Research On The Effect Of Error Orientation,Challenge-Hindrance Stressors On Employees’ Innovative Behavior

During the transition period of economic and society, the internal and external environment enterprises faced is more complex, and the market competition is getting more and more serious. In order to maintain sustainable competitive advantage, the core point is innovation. Enterprises ultimately depends on the individual employees’innovation to achieve innovation. Errors are common in work situations, and can not be avoided. Errors have gained increasing importance in the area of organizational psychology and organizational behavior, and error management attracted widespread attention. Error orientations are individual’s action tendency when action tends to deviate from the targets or standards, and is the core areas of error management research, which determines the direction and strength of employees’innovative behavior. However, from error orientations to employees’ innovative behavior, intermediate process is influenced by other variables, and challenge and hindrance stressors are important moderating variables in the influence of error orientation on employees’innovative behavior.This research analyzed the impact of error orientations on employees’ innovative behavior, and discussed the moderating effect of challenging and hindrance stressors. We collected a lot of first-hand data through a questionnaire survey on a number of enterprises in Anhui province. Firstly, we tested and revised the error orientation scale in chinese context, and formed a formal error orientation scale, and then analysed the reliability and validity of formal error orientation scale, challenge and hindrance stressors and innovation behavior scale. Finally, verified the proposed hypotheses through an empirical research. After the study we reached main conclusions as follows:1. Error orientation and it’s eight dimensions, except coving up errors, notablely predicted employees’innovative behavior, and error competence, learning from errors, error communication, thinking about errors, error risk taking and error anticipation had positive influence on employees’ innovative behavior, and error strain had negative influence on employees’ innovative behavior.2. Challenge stressors and hindrance stressors have positive influence on employees’ innovative behavior. That’s to say, when challenge stressors is high, employees’ innovative behavior is also high; when hindrance stressors is high, employees’ innovative behavior is also high.3. Challenge stressors had a significant mediating effect in the influence of error risk taking,error strain, error anticipation on employees’ innovative behavior, and hindrance stressors had a significant mediating effect in the influence of learning from errors, error risk taking, error anticipation, error communication on employees’ innovative behavior.This article includes six parts:The first part is an introduction, which mainly introduced the research background of this article, the purpose of research questions, purpose and meaning, ideas and research methods and possible innovations of this research.The second part is the review of existing researches. This part included the reviews and combs of the concepts, measurement and researches of error orientation, challenge and hindrance stressors and employees’ innovative behavior and the relationships among them.The third part showed the theoretical analysis and hypotheses. Based on the previous researches of error orientation, challenge and hindrance stressors and employees’innovative behavior, this study putted forward research suppositions and built models.The forth part is the research design. This article referenced to the maturity scale from domestic and foreign to design a scientific and rational questionnaire, and revised the error orientation scale and analysed it’s reliability and validity, prepared for empirical analysis.The fifth part is the empirical analysis. Firstly, this article pretreated the collected data. Secondly, described statistics and analyzed the correlations between the main variables through the sample data. Then analysed the influence of error orientation on employees’ innovative behavior. Finally, verified the moderating effects of challenge and hindrance stressors in the influence of error orientation on employees’ innovative behavior.The sixth part is the conclusion, the suggestion and the outlook. This study maked a general conclusion through the empirical research, and putted forward some management recommendations. Finally, this article introduced the limitation of the study and proposed future prospects in this area.