The Microfoundations of Error Reporting: A Mixed Methods Approach

错误报告的微观基础：混合方法

基本信息

批准号：
356398314
负责人：
Professorin Dr. Christine Harbring
金额：
--
依托单位：
Lehrstuhl für Organisation(Org)
依托单位国家：
德国
项目类别：
Research Grants
财政年份：
2017
资助国家：
德国
起止时间：
2016-12-31 至 2020-12-31
项目状态：
已结题

来源：
https://gepris.dfg.de/gepris/projekt/356398314?language=en
关键词：
Microfoundations Error Reporting Mixed Methods

项目摘要

Errors made by employees can cause severe harm not only to organizational performance, but also to the public good - most notably to employee well-being and customer safety. Errors, defined as decisions and actions that result in an undesirable and avoidable gap between an expected and an actual state that might compromise organizational effectiveness or efficiency, occur in all industries. Their consequences, however, are most far-reaching in so called high-reliability contexts such as aviation, mining, and healthcare. Central to the Behavioral Theory of the Firm is the idea that organizations are able to learn from negative performance feedback that might have its root cause in human errors. Scholars assume that employees share negative feedback with their superiors in a timely and accurate manner. In reality, however, upward flows of negative information are often delayed, ambiguous, sugarcoated, or even partly or fully suppressed. Given the considerable importance of error reporting, it is striking to note how limited extant theory and evidence on error reporting still are.The main purpose of this grant proposal is to initiate an ambitious research program on the microfoundations of error reporting. It will combine field studies and experiments - both in the laboratory as well as in Virtual Reality - to uncover salient factors associated with the individual propensity to report an error observed in the workplace. We move the organizational reporting culture center stage and build a comprehensive conceptual framework on the determinants of individual error reporting. In particular, we seek to identify those factors that are most salient in determining the individual decision to report - or not - an error observed at work. Special emphasis will be placed upon identifying salient obstacles to individual error reporting and examining the effectiveness of a positive, no-blame reporting culture as a remedy. We distinguish between organizational, individual, error, reporting, task, and peer attributes that we expect to jointly shape individual error reporting behavior.Given the inherent complexity of the phenomenon as reflected by the plethora of distinct attribute sets expected to determine individual error reporting decisions, an integrated mixed methods approach appears vital. Depending on the specific research question, we will first conduct lab or virtual reality experiments to isolate the basic causal effects in a controlled laboratory environment. We will then provide external validity and greater granularity by means of field studies better equipped to do justice to the complexity of the error reporting phenomenon.

员工造成的错误不仅会对组织绩效造成严重伤害，而且会对公共利益造成严重伤害 - 尤其是员工福祉和客户安全。错误定义为在所有行业中都会损害组织有效性或效率的预期状态与实际状态之间的不良且可避免的差距。然而，它们的后果在所谓的高可靠性环境（例如航空，采矿和医疗保健）中最为深远。公司行为理论的核心是，组织能够从负面绩效反馈中学习可能在人为错误中具有根本原因的想法。学者认为员工及时，准确地与上级共享负面反馈。但是，实际上，负面信息的向上流通常会延迟，模棱两可，糖衣，甚至部分或完全抑制。鉴于错误报告的重要性，令人惊讶的是要注意现有的理论和错误报告的证据仍然是多么有限。该赠款提案的主要目的是启动有关错误报告的微观基础的雄心勃勃的研究计划。它将结合现场研究和实验 - 在实验室和虚拟现实中 - 发现与个人倾向相关的显着因素，以报告在工作场所观察到的错误。我们移动组织报告文化中心舞台，并建立一个有关个人错误报告的决定因素的全面概念框架。特别是，我们试图确定这些因素在确定个人决定（或不）在工作中观察到的错误时最为突出的因素。特别重点将放在确定个人错误报告的显着障碍上，并检查积极的，无名的报告文化作为一种补救措施的有效性。我们区分我们期望共同塑造个人错误报告行为的组织，个人，错误，报告，任务和同伴属性。启动该现象的固有复杂性，这是由预期确定个人错误报告决策决策的多个不同属性集所反映的，一种集成的混合方法方法似乎至关重要。根据特定的研究问题，我们将首先进行实验室或虚拟现实实验，以隔离受控实验室环境中的基本因果效应。然后，通过现场研究，我们将提供外部有效性和更大的粒度，以更好地为误差报告现象的复杂性做出正义。