Abstract
A trainer’s behavior is a crucial factor, and it can affect the cognitive engagement of trainees in parts of training and development programs; thus, playing-dumb behavior by a trainer can cause lower attachment and less interested trainees during courses. This study was planned to investigate the impact of trainers’ playing-dumb behavior on trainees’ burnout behavior under the mediating role of psychological disengagement in online broadcasting. This study followed a convenience sampling technique under a cross-sectional research design, and data are collected from 371 trainees through a questionnaire. This study follows structural equation modeling to model the path relationship among study constructs. Results of this study indicate the presence of a relationship between trainers’ dumb behavior and its impact on trainee psychological disengagement, which leads to burnout. Findings of this study contribute to the inclusive body of knowledge pertaining to playing-dumb behavior and trainees’ burnout during the course.
Highlights
Most of the trainee respondents 69% have an average age between 20 to 30 years, and they are highly qualified doctorate 25.54%, master’s 29.84%, and bachelor’s 24.19, and 86.82% of trainees were involved in trainings during online streaming
This study explores the association between the playingdumb behavior of trainers and trainees’ burnout behavior during online streaming through the mediating role of psychological disengagement
The dumb behavior of trainers has a crucial impact on the burnout behavior of trainees in online streaming
Summary
There are available a plethora of literature that indicates knowledge hiding has been investigated at large in the past, the focus of this investigation remained on horizontal knowledge hiding (Connelly et al, 2012). The desire to dominate to hold a prolonged career or even being afraid to Online Streaming and Trainee’s Burnout Behavior be replaced by a competent supervisee or trainee can generate a sense of completion or fear among the trainer, and he or she might hide knowledge from the trainee. Such a state of affairs can raise severe concern for modern-day organizations to manage the phenomena of knowledge hiding. Past studies document the phenomenon of knowledge hiding from many perspectives, such as from personality (Anand and Jain, 2014). Conflicts at the workplace can result in the shape of knowledge hiding
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