THE HIDDEN COST OF INCIVILITY: HOW KNOWLEDGE HIDING AND MENTAL HEALTH ISSUES UNDERMINE COLLABORATIVE LEARNING IN TEACHERS AND STUDENTS
DOI:
https://doi.org/10.29121/shodhkosh.v5.i4.2024.6411Keywords:
Incivility, Knowledge Hiding, Mental Health, Collaborative LearningAbstract [English]
An academic environment is one where collaboration and mutual respect are critical for both student and teachers’ success. Incivility on one hand ranging from subtle disrespect to over hostility has increasingly infiltrated classrooms and academic institutions, leading to negative consequences for learning, knowledge exchange and mental health. Among teachers, incivility includes unfair grading, dismissive attitudes or publicly belittling students. In teacher student interactions, teachers may experience incivility in the form of disrespectful students, while students may face unhelpful teachers. The cumulative impact of such behaviours creates a toxic academic climate. This incivil behaviour not only diminishes trust but also triggers defensive responses like knowledge hiding behaviour. In educational settings, knowledge hiding can be harmful. It stifles peer learning and collaboration, limit sharing of resources and innovative teaching techniques. This paper investigates the effects of knowledge hiding and incivility in educational settings, focusing on mental health issues as key contributor to the erosion of collaborative learning. Mental health issues among teachers and students can significantly amplify the negative consequences of incivility, as individuals struggling with stress, anxiety, or depression may be less likely to engage in collaborative activities or contribute their knowledge. Further the findings said that incivility acts as a fuel for knowledge hiding behaviour which significantly impacts the mental health and well-being of both students and teachers. The paper highlights the need for institutions to address these issues through transformative strategies that promote respect, trust and well-being.
References
Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of management review, 24(3), 452-471. DOI: https://doi.org/10.2307/259136
Bartlett, J. E., Bartlett, M. E., & Reio Jr, T. G. (2008). Workplace Incivility: Worker and Organizational Antecedents and Outcomes. Online Submission
Cahill, V., Gray, E., Seigneur, J. M., Jensen, C. D., Chen, Y., Shand, B., ... & Nielson, M. (2003). Using trust for secure collaboration in uncertain environments. IEEE pervasive computing, 2(3), 52-61. DOI: https://doi.org/10.1109/MPRV.2003.1228527
Cerne, M., Nerstad, C. G., Dysvik, A., & Skerlavaj, M. (2014). What goes around comes around: Knowledge hiding, perceived motivational climate, and creativity. Academy of Management journal, 57(1), 172-192. DOI: https://doi.org/10.5465/amj.2012.0122
Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of organizational behavior, 33(1), 64-88. DOI: https://doi.org/10.1002/job.737
Demirkasimoglu, N. (2016). Knowledge Hiding in Academia: Is Personality a Key Factor? International Journal of Higher Education, 5(1), 128-140. DOI: https://doi.org/10.5430/ijhe.v5n1p128
Ghani, U., Teo, T., Li, Y., Usman, M., Islam, Z. U., Gul, H., ... & Zhai, X. (2020). Tit for tat: abusive supervision and knowledge hiding-the role of psychological contract breach and psychological ownership. International Journal of Environmental Research and Public Health, 17(4), 1240. DOI: https://doi.org/10.3390/ijerph17041240
Hernaus, T., Cerne, M., Connelly, C., Poloski Vokic, N., & Škerlavaj, M. (2019). Evasive knowledge hiding in academia: when competitive individuals are asked to collaborate. Journal of Knowledge Management, 23(4), 597-618. DOI: https://doi.org/10.1108/JKM-11-2017-0531
Husted, K., & Michailova, S. (2002). Diagnosing and fighting knowledge-sharing hostility. Organizational dynamics, 31(1), 60-73. DOI: https://doi.org/10.1016/S0090-2616(02)00072-4
Indradevi, R. (2016). Toxic leadership over the years–a review. PURUSHARTHA-A journal of Management, Ethics and Spirituality, 9(1), 106-110.
Irum, A., Ghosh, K., & Pandey, A. (2020). Workplace incivility and knowledge hiding: a research agenda. Benchmarking: An International Journal, 27(3), 958-980. DOI: https://doi.org/10.1108/BIJ-05-2019-0213
Kim, H. S., & Smith, R. H. (1993). Revenge and conflict escalation. Negotiation Journal, 9(1), 37-43. DOI: https://doi.org/10.1111/j.1571-9979.1993.tb00688.x
King, C., & Piotrowski, C. (2015). Bullying of Educators by Educators: Incivility in Higher Education. Contemporary Issues in Education Research, 8(4), 257-262. DOI: https://doi.org/10.19030/cier.v8i4.9434
Matthiesen, S. B., Raknes, B. I., & Rokkum, O. (1989). Bullying at work. Tidsskrift for Norsk Psykologforening, 26(11), 761-774.
Merton, R. K. (1988). The Matthew effect in science, II: Cumulative advantage and the symbolism of intellectual property. isis, 79(4), 606-623. DOI: https://doi.org/10.1086/354848
Neuman, J. H., & Baron, R. A. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. Journal of management, 24(3), 391-419. DOI: https://doi.org/10.1016/S0149-2063(99)80066-X
Orunbon, N. O., & Ibikunle, G. A. (2023). Principals’ Toxic Leadership Behaviour and Teachers’ Workplace Incivility in Public Senior Secondary Schools, Lagos State, Nigeria. EduLine: Journal of Education and Learning Innovation, 3(2), 202-213. DOI: https://doi.org/10.35877/454RI.eduline1717
Pearson, C. M., Andersson, L. M., & Porath, C. L. (2005). Workplace incivility.
Poon, J. M. (2011). Effects of abusive supervision and coworker support on work engagement. International Proceedings of Economics Development & Research, 22,8-22.
Prusak, L., & Davenport, T. (1998). Working knowledge: how organizations manage what they know.
Radzali, F. M., Ahmad, A., & Omar, Z. (2013). Workload, job stress, family-to-work conflict and deviant workplace behavior. International Journal of Academic Research in Business and Social Sciences, 3(12), 109. DOI: https://doi.org/10.6007/IJARBSS/v3-i12/417
Schilpzand, P., De Pater, I. E., & Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational behavior, 37, S57-S88. DOI: https://doi.org/10.1002/job.1976
Tarraf, R. C. (2012). Taking a closer look at workplace incivility: Dimensionality and source effects. The University of Western Ontario (Canada).
Tastan, S. B., & Davoudi, S. M. M. (2015). Empirical research on the examination of the relationship between perceived workplace incivility and job involvement: the moderating role of collaborative climate. International Journal of Work Organisation and Emotion, 7(1), 35-62. DOI: https://doi.org/10.1504/IJWOE.2015.073124
Tripp, T. M. (1998). Robert J. Bies. Power and Influence in Organizations, 203.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates' organizational citizenship behavior. Journal of applied psychology, 87(6), 1068. DOI: https://doi.org/10.1037//0021-9010.87.6.1068
Zhao, H., Xia, Q., He, P., Sheard, G., & Wan, P. (2016). Workplace ostracism and knowledge hiding in service organizations. International Journal of Hospitality Management, 59, 84-94. DOI: https://doi.org/10.1016/j.ijhm.2016.09.009
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Shilpa Saini, Rekha Kaushal
This work is licensed under a Creative Commons Attribution 4.0 International License.
With the licence CC-BY, authors retain the copyright, allowing anyone to download, reuse, re-print, modify, distribute, and/or copy their contribution. The work must be properly attributed to its author.
It is not necessary to ask for further permission from the author or journal board.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.
