An Empirical Research On The Relationship Between Error Management Culture And Innovative Behavior Of R & D Staff

During the transition period, China’s global market becomes increasingly competitive and innovation due to the soul of individuals, companies and countries to ensure the continued development and progress. According to the ternary interaction theory, innovation is the synergy which results of individual, behavioral and environmental factors, and as the basis of organizational innovation, individual innovation becomes the important factor in determining the survival of the enterprise. In the process of promoting technological progress and seize the high ground of a new round of competition in innovation, R & D staff became the core and the source of personnel enterprises to enhance technological innovation, which innovative behavior plays an important effect on innovation performance of enterprises. However, R & D staff as a subject of knowledge workers, which has a unique personality, behavior and other characteristics of heterogeneity. Therefore, how to select the appropriate incentives to improve the R & D staff’s innovation behavior becomes the problem which enterprise urgent needs to resolve.Error is an inevitable factor in the organization, leading to positive consequences and negative consequences (Van Dyck, et al,2005). How to make "mistakes become the source of innovation?" has become the problem of the error management research. Studies have found that a well-organized error management culture is a catalyst for individual innovation behavior, so as an important part of the organizational culture, error management culture has become a hot research field of psychology and organizational behavior. Yet, in the previous empirical studies, scholars either discussed the direct impact of error management culture on innovative behavior, or viewed error management culture as a mediating variable and discussed how the other factors influence innovative behavior through error management culture. But, how does the error management culture influence employee innovative behavior? The mechanism of influence is unknown.This study was designed to investigate the influence of the degree of perception of individual organizational error management culture on the behavior of individuals’ innovation, focuses on the role of innovation and creative self-efficacy and motivation preferences’ influence in the process, and test the mediating effect of creative self-efficacy existing between error management culture and employee innovative behavior. Then we test the moderating effect of motivational preference exists between error management culture and employee innovative behavior. So, this study may help to extend the research field of error management culture.The analysis routine of this study is as below. Firstly, review previous research and study the relationship between the variables by theoretical analysis, propose hypotheses and build models. Secondly, we use R & D staff in enterprises of Anhui for research samples, and collect a lot of first-hand data to verify the study hypotheses. Finally, we summarizes the results of the empirical analysis, and point out the objective and subjective conditions due to the limitation of this study led to the existence of deficiencies and to conduct follow-up studies and future prospects in this area. The main conclusions of this study are as follows:1. Error management culture and it’s four dimensions, error competence, learning from errors, error communication, thinking about errors, notably predicted R & D staffs’ innovative behavior.2. Error management culture has positive influence on creative self-efficacy.3. Creative self-efficacy has positive influence on R & D staff’s innovative behavior.4. Creative self-efficacy partly mediates the relationship between error management culture and innovative behavior.5. Employee motivational preference and it’s two dimensions, intrinsic motivational preference and extrinsic motivational preference, notably predicted R & D staff’s innovative behavior.6. This paper also examined the moderation effect of employee motivational preference between error management culture and employee innovative behavior. The intrinsic motivational preference negatively moderates the relationship between error management culture and employee innovative behavior. The extrinsic motivational preference positively moderates the relationship between error management culture and employee innovative behavior.According to the research result, we suggest that organizations should pay attention to the construction of error management culture, use error management culture to direct the innovative behavior of employee, therefore to prompt the innovative performance of organizations.In addition, organizations should make a distinguish management for employees with different preferences. For the employees who have high extrinsic motivational preference, managers can encourage their innovative behavior through intensive error management culture. For the employees who have high intrinsic motivational preference, managers should pay attention to promote their innovative behavior by designing more rational system of work and task structure.