{"id":7718,"date":"2023-08-29T14:15:58","date_gmt":"2023-08-29T13:15:58","guid":{"rendered":"https:\/\/www.recruitireland.com\/advice-centre\/?p=7718"},"modified":"2023-08-29T14:15:58","modified_gmt":"2023-08-29T13:15:58","slug":"office-gender-divide-on-hiding-knowledge-from-colleagues","status":"publish","type":"post","link":"https:\/\/www.recruitireland.com\/advice-centre\/office-gender-divide-on-hiding-knowledge-from-colleagues\/","title":{"rendered":"Office gender divide on hiding knowledge from colleagues"},"content":{"rendered":"
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Ever had the feeling a colleague isn\u2019t telling you the whole story? You\u2019re probably right. \u201cKnowledge hiding\u201d or refusing to share information when asked is something roughly one in 10 employees will engage in at some point in their careers.<\/p>\n

How they choose to conceal it varies, but it appears that gender has a significant role to play, according to new research co-authored by Dr Tatiana Andreeva from Maynooth University\u2019s business school and Dr Paola Zappa from University College London.<\/p>\n

\u201cI think we\u2019ve all experienced knowledge hiding in some way. You go to somebody looking for advice because you are sure they can help. But then they say they don\u2019t know. So you end up leaving puzzled because you\u2019re sure they do know but just aren\u2019t telling you,\u201d Andreeva says.<\/p>\n

When people decide to hide knowledge they typically do so using one of three strategies, she adds. They \u201cplay dumb\u201d and pretend that they don\u2019t know the answer. They \u201cevasively hide\u201d or indicate they will follow up later with the information and never do or they \u201crationalise hide\u201d which means openly stating they cannot share the information due to a specific reason such as client confidentiality or data protection.<\/p>\n

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What is pertinent about the new research is that gender appears to be adding a new twist to an age-old problem. The authors say that even though gender has always been widely recognised as an important lens for understanding all sorts of employee behaviours, its role in knowledge hiding up to now has been overlooked.<\/p>\n

The Andreeva\/Zappa study, Whose Lips are Sealed?, suggests that men hide their knowledge from colleagues more frequently than women. In addition, women and men hide knowledge in ways that match expectations about their gender stereotypes.<\/p>\n

Society expects women to be co-operative and to put communal interest ahead of their own. To conform to these norms they use \u201cevasive hiding\u201d and \u201cplaying dumb\u201d to avoid sharing knowledge. By contrast, society accepts that men are \u201cbreadwinners\u201d who will robustly defend their patch, so they use \u201crationalised hiding\u201d as this allows them to protect their knowledge in a socially-acceptable way.<\/p>\n

That these approaches to knowledge hiding break down so clearly along gender lines came as a big surprise to Andreeva. \u201cWe were looking at knowledge hiding in general and trying to understand better why people do it. But the gender aspect became so apparent that it was not something we could just pass by.\u201d<\/p>\n

In short Andreeva reckons it all comes back to the gender role expectations and behaviours that start getting laid down in early childhood. \u201cThe classic example of this is the assertion that boys don\u2019t cry,\u201d she says. \u201cWhen someone tells this to a three-year-old it may sound very innocent but it is effectively enforcing a gender stereotype. When they grow up boys think this is a natural part of their being and the same things happens with girls.<\/p>\n

\u201cThe second big influence is social regulation, meaning that people are aware that others expect them to behave in line with gender roles,\u201d Andreeva adds. \u201cKnowledge hiding is considered much more normal for men, it\u2019s what men do. For women it\u2019s the opposite because they are meant to be helpful and knowledge hiding is openly not helping.\u201d<\/p>\n

The authors say that in designing interventions aimed at minimising knowledge hiding in the workplace managers need to be aware that employees engage in different behaviours based on the gender composition of the workplace as well as on individual gender reactions.<\/p>\n

Andreeva adds that managerial interventions, such as creating a highly competitive work environment, can also have an impact. For example, heavy emphasis on individual performance has been shown to increase knowledge hiding and to legitimise knowledge hiding more for men than for women. Women often feel less comfortable than men in choosing rationalised hiding, and Andreeva says that managers need to make it clear that it\u2019s an okay behaviour for both groups when appropriate.<\/p>\n

On foot of the new research Andreeva says that one solution is for organisations to do what they can to combat stereotype gender roles. \u201cIf we eliminate the reason why these differences happen then I think the behaviours would follow. Knowledge hiding harms organisations in terms of missed opportunities for collaboration, problem-solving, creativity and innovation.\u201d<\/p>\n

The research also shed a more nuanced light on some of the reasons people knowledge hide in the first place. Knowledge hiding behaviour is often seen only as self-serving and malevolent, with people guarding knowledge for competitive advantage or as a means of retaliation against a colleague. However, Andreeva says there are also more benign reasons behind it.<\/p>\n

\u201cWhat we also see in our data is that people do it when they are overloaded. They just can\u2019t cope with another request as it may require time they don\u2019t have to respond to it properly and this may have implications for job descriptions and the expectations of managers.<\/p>\n

\u201cSecondly, we found that people sometimes declined to share when they found requests for information were becoming excessive or repetitive. We found people saying that they had already received the same request from the same person maybe three or four times and here they were again. They felt it was legitimate to refuse because it wasn\u2019t fair that the other person couldn\u2019t be bothered to learn what was needed for themselves.\u201d<\/p>\n<\/article>\n<\/div>\n<\/div>\n<\/section>\n<\/div>\n

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Ever had the feeling a colleague isn\u2019t telling you the whole story? You\u2019re probably right. \u201cKnowledge hiding\u201d or refusing to share information when asked is something roughly one in 10 employees will engage in at some point in their careers. How they choose to conceal it varies, but it appears that gender has a significant… Continue reading Office gender divide on hiding knowledge from colleagues<\/span><\/a><\/p>\n","protected":false},"author":29,"featured_media":7719,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[27],"tags":[4],"class_list":["post-7718","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-careers","tag-careers","entry"],"acf":[],"yoast_head":"\nOffice gender divide on hiding knowledge from colleagues - RecruitIreland.com<\/title>\n<meta name=\"description\" content=\"Office gender divide on hiding knowledge from colleagues Careers\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.recruitireland.com\/advice-centre\/office-gender-divide-on-hiding-knowledge-from-colleagues\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Office gender divide on hiding knowledge from colleagues - 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