عنوان مقاله [English]
Background & Purpose: Today, sharing knowledge and experience is a valuable step in improving organizational performance. But sometimes employees refuse to share it for some reason. Therefore, knowing the aspects of this behavioral pattern can facilitate access to this valuable resource. Accordingly, this study was conducted with the aim of designing a model of specialized exclusivism of employees.
Methodology: This is an applied descriptive study. Its approach is qualitative that has been done through grounded theory method. Participants in this study were university instructors who are specialist in human resource management and organizational behavior management, as well as human resource and administrative managers of knowledge-based organizations, 15 of whom were selected using the snowball sampling method. The data collection tool was a semi-structured interview. Data analysis was performed using three stages of open, axial and selective coding in the form of a structured method ofgrounded theory.
Findings: The 380 open codes identified were combined into 69 subcategories and 17 main categories, which were classified into 6 main categories including causal conditions, central phenomena, contextual conditions, intervening conditions, strategies and consequences.
Conclusion: Paying attention to structural, interactive, cultural values, personal characteristics of employees, organizational justice, prevention of political and deviant behaviors can reduce the tendency of employees to monopolize their knowledge and experience.