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)

Historic inequities exacerbated by COVID-19 and spotlighted by social justice movements like Black Lives Matter have reinforced the necessity and urgency for societies and organizations to bring healing into focus. However, few integrated models exist within management and organization scholarship to guide practice. In response, our focus aims to unpack how organizations can become healing spaces. This paper offers a holistic definition of healing as the foundation for a new conceptual model of organizations as healing spaces. Drawing upon literature from (...) clinical psychology, social psychology, and political science, we identify four perspectives that address healing in organizational contexts: restorative justice, posttraumatic growth, relational cultural theory, and dignity. These healing modalities represent prominent views of how healing can be achieved at the individual, dyadic, organizational, and societal levels. Synthesizing and building on these perspectives, we develop a typology that illustrates three ways organizations can function as healing spaces — Emergent, Endeavoring, and Exemplifying — representing a range of opportunities for how organizations can better respond to suffering. These spaces of healing are differentiated across seven dimensions, including source of harm, recipients of healing, facilitators of healing, focus of healing, length and strength of organizational attention, process of healing, and activators or enablers of healing. This research contributes to organizational healing research and to nascent social justice discussions in the management literature by exploring a range of opportunities for how organizations can better respond to suffering and substantively contribute to remedying harm from systematic bias against marginalized groups via healing. (shrink)

Engineers make decisions with global impacts and empathy can motivate ethical reasoning and behavior that is sensitive to the needs and perspectives of stakeholders across the globe. Microethics and macroethics offer two frames of reference for engineering ethics education, but different dimensions of empathy play distinct roles in micro- and macroethics. Microethics emphasizes individual responsibility and interpersonal relationships whereas macroethics emphasizes societal obligations and impacts. While empathy can support ethical reasoning and behavior for each, in this paper I argue that (...) affective empathy plays a primary (but not exclusive) role in microethics whereas cognitive empathy plays a primary role in macroethics. Gilligan’s and Kohlberg’s theories of moral development are used to further depict how affective empathy aligns with care (depicted as an interpersonal phenomenon) and how cognitive empathy aligns with justice (depicted as a systems-focused phenomenon), thus positioning these ethical principles as playing primary (but again, not exclusive) roles in micro- and macro-ethics, respectively. Building on these ideas, this study generates a framework that describes and visualizes how empathy manifests across six frames of reference, each of which are increasingly macro-ethical in nature: self, team, operators, participants, bystanders, and future generations. The paper describes how proxy stakeholders can be identified, developed, and leveraged to empathize with stakeholder groups. Taken together, the manuscript seeks to clarify the role of empathy in engineering ethics and can enable engineering students to better empathize with the range of stakeholders impacted by engineering decisions, ranging from one’s self to stakeholders across the globe. The intrapersonal understandings and motivations that students generate by empathizing across six frames of reference can facilitate ethical reasoning processes and behaviors that are more inclusive and comprehensive. (shrink)