Purpose The purpose of this study is to explore the internal mechanism underlying the ability of the leader–follower relational schema to promote knowledge hiding among employees under conditions of both “congruence” and “incongruence.” Design/methodology/approach Polynomial regression and response surface analysis were employed to test the research hypotheses. Survey data were collected from 91 leaders and 410 employees across multiple Chinese organizations. Using a mediated response surface model, the authors examined both direct and indirect effects of leader–follower relational schema congruence on followers’ knowledge hiding. Findings First, leader–follower relational schema congruence is negatively related to employees’ knowledge-hiding behavior, and leader–follower instrumental relational schema congruence is positively related to felt obligation. Second, when congruence is present, employees are less likely to engage in knowledge hiding and feel more obligated in high–high leader–follower expressive relational schema congruence than in low–low congruence. Third, in cases of incongruence, employees are less inclined to hide knowledge and more likely to feel obligated when relational schema incongruence is low–high than when relational schema incongruence is high–low. Finally, leader–follower relational schema congruence influences knowledge hiding through a member’s felt obligation. Practical implications Managers should understand the different types of leader–follower relational schema with the goals of managing their knowledge-hiding behaviors more effectively and promoting knowledge sharing and flow within enterprises. Originality/value Adopting an implicit, dyadic cognitive perspective, this study integrates social exchange theory and conservation of resources theory to show how leader–follower relational schema congruence shapes felt obligation and reduces knowledge-hiding behavior, thereby offering a more comprehensive, multi-layered explanation.