The Cross-Level Impact Of Error Management Climate On Employee Innovative Behavior

Innovation is vital to an enterprise,and is an important source of enterprise to enhance the core competence.As employee is the most significant part of the company,employee innovative behavior is the key to promoting organizational innovation.As employee has to face many uncertainties,with the lack of their own knowledge and experience,they may encounter errors in the innovation process.Therefore,in the process of promoting employee innovative behavior,it is necessary for enterprise to conduct error management and create a right error management climate.This thesis focuses on the process of error management climate of organizational level impacting on employee innovative behavior,including three problems.(1)How dose error management climate of organizational level impact on employee innovative behavior?(2)Does job autonomy and error knowledge acquisition play a mediating role in this relationship?(3)When there exist open error management climate and blame error management climate within the organization,how job autonomy,error knowledge acquisition,and employee innovative behavior would change?The main work of this thesis includes such four parts.(1)By reviewing and combing the existing literature,thesis summarized the shortcomings of previous studies,and put forward the research direction.(2)Based on the social information processing theory and personal-organization matching theory,thesis constructed the research framework,and proposed the hypotheses and conceptual models.(3)The data came from 425 first-line employees(subordinate to 86 departments)of a branch of China Telecom Group,and thesis used HLM 6.08 software for constructing cross-level model to test the hypothesis.(4)This thesis explained the research results,summarized the theoretical contribution and practical enlightenment,pointed out the research limitations,and proposed the exploring direction for future research.This thesis finds that:(1)open error management climate would promote employee innovative behavior;(2)open error management climate would promote job autonomy and error knowledge acquisition;(3)job autonomy and error knowledge acquisition would promote employee innovative behavior;(4)job Autonomy and error knowledge acquisition both partially mediated the relationship between open error management climate and employee innovative behavior;(5)interactions of open and blame error management climate had a significant negative impact on employee innovative behavior;(6)when there was a high blame error management climate,the promotion of error knowledge acquisition to employee innovative behavior would be weakened.This thesis deeply analyzed the mechanism of the error management climate affecting employee innovative behavior,which had deepened the related research,supplemented the literature on the antecedents of employee innovative behavior,and expanded the research related to personal-organization matching theory.The research results provided new ideas for how to motivate employees to innovate.The research results also could help companies better understand the error management climate and promote employee innovative behavior in a targeted manner.