Technical Report On Applying Artificial Intelligence To Prevent Knowledge Hiding.

This document discusses applying artificial intelligence techniques to predict knowledge hiding behavior. It analyzes how distributive, procedural, and interactional (in)justice can contribute to higher levels of knowledge hiding among employees. The study utilizes field data collected from 152 employees and artificial intelligence methods like partial least squares regression and artificial neural networks to analyze the relationships between various factors. The results help explain how and when organizational injustice may lead to knowledge hiding behavior and advance the literature on both knowledge hiding and organizational injustice.

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Nafiz F Sarker

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Technical Report On Applying Artificial Intelligence To Prevent Knowledge Hiding.

Uploaded by

Nafiz F Sarker

We take content rights seriously. If you suspect this is your content, claim it here.

Available Formats

Download as DOCX, PDF, TXT or read online on Scribd

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TECHNICAL WRITING AND DOCUMENTATION

Topic No: 01

Topic Name:
Applying artificial intelligence technique to predict knowledge hiding

Date of Submission: 26-08-2019

BY
Nafiz Fouad Sarker
ID: 386

Submitted To

Anup Majumder
Lecturer
Department of CSE
Jahangirnagar University

JAHANGIRNAGAR UNIVERSITY
DHAKA, BANGLADESH
AUGUST 2019
Applying artificial intelligence technique to predict
knowledge hiding behavior

ABSTRACT
Drawing on psychological ownership and social exchange theories, this study suggests theoretical
arguments and empirical evidence for understanding employee reactions to distributive,
procedural, and interactional (in)justice — three crucial bases of employees’ feelings of social self-
worth. Utilizing field data and artificial intelligence technique, this paper reveals that distributive,
procedural, and interactional (in)justice contribute to higher levels of knowledge hiding behavior
among employees and that this impact is non-linear (asymmetric).

INTRODUCTION
Knowledge management (KM) is a prominent resource for sustainable competitive advantage in
organizations. Individual knowledge and knowledge sharing are main aspects of knowledge
management for organizational achievement in the information age (Geofroy & Evans, 2017;
Witherspoon, Bergner, Cockrell, & Stone, 2013). However, individuals’ obstruction of
knowledge transfer and resistance to contributing knowledge can influence organizational
relationships, creating organizational efficiencies and negative consequences for employees.
Recently, scholars have expanded attention beyond knowledge sharing to examine employees’
“knowledge withholding” and its motivations and consequences.

THEORY AND HYPOTHESIS

There is social exchange and psychological ownership of knowledge. And it is injustice of many
kind to hide knowledge. It’s also a distributive injustice. There’s also procedural and interactional
injustice involved with knowledge hiding.

METHODS
Data collection and sampling procedure -
One of the cutting edge human technological and scientific inventions was the Internet
technology, with various contribution to man ranging from economic, social, technology to
cultural facets.
Demographic variables -
Of the 152 responses, 59.2% are male and the rest are female employees.
Age wise, 36.8% are between 31 and 40, 34.9% are between 21 and 30, 15.1% are between 41 and
50, 9.2% are above 50 and the rest less than 20 years old.
Artificial intelligence analysis
Partial least squares (PLS) regression is an addendum to the general stepwise, generalized and
multiple linear regression modeling. These modeling techniques operate based on the effect of
predictor variables

Fig. 1. Conceptual model.

(i.e., X's) on response variable (i.e., Y), with the following equation:
Y = b0 + b1X1 + b2X2 + …+ bpXp
These modeling techniques were designed to meet convergent and divergent validity as well as
canonical correlation assumptions. These assumptions and methods “impose restrictions such that
(1) factors underlying the Y and X variables are extracted from the Y’Y and X’X matrices,
respectively, and never from cross-product matrices involving both the Y and X variables, and (2)
the number of prediction functions can never exceed the minimum of the number of Y variables
and X variables”.

DISCUSSIONS
Knowledge management within organizations is challenging and imperative in today's
knowledge-based economy. Understanding the dynamics of knowledge exchange within
organizations can help managers and policy makers to design systems and apply processes
facilitating knowledge sharing.

CONCLUSIONS
Knowledge hiding is inherently risky and can potentially harm organizational objectives. Building
on SET and POK theory, this paper explained how and when organizational injustice may lead to
knowledge-hiding behavior. The results not just advance the knowledge- hiding and organizational
injustice literature but also demonstrate the benefits of using an advanced methodological approach
e.g., ANNs, in studying sensitive issues.