Perceived Job Flexibility and Innovative Work Behaviour: The Roles of Supervisor Communication and Knowledge Hiding

Kolawole Shola Ojo

doi:10.47297/wspchrmWSP2040-800506.20251604

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Perceived Job Flexibility and Innovative Work Behaviour: The Roles of Supervisor Communication and Knowledge Hiding

Volume 16, Issue 4

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Perceived Job Flexibility and Innovative Work Behaviour: The Roles of Supervisor Communication and Knowledge Hiding
Perceived Job Flexibility and Innovative Work Behaviour: The Roles of Supervisor Communication and Knowledge Hiding
Department of Management, HSE University, St. Petersburg, 1194100, Russia
Vol. 16, Issue 4, Pages: 101-123(2025)
Published：18 July 2025
DOI：10.47297/wspchrmWSP2040-800506.20251604
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Ojo Kolawole Shola.Perceived Job Flexibility and Innovative Work Behaviour: The Roles of Supervisor Communication and Knowledge Hiding[J].Journal of Chinese Human Resources Management,2025,16(04):101-123.
DOI：

Ojo Kolawole Shola.Perceived Job Flexibility and Innovative Work Behaviour: The Roles of Supervisor Communication and Knowledge Hiding[J].Journal of Chinese Human Resources Management,2025,16(04):101-123. DOI： 10.47297/wspchrmWSP2040-800506.20251604.

摘要

Abstract

Offering employees more flexible working options is now a popular human resources management practice for many companies. Although there are strong business cases that favour these non-traditional working arrangements

some business executives are concerned that they might slow employee innovation because they reduce interpersonal and social interactions. According to the available literature

job flexibility stimulates employee innovative work behaviour. However

the theoretical explanation of why and how is not entirely clear. Based on social exchange theory (SET)

this study posits that higher levels of employee perception of job flexibility will be associated with higher levels of innovative work behaviour. Employees who perceive their jobs as highly flexible are likely to reciprocate these working opportunities with reduced knowledge hiding

and they would also increase job-related communication to mitigate the career risks of flexible working. Surveying 507 employees from 13 industries in Nigeria and using structural equation modelling (SEM)

the findings suggest that supervisor-subordinate communication and subordinate knowledge hiding mediate the effect of perceived job flexibility on the innovative work behavior of the employee. The implications of the findings are useful for the design of effective

employee-centered flexible work arrangements that support knowledge and innovation management.

关键词

Keywords

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Idiosyncratic Deals and Employees' Knowledge Hiding: Mediating Role of Job Insecurity

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Yong Wang School of Management, Shanghai University

Chen Wang School of Management, Shanghai University

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