A Study On The Mechanism Of Error Orientation In Employees' Innovation Behavior

As the strategic pillar of building a modern economic system,innovation has become the first driving force to lead development.Meanwhile,the formation of enterprise innovation capability is inseparable from the complete mechanism of human resources within the enterprise during the operation of market economy.Human resources who could be understood as the most active factors which permeate the organization's innovation activities in the enterprise.However,risk and unpredictability characteristics of the innovation process indicate that individual innovation activities will inevitably be biased,and the psychological and behavioral tendencies of employees affect the development of subsequent innovation activities during the error-handling.The attitudes and behaviors of enterprise employees are derived from individual perception for the organization's negative culture during the error-handling,which leads to the formation of individual “disgust” emotions.As a result,it inhibits the employees' innovative behavior and individual performance.In addition,the self-efficacy of employees who in dealing with errors can also affect the individual's innovative behavior.Although some studies have already explore the individual innovation behaviors in the field of error management,some unconspicuous specific factors,such as organizational internal culture and individual psychological traits,whether could further affect the process mechanism still needs further verification.Acording to the related theories of error management and social cognition,and based on the comprehensive domestic and foreign literature research,this study will explore the mechanism of employees' error orientation in individual innovation behavior.First,This paper will be based on social cognition theory to explores the mediating effect of innovative self-efficacy from the perspective of psychological cognition.Secondly,This paper will consider the factor of organizational culture scenarios to explore the moderating effect of the error aversion culture from the perspective of organizational culture.Finally,on the basis of theoretical and empirical analysis,the study will offer some useful suggestions and countermeasures to resolve relevant problems in management practice.Overall,through field research,this study collects questionnaire data from a number of enterprises in Henan and Guangxi and obtains 231 valid questionnaires.The data was empirically analyzed by software such as Lisrel and SPSS.The results show that employee error orientation and its dimensions(error ability,error learning,error communication,error thinking)can significantly positively affect employee innovation behavior;Innovation self-efficacy plays the mediating role in the process of employee error ability,error learning,and error communication affecting innovative behavior;And error aversion culture plays the moderating role in the process of employee error ability,error communication,and error thinking affecting innovative behavior.In other words,employees' positively error orientations in the organization,such as,error ability,error communication,error learning and other factors,they both can help individual to reflect on mistakes in time and enhance individual courage and confidence in subsequent innovation activities.As a result,it benefits for improving individual innovative thinking and innovative behavior.In addition,the employees' perceived level for negative error culture within the organization also affects the intensity of employee error orientation in innovation behavior.