差错管理氛围对创新行为的跨层次影响：基于创新型企业及其研发人员的实证研究

Along with process of the pilot and construction project of "Innovative Enterprise", to promote the core competence of innovative enterprise through the promotion of the R&D staff's innovation behavior has become a consensus.However, the innovation often accompanied by error, some organizations "guard against" them, some carry out "management" on them, and thus format a variety of organizational climate. So, what kind of organizational climate could effectively promote the performance of individual innovation behavior? Although the error management theory showed that error management rather than error prevention may be more conducive to innovation, however, how does the cross-level impact of error management climate to innovative behavior generated? In addition, in the considerable work stress context of R&D staff, could the effec of error management climate and innovative behavior be changed? The existing research has not give a clear answer. In view of this, this research will deeply discuss the cross-level effect path of error management climate to individual innovative behavior, and systematically propose the hypotheses, building theoretical model based on the consideration of the context of work stress, taking innovative enterprises and their R & D staff as samples to do empirical research then, and finally, putting forward the countermeasures to establish a good climate of error management.

伴随"创新型企业"试点及命名工程建设的逐步深入，通过促进研发人员表现出良好的创新行为来促进创新型企业核心能力的提升已成为共识。然而，创新多伴随差错产生，对于差错，有些组织认为需"防范"，有些组织认为可以进行"管理"，进而形成了各种不同的组织氛围。那么，什么样的组织氛围才能有效促进个体创新行为的表现？差错管理理论虽然指出对差错进行管理而不是一味防范可能更加有利创新，然而，差错管理氛围对创新行为的这种跨层次影响是如何产生的？并且，在研发人员颇具压力的工作情境下，差错管理氛围对创新行为的影响会否发生变化？现有研究并未给出明确的答复。鉴于此，本研究将深入探讨差错管理氛围对个体创新行为的跨层次影响路径，并在考虑工作压力的情境下，提出系统的研究假设、构建理论模型，进而以创新型企业及其研发人员为样本进行实证研究，提出建立良好差错管理氛围的对策建议。

企业员工的创新行为是企业提升创新能力、保持持续竞争优势的关键。然而，由于外部环境的不确定性，创新面临很大风险，创新过程中难免会出现差错。面对创新过程中的差错，有些企业认为需要“防范”，有些企业认为可以进行“管理”，进而形成了各种不同的组织氛围。那么，什么样的组织氛围才能有效促进个体创新行为的表现？围绕这一问题，本研究主要探讨了组织差错管理氛围、差错反感文化对员工创新行为影响的传导机制和发生效力的边界条件。实证研究表明，在组织差错管理氛围与员工创新行为的关系中，工作嵌入感、自我效能感、内部人身份感知等变量发挥中介作用；双元压力、激励偏好、情绪劳动、领导——成员交换关系等因素发挥调节作用。本项目是中国较早以差错管理为主题展开的科研项目，研究成果厘清了组织差错管理氛围影响员工创新行为的机理，有利于丰富差错管理及员工创新行为领域的研究成果，能为学术研究和企业管理实践带来一定的启示。