Rasidah Arshad

ABSTRAK Objektif utama kajian ini adalah mengkaji kedua-dua hubungan langsung dan tidak langsung antara orientasi matlamat dan pemantauan kendiri dengan tingkah laku kerja inovatif. Secara khususnya, dua dimensi orientasi matlamat- orientasi berasaskan penguasaan (mastery) dan orientasi berasaskan prestasi, dan pemantauan kendiri dihipotesiskan sebagai peramal kepada prestasi inovatif. Dalam masa yang sama, komitmen afektif dihipotesis bertindak sebagai pengantara bagi ketiga-tiga hubungan tersebut. Data dikumpulkan daripada 162 ahli akademik dari institusi pengajian tinggi Malaysia menerusi soalselidik. Pengujian hipotesis dilakukan dengan menggunakan model persamaan berstruktur. Dapatan kajian menunjukkan wujud hubungan langsung yang signifikan bagi orientasi penguasaan dan pemantauan kendiri dengan tingkah laku kerja inovatif. Peranan komitmen afektif sebagai pengantara pula hanya signifikan bagi pemantauan kendiri (pengantara separa) namun didapati tidak mengantara hubungan antara orientasi penguasaan dan orientasi prestasi dengan tingkah laku kerja inovatif. Kata kunci: Orientasi matlamat; pemantauan kendiri; komitmen afektif; tingkah laku kerja inovatif ABSTRACT The objective of the study is to examine both direct and indirect relationships between goal orientations and self-monitoring, and innovative work behavior. Specifically, the two dimensions of goal orientation - mastery and performance orientation, and self-monitoring, were hypothesized to predict innovative work performance, and each relationship is mediated by affective commitment. Data were collected from 162 academicians from higher public education institutions through self-reported questionnaires. The hypothesized relationships were tested using structural equation modelling. The findings demonstrated the significant direct relationships between all the three predictors and innovative work behavior. The indirect relationship via affective commitment as a mediator was only found significant for self-monitoring (partial mediation); affective commitment did not mediate the relationship between mastery orientation and performance orientation, and innovative work behavior. Keywords: Goal orientation; self-monitoring; affective commitment; innovative work behavior

Purpose: The purpose of this paper is to examine the relationship between workplace incivility and knowledge hiding, and role of personality disposition (neuroticism) in moderating such relationships. Design/methodology/approach: Data were collected from 108 employees nested in 18 teams from private sectors via survey questionnaire. Confirmatory factor analysis and hierarchical regression models were used to test the hypotheses. Findings: The findings show that the higher the level of workplace incivility experienced by the team members, the higher the tendency for them to hide knowledge and this relationship is moderated by neuroticism. Specifically, the relationship was found to be stronger for those employees high in neuroticism compared to those low in neuroticism. Practical implications: The study offers important implication in term of knowledge hiding prevention or reduction. The behavior can be reduced by creating awareness among employees on the importance of civility at work via campaign, realistic job preview and leading by example. To manage the effect of neuroticism, managers need to identify those high in the trait and provide them with training on how to better regulate and manage negative emotions in the workplace. Originality/value: The study contributes to the research on knowledge hiding behavior by advancing the understanding of organizational and personal factors that can influence knowledge hiding among employees working in team. It is the first to propose and empirically validate the predictive effect of workplace incivility on knowledge hiding. It also addresses the usefulness of examining personality disposition in understanding the relationship between workplace incivility and knowledge hiding behavior.