员工责备氛围感知何以阻碍失败学习?愤怒感和负面情绪应对导向的作用

How and When Employees’ Perceived Blame Atmosphere Impedes Learning from Failure? The Roles of Anger and Negative Emotion Coping Orientations

科技快速革新与环境动荡使得企业内部的失败愈发普遍,如何有效从失败中学习受到了越来越多的关注。以往研究表明,员工的失败学习行为可能会受到员工对消极的团队氛围(如责备氛围)的感知的影响,但其具体影响机制仍需进一步检验。基于情绪认知评价理论,本研究探讨了员工的责备氛围感知阻碍其失败学习的具体机制。通过对772个高科技团队中的员工数据进行回归分析,结果表明,失败后员工对责备氛围的感知会促使其产生愤怒感,进而阻碍其失败学习。在这个过程中,损失导向缓和了愤怒感与失败学习之间的负相关关系,而恢复导向对这一关系并没有显著影响。本研究丰富了失败学习相关理论的研究,并为企业组织进行失败管理提供了建议。

The rapid progress of science and technology and the unpredictable environment make failure in enterprises more and more common. How to successfully learn from failure has attracted more and more scholars.Previous studies have demonstrated that employees’ learn from failure will be influenced by employees’ perceived negative team atmosphere(e.g., blame atmosphere), but the specific mechanism needs to be further examined. Based on the Cognitive Appraisal Theory of Emotion, this research explores the specific mechanism by which employees’ perceived blame atmosphere impedes their learning from failure. A regression analysis of 772 high-tech team employees’ data found that employees’ perceived blame atmosphere after failure can increase their anger, which in turn hinders their learning from failure. In this process, loss orientation moderated the negative relationship between anger and learning from failure, while restoration orientation had no significant impact on this relationship. This study enriches research on the relevant theories of learning from failure and provides suggestions for organizations to manage failures.