that can account for the quantum nature of reality. He shows, for instance, how Platonic and Neoplatonic thought resonates with quantum theory. He draws out the linkage between the concepts of Neoplatonism and the more recent process philosophy of Alfred North Whitehead. The universe, Whitehead wrote, is an organic whole, composed not of lifeless objects, but "elementary experiences." Beginning with Whitehead's insight, Malin shows how this concept of "throbs of experience" expresses quantum reality, with its subatomic uncertainties, its constituents that are waves and also particles, its emphasis on acts of measurement. Once any educated person could explain the universe as a vast Newtonian web of cause and effect, but since quantum theory, reality again appears to be richer and more mysterious than we had thought. Writing with broad humanistic insight and deep knowledge of science, and using delightful conversations with fictional astronauts Peter and Julie to explain more difficult concepts, Shimon Malin offers a profound new understanding of the nature of reality--one that shows a deep continuity with aspects of our Western philosophical tradition going back 2500 years, and that feels more deeply satisfying, and truer, than the clockwork universe of Newton. (shrink)

As bearers of the divine image, all of us are storytellers and artists. However, few people today believe in truth that is not empirically knowable or verifiable, the sort of truth often trafficked through direct forms of communication. Drawing on the works of Soren Kierkegaard, Benson P. Fraser challenges this penchant for direct forms of knowledge by introducing the indirect approach, which he argues conveys more than mere knowledge, but the capability to live out what one takes to (...) be true. Dr. Fraser suggests that stories aimed at the heart are powerful instruments for personal and social change because they are not focused directly on the individual listener; rather, they give the individual room or distance to reconsider old meanings or ways of understanding. Indirect communication fosters human transformation by awaking an individual to attend to images or words that carry deep symbolic force and that modify or replace one's present ways of knowing, and ultimately make one capable of embodying what he or she believes. Through an examination of the indirect approach in Kierkegaard, Jesus, C. S. Lewis, and Flannery O'Connor, Fraser makes a strong case for the recovery of indirect strategies for communicating truth in our time"--Back cover. (shrink)

Epistemic logic is known as a logic that captures the knowledge and beliefs of agents and has undergone various developments. In this paper, we propose a new logic called agent-knowledge logic by taking the product of individual knowledge structures and the set of relationships among agents. This logic is based on the Facebook logic and the Logic of Hide and Seek Game. We show two main results; one is that this logic can embed the standard epistemic logic, (...) and the other is that there is a proof system of tableau calculus that works in finite time. We also discuss various sentences and inferences that this logic can express. (shrink)

Knowledge is considered an essential resource and key to competitiveness. The behavior of sharing knowledge is an essential activity for the prosperity of the organization. For individuals, however, sharing knowledge can present a dilemma by giving up the exclusive right to certain knowledge that they own. This study identifies the psychological well-being as a leading factor in facilitating knowledge-sharing in dilemma situations. The author classified knowledge management behavior into sharing, hiding, and manipulating behavior, (...) and studied them as mediators linking psychological well-being and performance. And to check the influence of the quality of the exchange relationship, leader-member exchange was used as a moderator. For the empirical analysis, 333 members from 12 organizations were surveyed by using different sources and times. Hierarchical regression analysis and bootstrapping analysis were conducted for verification of hypothesis. Results demonstrated that the psychological well-being influence directly on knowledge-sharing, -hiding, and -manipulating behaviors and indirectly on performance. In the multi-mediation test, only knowledge-sharing behavior mediated the relationship between psychological well-being and performance. And the moderating effect of leader-member exchange was significant only in the relationship between psychological well-being and knowledge-sharing behavior. This study contributes to the performance, knowledge management and positive psychology research fields, and suggests practical implications. (shrink)

Meditation research has a labeling problem. Studies often place very different mental practices under one broad word, such as mindfulness or meditation. This hides real differences in how each tradition trains attention and how each tradition understands the mind. As a result, EEG and brain scan studies often produce results that do not agree with each other. This paper builds a knowledge graph ontology, not just a descriptive table, that connects specific brain measurements to the actual experiences described by (...) practitioners through a layered pipeline: practice, training objective, phenomenological operation, computational mechanism, predicted neural signature, observed EEG, observed fMRI, and evidence strength. We look at six traditions: Samatha Jhana, Vipassana, Dzogchen Rigpa, devotional and deity practices, Korean Seon (hwadu investigation), and Jōdo Shinshū (nembutsu recitation). We also add a third axis to the usual two part model of consciousness, one that tracks how much a state has moved toward open, nondual awareness. This ontology is implemented as an actual knowledge graph, openly available in a public repository alongside this paper, so that its claims can be queried and checked rather than only read once. One finding deserves special attention. A study that directly compared six traditions in a single experiment found no meaningful difference in EEG power between the styles. This limits how confidently we can say these traditions produce distinct brain signatures. We conclude that meditation is not one single brain state, but the evidence for this claim is much stronger at the level of subjective experience and religious doctrine than at the level of raw brain signals. We point out exactly where more research is needed, especially for Korean Seon and Jōdo Shinshū. (shrink)

Self-serving leadership is a form of unethical leadership behavior that has destructive effect on its targets and the overall organization. Adopting a social cognition perspective, this study expands our knowledge of its adverse effect and the way to mitigate the effect. Integrating two sub-theories of social cognition, we propose a theoretical model wherein self-serving leadership hinders team creativity through psychological safety as well as knowledge hiding, with task interdependence acting as a contextual condition. Results from a sample (...) of 107 R&D teams revealed that self-serving leadership not only reduced team psychological safety, but also induced team knowledge hiding, both of which ultimately affected team creativity. The presence of high task interdependence buffered the destructive effect of self-serving leadership on team creativity via team psychological safety as well as the indirect effect via knowledge hiding. (shrink)

Most conspiracy theories exist as part of “stigmatized knowledge” – that is, knowledge claims that have not been accepted by those institutions we rely upon for truth validation. Not uncommonly, believers in conspiracy theories also accept other forms of stigmatized knowledge, such as unorthodox forms of healing and beliefs about Atlantis and UFOs. Rejection by authorities is for them a sign that a belief must be true. However, the linkage of conspiracy theories with stigmatized knowledge has (...) been weakening, because stigmatized knowledge itself is growing more problematic. What was once clearly recognizable as “the fringe” is now beginning to merge with the mainstream. This process of “mainstreaming the fringe” is the result of numerous factors, including the ubiquity of the Internet, the growing suspicion of authority, and the spread of once esoteric themes in popular culture. Only a permeable membrane now separates the fringe from the mainstream. Thus conspiracism is no longer the province only of small, isolated coteries. It now has the potential to make the leap into public discourse. This, of course, does not apply to every conspiracy theory, but it happens enough to suggest that we are at an important transition point. The recent controversy in the United States over whether a conspiracy existed to hide President Obama’s alleged foreign birth – a claim that years earlier would never have emerged beyond small radical groups – suggests the nature of the change. It also suggests the dangers that political cultures may face in the future. (shrink)

Preview: Almost twenty-five years have passed after the publication of Jacques Derrida’s 1996 seminal essay, “Faith and Knowledge: Religion at the Limits of Reason Alone,” one of the most important, but also most enigmatic post-secular texts of late modernity. Six articles in this issue are devoted directly to Derrida’s essay. The other two can also be read along them as dealing with broadly conceived post-secular issues. They all can be brought under the traditional heading of “faith and knowledge” (...) – simultaneously in recognition of Derrida’s title and in opening a wider perspective on fides et ratio today (a few decades after the famous 1994 Capri seminar on religion). Derrida participated in the seminar with his 2000 essay (Glauben und Wissen), on the same subject, along with the equally famous intervention of Jürgen Habermas. The main theme of Derrida’s take on the confrontation between fides and ratio is the analysis of the relation between modern philosophy/knowledge and modern religion/faith: a complex co-dependence which challenges Hegel’s conviction that philosophy had managed to sublate religion completely and allowed for the survival of its most valuable contents in a new rational form. Pace Martin Hägglund’s thesis, (according to which Derrida’s philosophy should be classified as “radical atheism” in the Hegelian vein), the essays in this volume present Derrida’s thinking on religion as far more ambivalent, leaning toward not so much atheism as radical iconoclasm which does not annul the idea of divinity, but rather hides it away from sight. (shrink)

ABSTRACT. Probability and statistics play an important role in contemporary -philosophy of causality. They are viewed as glasses through which we can see or detect causal relations. However, they may sometimes act as blinding glasses, as I will argue in this paper. In the 19th century, Francis Galton tried to statistically analyze hereditary phenomena. Although he was a far better statistician than Gregor Mendel, his biological theory turned out to be less fruitful. This was no sheer accident. His knowledge (...) of statistics generated two explananda (unknown to Mendel) which in turn generated constraints for any theory of heredity. These constraints misguided Galtons search for the causal mechanism of inheritance. This is not just. an interesting case for philosophers and historians of ·science. Notwithstanding the progress made by statitics, Galtons problem is still relevant today. In the final section, I briefly explore the implications for statistical techniques such as structural equation modelling. (shrink)

Under the umbrella terms, ‘agnotology’, ’strategic ignorance’, and ‘willful ignorance’, scholars have identified and unpacked the mechanisms and strategies involved in producing and maintaining ignorance. These analyses tend to have in common that strategic ignorance is about avoiding, hiding, or rendering existing knowledge unreliable. Drawing on Niklas Luhmann’s sociological concept of communication, we supplement these accounts with an analysis of how ignorance can be produced and maintained by means of communicative selection. Taking the emergence of the zoonotic disease (...) LA-MRSA in Denmark as our empirical case, we explore the management of ignorance under conditions of non-knowing. Our analysis demonstrates how ignorance may be not only maintained but also multiplied without hiding knowledge, keeping secrets, or creating doubts. The analysis thus sheds new light on the dynamics through which ignorance is produced, while knowledge is on full display and acknowledged. The analysis furthermore shows how strategic interests are coupled to ignorance by means of communicative selection. (shrink)

The game of Hide and Seek serves as an important paradigm in computer science for studying search problems, and has attractive analogies with logic. This chapter focuses on an imperfect-information version of the game, where, as in realistic pursuit-evasion environments, players have only limited abilities. In the course of the play, they keep changing their positions and reason about each other’s positions based on what they have already known. In this work, we will identify the game design and explore a (...) logical framework, epistemic logic for the hide and seek game (ELHS), to reason about the game. For this purpose, it is crucial to have a formal tool that captures how players update their knowledge, enabling us to characterize key aspects of the game, including the players’ winning positions. By exploring the connections between our logic and other existing logical systems, we show that the ‘static fragment’ of ELHS without the dynamic operators has a decidable satisfiability problem and a P-complete model-checking problem. We finish with a detailed analysis of such games using the logical language. (shrink)

L'amicizia, secondo Nietzsche, richiede un tipo particolare di conoscenza di sé: quella che consente di nascondersi e che preserva dall'illusione che gli amici possano essere mai completamente trasparenti gli uni agli altri. Questo tipo di conoscenza di sé genera solitudine, che a sua volta suscita un desiderio di amicizia. Gli amici possono essere onesti tra di loro solo quando si consentono reciprocamente di nascondersi e ciò richiede un senso molto acuto della "misura e della medietà", come quello manifestato dal nobile.Friendship, (...) according to Nietzsche, is in need of a particular kind of self-knowledge: the kind that allows one to hide oneself and that prevents one from the illusion that friends could ever be completely open towards one another. This kind of self-knowledge causes solitude, which, in turn, causes a longing for friendship. Friends can only be honest to each other when they allow each other reciprocally their hiding. This demands a very sharp sense of "measure and middle", such as the noble presents it. (shrink)

This research explores the harmful effects of negative workplace gossip (NWG) on targets and organizations, including its impacts on helping behavior and knowledge hiding. The mediating role of guanxi closeness and the moderating role of need for affiliation are also examined. The study, based on conservation of resources theory, collected data from 526 employees in the hospitality industry in China, using a three-wave survey design. Hierarchical multiple regression analysis was employed to test the hypotheses. The empirical results showed (...) that NWG was a strong predictor of reduced helping behavior and increased knowledge hiding; and that guanxi closeness mediated both the negative relationship between NWG and helping behavior, and the positive relationship between NWG and knowledge hiding. Additionally, need for affiliation was shown to act as a moderator between NWG and guanxi closeness: high need for affiliation amplified the negative impact of NWG on guanxi closeness, and then further affected employees’ helping behavior and knowledge hiding. This study therefore offers an important new perspective for interpreting the detrimental effects of negative gossip in organizations, providing not just theoretical advances but practical ways in which managers can proactively reduce these impacts. (shrink)

Research on unethical leadership has predominantly focused on interpersonal and high-intensity forms of harmful leader behavior such as abusive supervision. Other forms of harmful leader behavior such as excessively pressuring subordinates or acting in self-centered ways have received less attention, despite being harmful and potentially occurring more frequently. We propose a model of four types of harmful leader behavior varying in intensity and orientation : Intimidation, Lack of Care, Self-Centeredness, and Excessive Pressure for Results. We map out how these relate (...) to other constructs in the unethical leader behavior field in order to integrate the existing work on how leaders can cause harm to followers. Next, in five studies, we develop and test a new survey instrument measuring the four proposed types of perceived HLB. We provide initial validity evidence for this new measure, establish its psychometric properties, and examine its nomological network by linking the four types of HLB to related leadership constructs and soft and hard outcome correlates at the individual and team level. We find that HLB is negatively related to constructive forms of leadership and positively to unethical ones. HLB is also related in the expected direction to job satisfaction, engagement, psychological safety, knowledge sharing, knowledge hiding, deviance, and objectively recorded team-level stress-related absenteeism. (shrink)

This research work investigates the association between psychological ownership and innovative behaviour with knowledge hiding and knowledge sharing as mediators. The latter variables are presented as focal antecedents of preventive and promotive psychological ownership. To conduct the study, a theoretical framework was proposed, and data was collected from professionals working in complex management systems in Pakistan. The analysis revealed that knowledge hiding and knowledge sharing can exist simultaneously, and psychological ownership can evoke both positive (...) and negative feelings in employees, which poses a challenge for the management. The results illustrate that psychological ownership has significant associations with knowledge hiding, knowledge sharing, and innovative behaviour. Consequent theoretical contributions and important managerial implications are discussed at the end. (shrink)

Personal competition among colleagues and co-workers has been observed in order to prove their professional superiority over others. Such behaviors have grave consequences on the overall team performance. The aim of this study was to investigate the role of personal competition on team performance incorporating the mediating role of the playing dumb behavior of knowledge hiding. The study has further checked the moderating effect of task interdependence on the relationship between personal competition and playing dumb. Data for the (...) present study had been collected through questionnaires from the sports players actively associated with games through their educational institutes in China. The sample size of the study was 339, selected on the basis of convenience sampling. Smart PLS had been employed to analyze the data through structural equation modeling. The results of the study showed a strong impact of personal competition on team performance and the playing dumb variable. Furthermore, playing dumb has been found to have a strong mediating impact on team performance. The study has theoretically contributed to the literature of competition and performance by investigating the mediating role of playing dumb. The study also offers certain practical implications to the managers of the corporate world to devise such human resource policies that take appraisals from the colleagues so as to rectify the negative workplace behaviors and could be worked out accordingly. (shrink)

The purpose of this paper is to study the philosophical basis of the architecture of two Artificial Intelligence systems (AlphaGo and Hide and Seek). The problem considers the elucidation of the epistemological distinction between “knowledge” and “intuition” and questions whether the fulfillment of a programmed metric can be considered as a product of knowledge or, as an example of intuitive thinking. Through the analysis of both examples, it is shown that achieving the desired objective (winning a game of (...) Go and developing new hiding strategies) is not derived from the system’s architecture, but from the AI’s creativity to achieve the desired result; in that sense, it can be confirmed that certain intelligent systems are capable of creative and intuitive thinking. El objetivo del presente artículo es estu- diar los fundamentos filosóficos de la arquitectura de programación en dos sistemas de Inteligencia Artificial (AlphaGo y Hide and Seek). El problema dilucida la distinción epistemológica de los concep- tos “conocimiento”, “intuición” y “abducción”, para definir si el cumplimiento exitoso de una métrica programada, por parte de una computadora, es con- dición suficiente para atribuirle un comportamiento inteligente. A través del análisis de ambos ejemplos se muestran dos cuestiones: i) el cumplimiento exitoso de un objetivo programado ofrece nuevos recursos de conocimiento, ii) dichos conocimientos dependen de la ejecución de un programa cuyo pro- cesamiento es desarrollado por una IA y, por tanto, las operaciones superan las capacidades intelectivas humanas. Las conclusiones apuntan a que las com- putadoras son recursos de conocimiento especiales de comprobación de hipótesis. (shrink)

Plato famously promised to complement the Sophist and the Statesman with another work on a third sort of expert, the philosopher--but we do not have this final dialogue. Mary Louise Gill argues that Plato promised the Philosopher, but did not write it, in order to stimulate his audience and encourage his readers to work out, for themselves, the portrait it would have contained. The Sophist and Statesman are themselves members of a larger series starting with the Theaetetus, Plato's investigation of (...) knowledge, and the whole series relies on the Parmenides, the second part of which presents a philosophical exercise, introduced as the first step in a larger philosophical program. Gill contends that the dialogues leading up to the missing Philosopher, though they reach some substantive conclusions, are philosophical exercises of various sorts designed to train students in dialectic, the philosopher's method; and that a second version of the Parmenides exercise, closely patterned on it, spans parts of the Theaetetus and Sophist and brings the philosopher into view. This is the exercise about being, the subject-matter studied by Plato's philosopher. Plato hides the pieces of the puzzle and its solution in plain sight, forcing his students (and modern readers) to dig out the pieces and reconstruct the project. Gill reveals how, in finding the philosopher through the exercise, the student becomes a philosopher by mastering his methods. She shows that the target of Plato's exercise is internally related to its pedagogical purpose. (shrink)