产业协同集聚背景下组织容错机制对员工创新行为的双路径影响

The Dual-Path Impact of Organizational Fault Tolerance Mechanism on Employees’ Innovation Behavior in the Context of Industrial Collaborative Agglomeration

摘要: 在新质生产力驱动高质量发展和产业集聚融合的时代背景下，企业提高创新能力，特别是清洁可持续发展的绿色技术创新能力，是推动高质量发展和产业转型升级的关键路径。在此过程中，企业微观层面的创新能力至关重要，其中员工创新行为的质量和数量是衡量企业创新绩效的重要指标。作为企业创新活动和可持续发展的基石，员工创新潜能的激发需要特定的组织情境支持。本研究立足于三元交互理论和社会认知理论，提出并验证了“组织情境–个体认知–创新表现”的研究框架，深入探究了差错管理氛围对员工创新活动的影响过程。实证研究揭示了三个重要发现：第一，良好的差错管理氛围能够有效增强员工的创新表现；第二，这种影响是通过两条并行的认知路径实现的，即差错取向和创新自我效能感；第三，构建的双中介作用模型成功解释了差错管理氛围如何通过改变员工的认知评价进而促进创新行为的内在机理。本研究拓展了创新行为影响因素的研究边界，揭示了组织氛围与个体认知的互动关系，完善了差错管理研究的理论框架。这些发现对于当前企业如何培育创新文化、激发员工创造力、推动颠覆性技术突破具有重要的实践指导意义，同时为企业在新质生产力发展进程中提升创新能力提供了新的思路和方法。

Abstract: In the context of the era of high-quality development driven by new-quality productivity and industrial synergy and agglomeration, it is the key path for enterprises to improve their innovation capabilities, especially the ability to innovate in clean and sustainable green technologies, to promote high-quality development and industrial transformation and upgrading. In this process, the innovation ability of enterprises at the micro level is crucial, and the quality and quantity of employees’ innovation behaviors are important indicators to measure the innovation performance of enterprises. As the cornerstone of enterprises’ innovation activities and sustainable development, stimulating employees’ innovative potential requires specific organizational contextual support. Grounded in triadic reciprocal determinism and social cognitive theory, this study proposes and validates a research framework of “organizational context-individual cognition-innovation performance”, delving into the process by which error management climate impacts employees’ innovative activities. The empirical findings reveal three key insights: First, a positive error management climate can effectively enhance employees’ innovation performance; second, this influence is realized through two parallel cognitive pathways, namely error orientation and innovative self-efficacy; third, the constructed dual mediation model successfully explains the internal mechanism by which error management climate promotes innovation behavior by altering employees’ cognitive evaluations. This study expands the research boundaries of factors affecting innovation behavior, reveals the interactive relationship between organizational climate and individual cognition, and refines the theoretical framework of error management research. These findings provide significant practical guidance for contemporary enterprises on how to cultivate an innovation-oriented culture, inspire employee creativity, and drive disruptive technological breakthroughs. Additionally, they offer new perspectives and approaches for enhancing innovation capability in the process of advancing new-quality productivity.