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Purpose: This study aims to understand how workplace bullying affects knowledge sharing among employees in Chinese scientific and technological enterprises., Methodology: A convenience sampling method was employed to survey 275 employees from scientific and technological enterprises of Yangtze River Delta, China. The survey utilized a general information questionnaire, a workplace bullying scale, an organizational belonging scale, a knowledge sharing scale, and a forbearance scale. A moderated mediation model was set up, and the hierarchical regression and the bootstrapping method were applied., Findings: The empirical results indicated that workplace bullying has a negative effect on the knowledge sharing, and organization belonging has played mediating effect. Furthermore, Forbearance not only moderated the effect of workplace bullying on organizational belonging, but also moderated the mediated effect of organization belonging, and the effect will be stronger when employees are at a lower level of forbearance., Implications: This study offers important implications for scientific and technological enterprises. The findings imply that enterprises should discourage person-related workplace bullying to increase employees' intention to engage in knowledge-sharing behavior. Moreover, the manager of these firms should develop a culture of family so that they can care for the organization belonging., (© 2024. The Author(s).)

Based on Markus and Kitayama's (1991) theory, this study was conducted to examine whether the association between emotional suppression and interpersonal harmony would be moderated by cultural group (i.e., Chinese and European Americans) and an Asian cultural value (i.e., emotional self-control). A total of 451 college students (205 Chinese and 246 European Americans) participated in this study. As expected, results indicated that the association between emotional suppression and interpersonal harmony was significantly positive for Chinese but not significant for European Americans. Similarly, when emotional self-control was examined as a moderator, the results still confirmed our hypotheses. That is, the association between emotional suppression and interpersonal harmony was significantly positive for those with stronger endorsement of emotional self-control but not for those with weaker endorsement of emotional self-control. Furthermore, we examined whether the above results could be replicated when forbearance (a construct similar to suppression) and distress disclosure (a construct opposite to suppression) were examined. The results showed the same pattern for forbearance and distress disclosure when cultural group or emotional self-control served as the moderator. The convergence of findings increased the robustness of our results. Finally, our data suggest that individuals from Eastern, interdependent cultures (e.g., Chinese) tend to value emotional suppression to preserve interpersonal harmony; individuals from Western, independent cultures may or may not necessarily suppress their emotions for this purpose. A comprehensive understanding of the different meanings of a specific strategy (i.e., emotional suppression) in different cultural contexts is important to promote effective cross-cultural counseling. [ABSTRACT FROM AUTHOR]