A Research On The Influence Of Error Management Climate On Employees’ Taking Charge Behavior

In the post-epidemic era,enterprises are facing a more volatile external environment with complex political situations,recessionary world economy,shrinking trade investment,and rapidly changing emerging technologies.In such a market trend,if enterprises can’t maintain the pace of progress,they will eventually be carried away by the tide of the times.Therefore,in order to achieve better development,enterprises also put forward higher requirements on employees,expecting them to break through the boundaries of their jobs and take the initiative to initiate more extra-role taking charge behaviors,aiming to achieve organizational process optimization and work improvement.Employee taking charge behavior is a constructive effort made voluntarily by themselves in their own positions,work units and organizations.By initiating changes in working methods,policies and procedures,the goal of organizational improvement can be achieved.As a proactive extra-role behavior,its implementation is risky,and errors can easily occur in the process of change.Only by creating a positive error management climate and creating an open and fault-tolerant internal environment can employees’ dispelled concerns and initiate taking charge behaviors without worries.Firstly,this study summarized the scientific phenomenon and proposed a topic for this paper through reviewing relevant literature and observing organizational management practices.Then,this study constructed a theoretical model about the relationship between error management climate and employees’ taking charge behavior,and we put forward five main hypotheses.Based on the theory of planned behavior,we discussed the impact of error management climate and its four dimensions on taking charge behavior.Based on the theory of self-determination,we discussed the mediating effect of craftsman spirit between error management climate and its dimensions and employees’ taking charge behavior.Based on the theory of planned behavior,we discussed the moderating effect of work autonomy between error management climate and its dimensions and employees’ taking charge behavior.Finally,we collected questionnaires through quantitative research methods,and we used relevant statistical software to analyze the recovered data,test hypothesis,draw conclusions and propose management recommendations on motivating employees’ taking charge behaviors accordingly.In this study,we selected mature scales at home and abroad to make questionnaires,which were distributed online in Tianjin,Hebei,Beijing and other places.Finally,we collected 355 survey samples and use SPSS24.0 and AMOS22.0 software to analyze the collected data.The conclusions were as follows: Error management climate and its dimensions positively influence employees’ taking charge behavior;Error management climate and its dimensions positively influence the craftsman spirit;Craftsman spirit positively influences employees’ taking charge behavior;Craftsman spirit partially mediates the relationship between error management climate and its dimensions and employees’ taking charge behavior;Work autonomy plays a positive role in moderating the relationship between error management climate,error learning,error thinking dimension and employees’ taking charge behavior.This study enriched the research results of error management climate and taking charge behavior,expanded the application scope of the theory of planned behavior and selfdetermination theory,and promoted the localization exploration of craftsman spirit through theoretical deduction and empirical analysis.At the same time,this study also put forward some feasible management suggestions to better stimulate employees’ taking charge behavior,such as: Develop fault-tolerant system,establish smooth communication channels for errors,encourage discussion of errors,and perfect reward and punishment mechanism of errors;Design and implement the training plan of error management ability;Cultivate and promote the craftsman spirit actively,carry out outstanding employee selection activities,cultivate employees’ innovative consciousness,and incorporate the craftsman spirit into corporate culture;Improve work autonomy by work redesign,provide appropriate authorization,reduce the degree of control,promote employee self-management and enhance employees’ sense of work participation.