Perceived supervisor remorse and employee knowledge sharing behavior: a moderated mediated model of employee perceived insider status and leader-follower value congruence

Purpose Guided by the norm of reciprocity, we examined the relationship between perceived supervisor’s remorse and employee knowledge sharing behavior via the mediating role of employees' perceived insider status. We further investigated how leader-follower value congruence indirectly moderates the path between perceived supervisor remorse and knowledge sharing through employees' perceived insider status. Design/methodology/approach Three-wave (i.e. time-lagged) data were collected from full-time employees in service sector organizations. We used Mplus to examine the proposed model. Findings The results indicate a positive relationship between perceived supervisor remorse and employee knowledge sharing. Additionally, employees' perceived insider status mediates the relationship between perceived supervisor’s remorse and employee knowledge-sharing. The indirect relationship between perceived supervisor remorse and knowledge-sharing, mediated by employees' perceived insider status, depends on leader-follower value congruence. The mediated relationship is more pronounced when leader-follower value congruence is high. Originality/value This study examines how supervisors' remorseful behavior affects employees' perceptions of insider status and their willingness to share knowledge. By integrating the concept of a remorseful supervisor and applying the Norm of Reciprocity, it offers insights into how fostering a culture of acknowledgment and apology can positively influence knowledge-sharing behaviors.