Research On The Impact Of Fault Tolerance Climate Of Public Organizations On The Civil Servants’ Innovation Behavior

As civil servants are the main bodies performing national administrative powers,their ability and entrepreneurial spirit are essential to the effective performance of government duties.However,some civil servants chose to “do nothing” because of fear of “doing wrong things”,daren’t make innovations and breakthroughs in their work.This not only affects the effective performance of government duties,but also affects the government’s governance capacity and governance level.To increase the willingness and innovative behavior of civil servants,a series of fault-tolerant systems and measures have been implemented from the central government to local governments.It is expected that civil servants will be encouraged to innovate by forming a good fault-tolerant mechanism and fault-tolerant climate within the public organization.So,what is the level of organizational fault tolerance climate in the public organization? How does it affect civil servants’ personal innovation? Apart from factors at the organizational level,are there any other factors that will affect the innovative behavior of civil servants’ personal innovation?These series of issues are to be studied.Based on the research purpose of how to effectively stimulate the innovative behavior of civil servants,based on relevant literature research: On the one hand,this study explores the impact of organizational fault tolerance climate on the personal innovation behavior;on the other hand,this study takes self-efficacy and professional motivation as intermediary variables,explores the internal mechanism of the effect of organizational fault tolerance climate on individual innovation behavior,to provides empirical research basis for effectively stimulating civil servants’ innovation behavior.This research comprehensively used a variety of research methods such as literature analysis,questionnaire surveys and survey experiments,and carried out a total of three research contents:(1)research on the content structure of the organizational fault tolerance climate and develop the questionnaire;(2)explore the relationship between organizational fault tolerance climate,personal innovation behavior,self-efficacy,and career motivation through questionnaire surveys;(3)explore the relationship between organizational fault tolerance climate,personal innovation behavior,self-efficacy,and career motivation through survey experiments.The main findings of this study are as follows:(1)Organizational fault tolerance climate is a multi-dimensional structure,which includes four dimensions: leadership fault tolerance,interpersonal fault tolerance,institutional fault tolerance,and social public fault tolerance.(2)The organizational fault tolerance climate of the public sector is from high to low:interpersonal fault tolerance,leadership fault tolerance,institutional fault tolerance,social public fault tolerance.On the whole,the public sector organizational fault tolerance climate is at a low level;the civil servants ’career motivation is from strong to weak.For:public service aspirations,occupational comfort attraction,interpersonal role promotion,social capital impact;Civil servants’ self-efficacy and innovative behavior are generally at the upper-middle level.(3)Organizational fault tolerance dimension and fault tolerance level have a main effect on innovation behavior.From the perspective of the main effect of fault tolerance dimension,the effects of four fault tolerance dimensions on innovation behavior are in descending order: leadership fault tolerance,interpersonal fault tolerance,institutional fault tolerance,social public fault tolerance.From the perspective of the main effect of fault tolerance,innovation behavior under high fault tolerance conditions is significantly higher than that under low fault tolerance conditions.(4)Civil servants’ self-efficacy and public service motivation have a chain-mediating role between the organizational fault tolerance climate and individual innovation behavior.