Navigating autonomy: unraveling the dual influence of job autonomy on workplace well-being in the gig economy.

Introduction: With the rapid rise of the gig economy globally, its characteristics of promoting employment and facilitating autonomy have supported its rapid growth and development in China. While the flexibility of gig work offers more employment options and income sources for workers, it also caused many problems and uncertainties. Workplace well-being is an important psychological factor that indicates the psychological state of workers and significantly predicts their behavior at work. However, previous studies on the gig economy rarely analyze gig workers' workplace well-being, which is of great significance to improving their individual emotions, promoting their physical and mental health, and maintaining the sustainable development of the gig economy and society in general. Methods: This study draws on the cognitive-affective processing system framework to construct a moderated dual-mediator model to explore the dual influence mechanism of job autonomy on gig workers' workplace well-being. Based on the data of 442 digital gig workers who were mainly engaged in manual labor. Results: The survey results show that job autonomy positively affects employees' workplace well-being, and work alienation and positive emotion mediate this relationship. Perceived algorithmic control can moderate not only the influence of job autonomy on work alienation and positive emotion but also the indirect impact of job autonomy on workplace well-being through work alienation and positive emotion. Discussion: The finding of this research contributes to expand the comprehension of the relationship between gig-worker job autonomy and workplace wellbeing and this relationship's underlying mechanism, holding significant implications for management practice.

The Association Between Intimate Partner Violence and Work Thriving/Work Alienation Among Chinese Female Nurses: The Mediating Impact of Resilience.

Objective: The primary objective of this cross-sectional study was to examine the prevalence of different types of intimate partner violence (IPV) among female nurses employed in public hospitals across China. Additionally, the study sought to investigate the relationship between nurses' psychological resilience and their experiences of work thriving and work alienation in the aftermath of IPV. Methods: This cross-sectional study utilized an online self-report survey to collect data from a sample of 522 female nurses working in public healthcare facilities across several major cities in China. The survey instrument collected information on participants' sociodemographic characteristics, experiences of intimate partner violence (IPV), psychological resilience, work thriving, and work alienation. The Kruskal-Wallis one-way ANOVA test was used to compare outcome variables across IPV exposure groups, and multiple linear regression modeling was subsequently performed to examine the associations between the dependent variables (work thriving and work alienation) and the independent variables, including IPV exposure and resilience. Results: The overall prevalence of IPV reported by the female nurse participants was 74.26%. Specifically, the rates of emotional IPV, physical IPV, and sexual IPV were 74.06%, 24.27%, and 7.53%, respectively. The results indicated that total IPV exposure, the three IPV subtypes, psychological resilience, work thriving, and work alienation were all significantly and positively interrelated. IPV scores demonstrated a negative association with psychological resilience and work thriving, but a positive association with work alienation. Importantly, psychological resilience was found to be positively correlated with work thriving and negatively correlated with work alienation. Conclusion: The findings suggest that psychological resilience plays a pivotal role, both directly and indirectly, in influencing the work-related outcomes of female nurses who have experienced IPV. Specifically, resilience was positively associated with thriving at work and directly negatively associated with work alienation, though a partial mediating effect of resilience was also observed.

How and when team-member exchange influences knowledge hiding behaviors: A moderated dual-pathway model.

Purpose: This study explored the influence of team member exchange on employees' knowledge hiding behaviors via job embeddedness and work alienation, with learning goal orientation acting as the boundary condition. Method: ology: This study adopted a quantitative multi-study research methodology to validate the proposed hypotheses, combining a time-lagged field study with 459 in-service employees and a scenario-based experiment with 128 university students at a northern university in China. Findings: In Study 1 (field study), team-member exchange was negatively associated with knowledge hiding, and job embeddedness and work alienation mediated this relationship. Perceptions of learning goal orientation can amplify the effect of team-member exchange on job embeddedness and work alienation, which in turn reduces knowledge hiding behaviors. A subsequent experiment (Study 2) almost replicated and supported these findings, but work alienation did not play a role as an intermediary in the relationship between team member exchange and knowledge hiding behavior. Practical implications: Managers should stimulate social exchanges among team members to inhibit knowledge hiding behaviors and prioritize individuals exhibiting higher learning goal orientations when deciding whom to hire. Originality: This research identifies and rationalizes how (underlying mechanisms) and when (contingencies) team-member exchange can make a difference in employees' knowledge hiding behaviors, expanding and advancing further research on the knowledge hiding phenomenon from a team perspective.

Heterogeneity of work alienation and its relationship with job embeddedness among Chinese nurses: a cross-sectional study using latent profile analysis.

OBJECTIVE: To identify the distinct profiles of work alienation among Chinese nurses, examine the demographic factors associated with profile memberships, and then explore the relationship between latent categories of work alienation and job embeddedness. METHODS: A cross-sectional survey of 523 nurses was conducted from July to August 2023. Latent profile analysis (LPA) was performed to identify distinct profiles of nurses based on three aspects: powerlessness, helplessness, and meaningfulness. A multinomial logistic regression analysis was conducted to explore the predictors of profile membership. Hierarchical regression analysis was carried out to examine the association between profile memberships and job embeddedness. RESULTS: Three subgroups of work alienation of nurses were identified: 23.1%, 57.8%, and 19.1% in the low work alienation group (profile 1), the moderate work alienation group (profile 3), and the high work alienation group (profile 2), respectively. Nurses with college degrees were more likely to be grouped into moderate work alienation. Nurses who did not work night shifts were more likely to have low or moderate levels of work alienation. Nurses earning 2,000-3,000 and 3,001-5,000 yuan per month were likely to be in the low work alienation group. The different categories of work alienation significantly predicted job embeddedness among nurses (ΔR2 = 0.103, p < 0.001). CONCLUSIONS: Work alienation has an important impact on clinical nurses' job embeddedness. Nursing managers should pay attention to the differences in individual work alienation status and adopt reasonable management strategies to improve the level of job embeddedness, ensure the quality of care, and reduce nursing turnover.

Work alienation and quality of work life among nurses: A descriptive cross-sectional study.

BACKGROUND: Work alienation in nursing can create various problems that affect the quality of work life of nurses, which should be addressed from different perspectives. AIMS: This study investigated the relationship between work alienation and the quality of work life, aiming to determine the factors affecting nurses' quality of work life. DESIGN: This is a descriptive and cross-sectional study that used the STROBE guidelines to prepare this study report. METHODS: The study was conducted between March and June 2022 in Turkey with 303 nurses. It used an online questionnaire with a simple random sampling. Data were collected using a descriptive characteristics form, the Work Alienation Scale, and the Quality of Nursing Work Life Scale. The data were analyzed with Pearson correlation and multiple regression analysis. RESULTS: There was a significant negative correlation between work alienation and the quality of work life. Four independent variables with 58.2% impact on the nurses' quality of work life were identified, including participation in the decision-making process, the ability to use initiative during the production of the service, the significance of the work for the individual, and the type of institution. CONCLUSIONS: The nurses' work alienation score was moderate, and their quality of work life score was high. An increase in the feeling of work alienation statistically decreased the quality of work life. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Nurses who experience work alienation may face a decline in their quality of work life that may have an adverse effect on their work performance and work satisfaction.

Linking abusive supervision to service sabotage through work alienation in nurses: A cross-sectional study.

BACKGROUND: Abusive supervision has detrimental effects on nurses, but the mechanisms connecting abusive supervision to negative outcomes for nurses have not been well-established in the nursing literature. AIM: This study aimed to investigate whether work alienation mediates the relationship between abusive supervision and nurses' service sabotage. METHODS: This descriptive cross-sectional study was conducted from November to December 2021 with 204 nurses working at a teaching hospital in Damanhour, Egypt. Data were collected using a demographic information form, the Abusive Supervision Scale, the Work Alienation Scale and the Service Sabotage Scale. Study hypotheses were evaluated using structural equation modelling. RESULTS: Our findings revealed a significant association between abusive supervision, work alienation, and service sabotage among nurses. Abusive supervision was found to be linked to nurses' service sabotage through work alienation. CONCLUSION: Our study suggests that nurses who are subject to abusive supervision are more likely to feel alienated, which increases the probability of them engaging in behaviours that have a negative impact on the quality of care they provide. PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.

Work alienation and its relationship with job crafting and job embeddedness among a group of Iranian nurses during the coronavirus disease 2019 pandemic.

Background: The difficult work conditions of nurses during the coronavirus disease 2019 (COVID-19) pandemic can cause them work alienation. Work alienation is in turn associated with negative consequences such as turnover intention. Therefore, identifying the contributing factors of work alienation is essential. Aim: This study aimed to assess the relationship of work alienation with job crafting and job embeddedness among a group of Iranian nurses during the COVID-19 pandemic. Methods: A total of 332 eligible nurses participated in this descriptive correlational study. The data were collected using a demographic questionnaire, the work alienation measure, the job crafting scale and the global measure of job embeddedness. Results: The mean scores of work alienation, job embeddedness and job crafting were 22.67 ± 6.46 (possible range: 7-49), 21.05 ± 3.65 (possible range: 7-35) and 77.54 ± 11.93 (possible range: 21-105), respectively. Work alienation had a significant inverse correlation with job embeddedness and job crafting. Job crafting and job embeddedness significantly predicted 44% of the variance of work alienation. Conclusions: Around half of the variance of work alienation is explained by job crafting and job embeddedness. Nursing managers can use strategies to improve nurses' job embeddedness and job crafting in order to reduce the probability of their work alienation.

Boss, Can't You Hear Me? The Impact Mechanism of Supervisor Phone Snubbing (Phubbing) on Employee Psychological Withdrawal Behavior.

With the excessive smartphone use in the workplace, supervisor phubbing has drawn broad concerns in managerial and academic fields. Though the neglect is unintentional, this behavior can generate counterproductive working behaviors. The basic assumptions of this study are that supervisor phubbing can impact employee psychological withdrawal behavior directly and indirectly via work alienation. To provide empirical evidence for the assumptions, the two-wave online survey of 302 Chinese employees without any supervisory functions was conducted on the Questionnaire Star platform. Based on the stressor-emotion model, work alienation is proved to be the psychological path in the positive relationship between supervisor phubbing and employee psychological withdrawal behavior. Different from the current studies exploring the impact mechanism of phubbing behavior on psychological withdrawal behavior between parents and children, couples, or friends, we put this mechanism into the workplace and focus on subordinate-superior relationships. In addition, the positive indirect effects are enhanced when employees have higher interpersonal sensitivity. In practice, these findings suggest that organizations should normalize the smart devices use in the workplace, and supervisors should balance their working roles with other roles. In addition, organizations should strengthen training on adjusting to negative emotions and interpersonal sensitivity control at work. Although two rounds of the time-lagged data were collected in a one-month interval, the limitations of cross-section data still exist, so the conclusions cannot establish causality. Hence, future research may conduct experimental or longitudinal research designs to make the conclusion more rigorous.

The effects of post-COVID-19 fatigue in nurses on organizational outcomes.

This study was conducted to determine the effects of fatigue in nurses with confirmed COVID-19 infection on organizational outcomes. The study was carried out with the participation of 200 nurses who had tested positive for COVID-19 in the last eighteen months and had COVID-19-related fatigue complaints. Data were collected between October 2022 and February 2023 using a questionnaire consisting of the Chalder Fatigue Scale, the Work Alienation Scale, the Turnover Intention Scale, and the Employee Performance Scale. Fatigue was the most common symptom of COVID-19 in this study, as in other results. The number of being infected with COVID-19 and education levels were found to be significant predictors of post-COVID-19 fatigue. Post-COVID-19 fatigue had an effect on turnover intention and alienation to work, but it did not affect employee performance. In this study, the effects of post-COVID-19 fatigue on organizational outcomes such as employee performance, turnover intention, and work alienation were determined. Therefore, regardless of its source, fatigue should be dealt with managerially, and preventive policies and procedures should be developed.

The Mediating Role of Job Stress Between Organizational Climate and Work Alienation Among Nurses in Emergency Departments: A Cross-sectional Study.

BACKGROUND: Nurses suffer a certain degree of work alienation (a psychological state in which employees feel separated from their jobs because the jobs do not meet the needs of employees or do not match their expectations). It is necessary to identify predictors of work alienation and find effective interventions. OBJECTIVE: To explore the influence of organizational climate and job stress on work alienation among nurses in emergency departments. METHODS: This was a cross-sectional study conducted from June to August 2022. A convenience sampling method was adopted to invite 342 nurses from emergency departments in 12 tertiary public hospitals in 4 cities in China. Data were collected using self-reported questionnaires on organizational climate, job stress, and work alienation. Path analysis implemented by IBM AMOS 21.0 was used to explore the associations among organizational climate, job stress, and work alienation. RESULTS: Job stress can positively affect work alienation among nurses in emergency departments (ß = 0.44, P < .01). Organizational climate can directly and negatively affect work alienation (ß = -0.33, P < .01); it can also negatively and indirectly affect work alienation through job stress (ß = -0.20, 95% confidence interval: -0.252 to -0.146). CONCLUSIONS: Job stress partially mediated the effect of organizational climate on work alienation among nurses in emergency departments. The findings provided a valuable perspective on predictors of work alienation among emergency department nurses.

The relationship between role ambiguity, emotional exhaustion and work alienation among chinese nurses two years after COVID-19 pandemic: a cross-sectional study.

BACKGROUND: work alienation is receiving increasing attention as a psychological risk at work, and little is known about the mechanisms of role ambiguity and work alienation in nurses in the context of the COVID-19 pandemic. This article aims to examine how role ambiguity affects work alienation among Chinese nurses during the two years after COVID-19 pandemic and verify emotional exhaustion as mediators. METHODS: A cross-sectional study design was used to recruit 281 Chinese nurses. Nurses completed online questionnaires containing demographic characteristics, role ambiguity, emotional exhaustion, and work alienation, and SPSS 26.0 and AMOS 24.0 were used for data analysis and structural equation modelling. RESULTS: work alienation scores were (34.64 ± 10.09), work alienation was correlated with role ambiguity and emotional exhaustion (r1 = 0.521, r2 = 0.755; p < .01), and role ambiguity was positively correlated with emotional exhaustion (r = 0.512; p < .01). A mediating effect of emotional exhaustion between role ambiguity and work alienation held (mediating effect of 0.288, 95% CI: 0.221-0.369, accounting for 74.8% of the total effect). CONCLUSION: Role ambiguity has a significant direct effect on nurses' feelings of alienation and exacerbates alienation through emotional exhaustion. Clarifying roles at work and being less emotionally drained are effective ways to reduce nurses' feelings of alienation.

Empathy and Occupational Health and Well-Being in Ecuadorian Physicians Working with COVID-19 Patients: A Mixed-Method Study.

Approximately one out of ten COVID-19 cases in Ecuador was a physician. It has been reported that this situation has led to a serious detriment of physicians' health and well-being. This study aimed to (i) identify predictors of emotional exhaustion, somatization, and work alienation in Ecuadorian physicians working with COVID-19 patients and (ii) explore the pandemic impact on doctor-patient relationships and on empathy. In 79 Ecuadorian physicians (45 women) who worked with COVID-19 patients, two separate multiple regression models explained the following: 73% of the variability of emotional exhaustion was based on somatization, work alienation, working sector, and passing through a symptomatic infection (p < 0.001), and 56% of the variability of somatization was based on gender and emotional exhaustion (p < 0.001), respectively. Furthermore, intention to leave the profession was more frequent among physicians with greater work alienation (p = 0.003). On the contrary, more empathic physicians never considered leaving their profession during the COVID-19 pandemic (p = 0.03). In physicians' verbatim, cognitive empathy appeared associated to a positive change in doctor-patient relationships. On the contrary, having an overwhelming emotional empathy appeared associated to a negative change in doctor-patient relationships. These findings characterize differences in how physicians cope while working in the frontline of the pandemic.

Influence of empathy on work alienation among Chinese nurses during the COVID-19 pandemic: The mediating effect of ego depletion.

Background: Nurses' work alienation has become increasingly serious due to the increase in workload and risk during the coronavirus disease 2019 (COVID-19). However, no studies have investigated the link between empathy, ego depletion, and work alienation among Chinese nurses. The present study aimed to evaluate Chinese nurses' empathy, ego depletion, and work alienation and to examine whether nurses' ego depletion mediates the relationship between empathy and work alienation. Methods: This was a descriptive, cross-sectional study involving 353 nurses from Shaanxi. The Jefferson Scale of Empathy-Health Professionals, Self-Regulating Fatigue Scale and Work Alienation Questionnaire were used to collect data through an online survey. Structural equation modeling was conducted to analyze the mediating model. Results: Work alienation was negatively correlated with empathy (r = -0.305, p < 0.01) and positively correlated with ego depletion (r = 0.652, p < 0.01). Empathy was negatively correlated with ego depletion (r = -0.325, p < 0.01). Empathy can directly predict work alienation (ß = -0.263, p < 0.01), while ego depletion has a mediating effect between empathy and work alienation (ß = -0.309, p < 0.01), and the mediating effect accounts for 54.02% of the total effect. Conclusion: Nurses' work alienation was at a moderate-to-high level. Improving empathy can reduce work alienation through less ego depletion. Nursing managers should discover nurses' work alienation as soon as possible. Interventions to improve empathy can help replenish nurses' psychological resources, thereby reducing ego depletion and work alienation.

Tit for tat? A study on the relationship between work connectivity behavior after-hours and employees' time banditry behavior.

Based on Conservation of Resources Theory, this study tries to reveal the mechanism of action of work connectivity behavior after-hours triggering employees' time banditry behavior. By using Mplus7.4 software the analysis of 429 leader-employee paired data collected in three stages reveals that work connectivity behavior after-hours has a positive effect on work alienation and psychological distress. Work alienation and psychological distress mediates the relationship between work connectivity behavior after-hours and employees' time banditry behavior, respectively. In addition, organization-based self-esteem mitigates the positive effects of work connectivity behavior after-hours on work alienation and psychological distress, which in turn also moderates the indirect effects of work connectivity behavior after-hours on employees' time banditry behavior through work alienation and psychological distress, respectively. This study provides practical guidance for organizations to reduce employee time banditry behavior and human resource management practices in the new technological environment.

Status of work alienation among nurses in China: A systematic review.

Background: Work alienation is a common feeling of estrangement from the work and its context. Nurses are prone to feel alienated due to the high risk of infection, heavy workload, and the persistence of stress at high levels. Work alienation has serious negative outcomes, organizationally as well as personally. In recent years, the issue of work alienation among nurses has received considerable attention in China, but no systematic reviews have yet been published and its epidemiological status among Chinese nurses remains unclear. Objective: To systematically evaluate the status and distribution characteristics of work alienation among nurses in China. Methods: CINAHL, Embase, Web of Science, PubMed, CENTRAL, Wanfang, SinoMed, CNKI, and VIP were searched for cross-sectional studies before 10 January 2022 on the current status of work alienation among nurses. Two investigators independently screened the articles, extracted the data, and evaluated the risk of literature bias. Stata16.0 software was used for analysis. Results: A total of 12 studies were included, with 7,265 nurses involved. Meta-analysis results showed that the score of work alienation was 35.43 [95%CI (31.82, 39.04)]. Subgroup analysis showed that the scores of male and female nurses were 37.62 and 35.79 respectively; the scores of junior, undergraduate, and graduate nurses were 34.90, 37.15, and 40.02 respectively; the scores of primary, intermediate, and senior nurses were 36.95, 35.38, and 33.11 respectively; the scores of unmarried and married nurses were 38.59 and 36.70 respectively; the scores of nurses who had worked for 1~ <6 years, 6~10 years, and more than 10 years were 37.46, 36.69, and 32.89 respectively; the scores of nurses with salary <5,000 yuan, 5,000~10,000 yuan, and more than 10,000 yuan were 40.25, 37.19 and 34.52 respectively; and the scores of nurses in emergency department and intensive care units, internal medicine, surgery, and pediatrics were 37.25, 38.73, 36.28, and 31.98 respectively. Conclusion: Chinese nurses had a moderate level of work alienation. The scores of nurses in the following categories were quite high: male, higher education levels, low-professional titles, unmarried, shorter clinical working time, lower income, working in internal medicine, and working in the emergency department and intensive care units. Managers should take effective measures as soon as possible to reduce the occurrence of nurses' sense of work alienation. Systematic review registration: https://www.crd.york.ac.uk/PROSPERO/, identifier CRD42022298746.

The role of cognition, affect, and resources in the influence of unreasonable tasks on work engagement: A moderated chain mediation model.

Some studies have concentrated on the adverse effects of unreasonable tasks on work engagement. So far, however, the underlying mechanisms and boundary conditions of the relationship have not been adequately discussed. Based on the cognitive-affective systems theory and the job demands-resources model, this study constructs a chain mediation model in which unreasonable tasks influence work engagement through work alienation and negative affect and explores the moderating role of supervisor support in the model. An analysis of 427 questionnaires from multiple types of organizations shows that: Unreasonable tasks have a negative impact on work engagement; work alienation and negative affect play both separate and chain mediating roles in the negative effect of unreasonable tasks on work engagement, and supervisor support negatively moderates chain mediation by moderating the positive effect of unreasonable tasks on work alienation. This study re-investigates the relationship between unreasonable tasks and work engagement from cognitive, affective, and resource perspectives, which could be a valuable addition to established research and provide suggestions and assistance for management practice.

How workplace incivility leads to work alienation: A moderated mediation model.

Workplace incivility remains a prevailing issue and has significant potential for harmful consequences. This study aims to investigate the influencing mechanism of workplace incivility on work alienation from the perspective of targets. Based on the social exchange theory, our research examines the role of interpersonal trust as a mediator along with the moderator of career resilience in the said association. Through a two-wave-time-lagged quantitative research design, a sample of 315 nurses from China was investigated with questionnaires on workplace incivility, work alienation, interpersonal trust, and career resilience. The results indicated that workplace incivility was positively related to work alienation with interpersonal trust as a mediator. Workplace incivility caused a decline in interpersonal trust, which led to work alienation. Career resilience buffered such an impact. High career resilience weakened the association linking workplace incivility to interpersonal trust. Organizations should pay more attention to workplace incivility and consider empowering nurses' career resilience, which could alleviate the negative impact of workplace incivility.

The Mediating Role of Work Alienation in the Effect of Workplace Ostracism on Employee Voice.

The aim of this study was to determine the mediating role of work alienation in the effect of workplace ostracism on employee voice. The research was conducted between 11 December 2020 and 27 April 2021 in Istanbul, Turkey. The research data were collected from employees of private hospitals in Istanbul. The research showed that workplace ostracism has a positive effect on work alienation. It was also determined that both workplace ostracism and work alienation negatively affect employee voice. Finally, it was established that work alienation has a mediating role in the effect of workplace ostracism on employee voice.

The relationship between ego depletion and work alienation in Chinese nurses: A network analysis.

Objectives: To investigate the network structure of ego depletion and work alienation in Chinese nurses and identify bridge items to provide suggestions to reduce ego depletion and work alienation. Methods: A total of 353 nurses from three hospitals were enrolled in our cross-sectional study by convenience sampling from June to October 2021 in China. They completed an online survey, which included the Sociodemographic Questionnaire, Nurses' Work Alienation Questionnaire, and Self-Regulating Fatigue Scale (SRF-S). The R packages qgraph, networktools, and bootnet were used to estimate the network model and calculate the indices. Results: The correlation between ego depletion and work alienation was mainly positive. The correlation between "Sometimes I do not know what to do with the work instructions from my superiors" and "I have difficulties remembering things" was the strongest among the cross-community correlations (r = 0.14). The bridge strength centrality indices of "Sometimes I do not know what to do with the work instructions from my superiors," "I always feel like a loser" and "I have difficulties remembering things" were the highest (z score = 3.15, 2.83, 1.43). The correlation stability coefficient of the centrality index was larger than 0.25. Conclusion: Nurses' ego depletion and work alienation are correlated. "Sometimes I do not know what to do with the work instructions from my superiors," "I always feel like a loser" and "I have difficulties remembering things" act as bridges between ego depletion and work alienation communities, and should be the focus of nurses' psychological tests. Our study provides potential targets for interventions to reduce work alienation from the perspective of ego depletion.

Effects of Motivational Climate on Knowledge Hiding: The Mediating Role of Work Alienation.

Although knowledge is arguably an organization's most important resource, many organizations still practice knowledge hiding. This study explores how an organization's motivational climate-mediated by work alienation among its members-influences knowledge hiding from the perspective of the conservation of resources (COR) theory. Specifically, we establish hypotheses that the performance and mastery climates, mediated by work alienation, have positive and negative effects on knowledge hiding, respectively. To verify these hypotheses, we conducted a survey among members of Chinese companies, through which 200 responses were collected through a two-wave panel design. The results of the analysis demonstrated that motivational climate, as an antecedent of knowledge hiding, has a significant effect on work alienation. We also found that work alienation mediated the relationship between (a) performance climate, and (b) mastery climate and knowledge hiding. Based on these findings, we discuss the research implications and limitations while suggesting directions for future studies.