What is withholding information

A debriefing session takes place after a participant completes their portion of the study or when a participant decides to withdraw from a study before the study is complete. There are two types of debriefing sessions, an educational debriefing session and a post-deception debriefing session. Both sessions will function in essentially the same manner; i. The purpose of an educational debriefing session is to provide a participant with educational feedback regarding the study and is required for studies using participant pools please see Participant Pools: Educational Debriefing Sessions for more information.

The same education information about the study may also be included in a post-deception debriefing session, but the purpose of this session is to also discuss any deception in a study , provide a full explanation of the purpose of the study , and explain why a participant was deceived.

The debriefing session should be considered a secondary consent session. You will give the participant a post-deception consent form. Now that the participant understands the full scope of the study, the participant has the opportunity to decide whether he or she wants to include their data in the study.

Unless other circumstances disallow it, ideal debriefings are done verbally and interactively with participants in addition to providing the standard written debriefing. A written debriefing statement should always use non-technical language and provide participants with a clear sense of the main question and the importance of the answer. In this study, we told you that you would receive a blue sticker and then we would ask you to report about how you felt about the sticker.

Instead, we gave you a red sticker and told you that your friend took the last blue sticker. We did not tell you the full nature of the experiment because we wanted to gauge your honest reaction to the news that your friend took your sticker.

Stickers, and the way that friends react to them, provide interesting insights into interpersonal relationships. In previous studies, such as the Milgram Blue study, blue was found to be particularly desirable, thus it was chosen in order to evoke a stronger response.

We are interested in learning if there is a correlation between individuals who are more capable of negotiating the lack of a blue sticker and their ability to maintain a friendship. Please know that your friend was not involved in this study and had nothing to do with the blue sticker. It is important that you do not let this incident become an issue in your relationship.

If you have further concerns, please contact the researcher name, contact information to discuss any questions about the research. Box , Charlottesville, VA Telephone: This rating was based on whether their work environment felt threatening, whether they felt safe being themselves, and whether they felt comfortable engaging in social interactions.

Finally, respondents reported to what extent they were thriving in their roles, defined as learning new things and being vital and energetic. We believe this is because hiding knowledge from peers does not actually result in a competitive advantage. Rather, it makes employees feel psychologically unsafe.

As prior research suggests, without psychological safety, it can be difficult for employees to focus on tasks, develop meaningful relationships, and explore new ways of working without fear of punishment for mistakes or failures. In these situations, employees often struggle to maintain a positive attitude and engage in learning opportunities.

The results of our first study pushed us to explore the topic further. We wanted to know if the backfire effects of knowledge hiding occur in work cultures outside of China as well. We conducted a second study in which we surveyed fulltime workers, mainly from Europe and North America, employed in a variety of fields, including education, retail, hospitality, healthcare, manufacturing, transportation, and others.

To further explore the impacts of psychological safety on knowledge hiding, we refined the study design and asked participants to answer two online questionnaires, two weeks apart. In the first, they reported knowledge hiding behaviors and levels of psychological safety at work just as the participants had in our original study. Then, two weeks later they reported these same variables again and indicated how thriving they were. We found that employees who engaged in knowledge hiding felt less psychological safety at work two weeks later.

However, those who felt psychologically unsafe to begin with did not increase knowledge hiding behaviors. We concluded that a psychologically unsafe work environment does not lead people to knowledge hiding, nor does a psychologically safe work environment prevent people from knowledge hiding. However, knowledge hiding does make people feel more psychologically unsafe at work, and as a result, those people will be less likely to thrive. To consolidate this information, we conducted a third study, surveying employees from three Chinese organizations in the airline, postal, and education industries.

The goal of this study was to explore whether knowledge hiders suffer more when they have a cynical attitude about their organization. As in the second study, two surveys were collected within a time interval of two weeks. However, this time, five items were added to the first survey to test how employees felt about their work environments.

The second survey only asked questions about thriving. We concluded that, in general, knowledge hiders suffer as a result of what we found in the first two studies. Translator tool. What is the pronunciation of withhold? Browse withered. Test your vocabulary with our fun image quizzes. Image credits. Word of the Day sweetheart. Blog Outsets and onsets! Read More. November 08, To top. English American Business Examples Translations. Sign up for free and get access to exclusive content:.

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