When Supervisors Hide Knowledge: How Career Frustration and Despotic Leadership Lower Performance

What is it about?

This study investigates how supervisor evasive knowledge hiding—instances when leaders deliberately withhold or obscure information—can reduce employees’ job performance. Drawing on social exchange theory, the authors propose that when employees perceive their supervisors as deceptive about knowledge, they develop career plateau beliefs, meaning they believe their opportunities for advancement and development are limited. These beliefs, in turn, diminish motivation and effort, leading to poorer performance outcomes. Using three-round survey data from employees and peers across various industries in Pakistan, the study finds that career plateau beliefs mediate the link between supervisor evasive knowledge hiding and employee performance. When employees sense that supervisors withhold valuable information, they feel frustrated about career growth, reducing proactivity and commitment. This effect worsens under despotic leadership, where supervisors misuse authority and treat subordinates harshly, intensifying disappointment and disengagement that further lower performance. For organizations, these findings highlight a serious risk: when leaders restrict knowledge flow or act autocratically, they stifle employees’ sense of progress and contribution. Encouraging transparent communication, supportive leadership, and developmental feedback can mitigate these effects and sustain employee engagement and performance.

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Photo by Vitaly Gariev on Unsplash

Photo by Vitaly Gariev on Unsplash

Why is it important?

This research is unique in revealing that career plateau beliefs serve as a key psychological pathway through which supervisor knowledge hiding harms employee performance. It also shows that despotic leadership magnifies this harm by creating a climate of fear and distrust. Conducted in Pakistan, where hierarchical leadership and respect for authority are culturally embedded, this study is timely as organizations globally seek to balance power dynamics with trust and transparency. It offers actionable insights into preventing the silent costs of knowledge concealment and leadership abuse, emphasizing the importance of empowering employees through open and ethical managerial behavior.