Working from anywhere: yin-yang cognition paradoxes of knowledge sharing and hiding for developing careers in China

The COVID-19 pandemic and advancements in ICT have propelled "working from anywhere" (WFA) into prominence. While WFA offers flexibility and autonomy, it also presents paradoxes in knowledge exchange among employees, potentially impacting career development (CD). This study addresses the gap in research on WFA's impact on career outcomes, particularly the complex interplay of knowledge sharing (KS) and knowledge hiding (KH) within this context. The Microsoft experience during the pandemic serves as a valuable case study; while remote work enabled multitasking and parallel knowledge sharing, it also hampered knowledge transfer due to reduced synchronous communication. This highlights the coexistence and paradoxical roles of KS and KH in WFA, necessitating an examination of their synergistic effects. The study employs the yin-yang harmonizing framework, a counterpart to Western paradoxical theorizing, to understand the nonlinear effects of remote work and the complementary interactions of KS and KH on CD. The central research questions are: (1) How is WFA related to CD among employees? and (2) How does the interaction of KS and KH affect the relationship between WFA and CD?

The literature on WFA's impact on CD presents conflicting findings, with some studies suggesting positive effects (increased autonomy, intrinsic motivation) and others highlighting negative ones (decreased organizational control, social isolation). KS, defined as actions to make knowledge available to colleagues, is generally viewed positively, while KH, the intentional concealment of knowledge, is considered negative. However, KS and KH are not necessarily contradictory; they can coexist and interact dynamically. The yin-yang harmonizing framework, rooted in Chinese philosophy, provides a useful lens for examining such complementary contradictions. This framework emphasizes the dynamic equilibrium between opposing yet interdependent elements, allowing for a nuanced understanding of the complex interplay between KS, KH, and remote work.

This study utilizes a quantitative survey design with data collected from 364 full-time employees in seven manufacturing companies in Zhejiang Province, China, using a two-time-point design to mitigate common method variance. Remote work time (RWT) was measured by the proportion of the workweek spent teleworking. KS and KH were assessed using peer ratings, employing adapted scales from Hu et al. (2009) and Connelly et al. (2012), respectively. Career development (CD) was measured using a four-item scale based on Akkermans et al. (2013), focusing on career control. Control variables included age, gender, marital status, firm type, and firm size. Data analysis involved confirmatory factor analysis (CFA) to assess reliability and validity, and moderated hierarchical regression analysis to test the hypotheses. CFA confirmed the convergent and discriminant validity of the scales, and the analysis addressed potential common method variance. Mean-centering was used before the hierarchical regression analysis to minimize multicollinearity.

The study found support for all four hypotheses. First, an inverted U-shaped relationship was observed between RWT and CD, indicating that an intermediate level of RWT is optimal for CD. Second, the interaction of KS and KH significantly predicted CD. Third, the relationship between RWT and CD was moderated by the interaction of KS and KH. Finally, the moderating effect of KS and KH on the RWT-CD relationship was strongest when KS was high and KH was low. This suggests that a high level of knowledge sharing and a low level of knowledge hiding in combination with a moderate amount of remote work time leads to the highest levels of career development. Control variable analysis revealed positive associations between age, female gender, and state-owned firms, and a negative association with being unmarried and career development.

The findings highlight the non-linear relationship between RWT and CD, suggesting that overly high or low levels of remote work hinder career development. The positive interaction between KS and KH demonstrates their complementary roles in career advancement; while KS is generally positive, KH can also play a subtle role in career development. The moderating effect of the KS-KH interaction underscores the importance of balancing knowledge sharing and hiding in the context of remote work. These findings extend the understanding of WFA's impact on CD beyond simple linear relationships, considering the dynamic interplay of KS and KH, particularly relevant in a culture that values harmony as articulated by the yin-yang perspective.

This study makes significant theoretical contributions by employing a novel yin-yang harmonizing framework to analyze the nonlinear effects of RWT and the synergistic impact of KS and KH on CD in the context of WFA. This offers managers insights into fostering productive remote work environments and supporting employees' career development. The study's limitations include the focus on a specific geographic location and industry. Future research should expand to diverse contexts and explore the potential nuanced positive effects of knowledge hiding in exceptional circumstances. A cross-cutting approach including social and psychological factors would further enhance our understanding of this multifaceted relationship.

The study's limitations include its focus on a specific geographical region (Zhejiang Province, China) and industry (manufacturing). The sample may not be fully representative of all types of organizations or work contexts. The use of self-report measures, while addressed by using peer ratings and a two-time-point design, could still be subject to some bias. Future research should address these limitations by including samples from more diverse regions, industries, and occupations to enhance the generalizability of findings.