A literature review: Knowledge Hoarding and comparing it with Knowledge Hiding

With the expansion of studies in the field of knowledge management as management of the most important advantage of current organizations, emerging and important concepts in this field have been formed, which are often similar and different from other concepts. Knowledge hoarding is defined in the theoretical literature as the increasing and inaccessible accumulation of knowledge resources in an organization, which is often not even requested due to lack of knowledge about the existence of knowledge.In the theoretical literature of hoarding, there is a topic in psychology called hoarding disorder that examines its clinical roots. For this reason, two different approaches to managing knowledge hoarding are introduced. The first approach examines the psychological and individual disorders associated with hoarding, and HR managers use strategies such as entrance exams and periodic psychological monitoring. The second approach deals with environmental, managerial, organizational space, organizational culture, communication and other strategies related to the management of organizational knowledge hoarding. Given that hoarding is not a crime or error in some cultures and anyone can freely hoard whatever they want, so pursuing the knowledge dimensions related to hoarding is more important and complex. Also, knowledge hoarding is often neglected by managers and sometimes has irreversible effects on the organization in the long run. Knowledge hoarding has a direct inverse effect on the empowerment of other employees and leads to hoarding reciprocal behaviors and in the long run makes the organization dependent on some hoarding employees. Due to the lack of study of the broad dimensions of this concept, future studies in various fields, especially the relationship between hoarding and exclusivism, the effect of knowledge hoarding on empowerment and also the effect of job turnover on organizational hoarding are suggested.