The Microfoundations of Error Reporting: A Mixed Methods Approach

员工所犯的错误不仅会对组织绩效造成严重损害，还会对公共利益造成严重损害，尤其是对员工福祉和客户安全造成严重损害。错误，定义为决策和行动，导致预期和实际状态之间的不希望和可避免的差距，可能会损害组织的有效性或效率，发生在所有行业。然而，它们的后果在航空、采矿和医疗保健等所谓的高可靠性环境中最为深远。企业行为理论的核心思想是，组织能够从负面的绩效反馈中学习，这些反馈的根本原因可能是人为错误。学者们认为，员工会及时准确地向上级反馈负面反馈。然而，在现实中，负面信息的向上流动往往被延迟，模糊，糖衣，甚至部分或全部压制。鉴于错误报告的重要性，值得注意的是，关于错误报告的现有理论和证据仍然非常有限，这项资助提案的主要目的是启动一项关于错误报告微观基础的雄心勃勃的研究计划。它将结合联合收割机实地研究和实验-无论是在实验室，以及在虚拟现实-揭示与个人倾向报告在工作场所观察到的错误相关的突出因素。我们移动组织报告文化的中心舞台，并建立一个全面的概念框架的决定因素，个人错误报告。特别是，我们试图找出那些因素，最显着的决定报告-或不-在工作中观察到的错误。将特别强调查明个人错误报告的突出障碍，并审查积极的、无责任的报告文化作为补救措施的有效性。我们区分组织，个人，错误，报告，任务和同行的属性，我们希望共同塑造个人的错误报告behavior.Given固有的复杂性的现象所反映的过多的不同属性集，预计将确定个人的错误报告决策，一个集成的混合方法的方法显得至关重要。根据具体的研究问题，我们将首先进行实验室或虚拟现实实验，以在受控的实验室环境中隔离基本的因果效应。然后，我们将提供外部有效性和更大的粒度，通过实地研究更好地装备做公正的复杂性的错误报告现象。

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.