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作 者:张凯丽 施劼阳 陈驰茵 Kaili ZHANG;Jieyang SHI;Chiyin CHEN(School of Business,East China University of Science and Technology,Shanghai 200237;Glorious Sun School of Business and Management,Donghua University,Shanghai 200051)
机构地区:[1]华东理工大学商学院,上海200237 [2]东华大学旭日工商管理学院,上海年200051
出 处:《中国人力资源开发》2023年第11期8-21,共14页Human Resources Development of China
基 金:国家自然科学基金青年项目(71902061,71902023)。
摘 要:组织中的个体常为了工作目标努力向前,而忽略对工作过程的回顾。当员工在工作中都围绕任务完成,而不是在事中进行回顾时,差错可能就此被忽略,并在日积月累中给组织带来隐患。由此,本研究聚焦于组织中员工的自我差错诊断,提出事中反思对自我差错诊断的重要作用。此外,考虑到事中反思要求个体暂停现有工作并会消耗资源,本研究由此以AMO框架为基础,结合反思和差错管理文献,具体提出个体反思能力(认知资源水平)、反思动机(学习目标导向和差错预期)及反思机会(任务紧急性、任务过载、任务互动和团队反思氛围)对个体事中反思的直接和交互作用,从而最终影响自我差错诊断。本研究系统分析了影响员工自我差错诊断的前因,在加深对员工何时诊断出自我差错理解的同时,为组织差错诊断的管理实践提供了相应启发。In organizations,employees often strive forward towards work goals,overlooking the importance of in-action reflexivity.When employees focus solely on task completion rather than in-action reflectivity,errors may go undetected,posing risks to organizational goal attainment in the long run.As such,this study focuses on individuals'self-error detection,and proposes that individual in-action reflexivity works as the key mechanism for self-error detection.Furthermore,considering that in-action reflectivity requires individuals to pause ongoing work and consumes personal resources,we thus apply the AMO framework to propose that individuals'reflective ability(cognitive resources),reflective motivation(learning goal orientation and error anticipation),as well as external reflective opportunities(task urgency,task overload,task interaction,and team reflexivity climate)to have direct and interactive effects on employees'in-action reflexivity,and ultimately,their error detection.Overall,this study tries to offer a broad picture about the factors that contributing to employees'error detection,and provides managerial suggestions about how to detect workplace errors.
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