【摘要】 犯错在工作中并不鲜见。在犯错之后,员工常担心揭露自我差错会带来消极影响,从而更倾向于掩盖差错。但是,汇报自我差错是否一定带来消极影响呢?本研究构建了差错汇报的多重后效模型,从三个方面分析差错汇报的影响效果。具体地,本研究提出差错汇报可以通过降低员工的反刍和焦虑感,从而提升工作满意度;差错汇报虽然会降低领导对下属的能力评价,从而降低领导信任,但差错汇报同样会提高领导对下属的正直评价,进而提高领导信任;差错汇报还可以提高成员反思,促进团队反思氛围建立,进而提升团队任务绩效和团队创造力。差错严重性反映了所犯差错可能带来的后果,会作为重要的边界条件进一步影响上述关系。通过对差错汇报多重后效模型的构建,本研究有助于形成对个体差错汇报影响效果的系统把握,也为员工在工作中出现差错后的应对方式提供参考。更多还原

【Abstract】 Error commission is not rare in workplace. After error commission, employees are mostly concerned about the negative impact of being detected, and are more likely to hide their errors. However, whether error reporting is completely negative remain unanswered. This study tries to build an overall framework to explain the impact of error reporting in organizations. In particular, it demonstrates that error reporting can reduce employees’ rumination and anxiety, which can ultimately improve employees’ job satisfactions; error reporting may harm leaders’ evaluation of employees’ ability, which then harm leaders’ trust in the focal employee, however, error reporting can also enhance leaders’ evaluation of employees’ integrity, which can then enhance leaders’ trust in the focal employee. Furthermore, error reporting can promote team members’ reflection, which can foster the team reflection climate to ultimately enhance team task performance and team creativity. In addition, error severity, which reflects the potential impact of the committed error, can work as an important boundary condition to influence the above relationships. Overall, by depicting the diverse impacts of error reporting, it draws an overall framework to show the outcomes of error reporting, which can offer implications for employees to deal with their errors in the workplace.更多还原