Vertical Mistreatment, Horizontal Withdrawal: Workplace Ostracism as the Bridge Between Abusive Supervision and Knowledge Hiding

Abstract

Grounded in social exchange theory, the present study examines whether workplace ostracism explains the association between abusive supervision and employee knowledge hiding, while testing political skill as a proposed boundary condition in the abusive supervision–workplace ostracism relationship. It is proposed that abusive supervision may foster a hostile workplace climate that increases workplace ostracism, thereby encouraging employees to withhold knowledge from co-workers as a defensive coping strategy. Using a cross-sectional survey design, data were collected from 370 employees working in Pakistan's hospitality sector through purposive sampling. Data were analysed using partial least squares structural equation modelling (PLS-SEM) to test the hypothesized relationships. The results revealed a positive relationship between abusive supervision and employee knowledge hiding, with workplace ostracism significantly mediating this relationship. However, political skill did not significantly influence the abusive supervision–workplace ostracism association, suggesting that it may not function as an effective boundary condition in this context. This study extends the knowledge hiding literature by highlighting workplace ostracism as an underlying mechanism linking abusive supervision to employee knowledge hiding. The study further extends social exchange theory by explaining how employees respond to negative supervisory treatment under conditions of power asymmetry. Theoretical and managerial implications are also discussed.