CRONYISM RECONSIDERED: A MODERATED MEDIATION MODEL OF MORAL DISENGAGEMENT AND KNOWLEDGE HIDING

Abstract

Cronyism is favoritism based on personal loyalty rather than merit remains a persistent challenge in workplace. It is particularly prevalent in cultures that are shaped by paternalism, particularism and collectivist norms. Prior research has predominantly classified cronyism as a linear process that flows from cultural norms of employees thinking. However, it is not true as employee’s response may reproduce and reinforce cronyism system making it a cyclic process. This study proposes a dual level framework that conceptualizes cronyism as both a cultural antecedent and cognitive behavioral outcome sustained through recursive mechanism. The study conducted a 3-wave longitudinal study of Pakistani employees from diverse background. Data was collected at 4 weeks interval to examine temporal relationship among organizational cronyism, moral disengagement, egoistic climate, moral identity and knowledge hiding. Findings showed that knowledge hiding creates informational asymmetry and political dependency among colleagues at workplace. Furthermore, it advances social cognitive and moral identity theory by demonstrating that employees are not passive recipients of cronyistic culture but active agents in its perpetuation. Practically, it highlights the necessity of transparent HR system, merit-based evaluation and ethical leadership in deterring the recursive cycle of favoritism, cognitive rationalization and informational control in workplace.