The Mediating Role of MUM Avoidance in the Relationship between Error Management Climate and Learning Behavior with Individual Performance

Document Type : Research Paper

Authors

1 Assistant Prof., Department of Management, Faculty of Economic & Administrative Science, Ferdowsi University of Mashhad, Mashhad, Iran.

2 Ph.D. Candidate, Department of Organizational Behavior Management, Faculty of Economic & Administrative Science, Ferdowsi University of Mashhad, Mashhad, Iran.

3 Ph.D. Candidate, Department of Organizational Behavior Management, Faculty of Economic & Administrative Science, Ferdowsi University of Mashhad, Mashhad, Iran. E-mail:

Abstract

Objective:To achieve an organization with the least error, one can reduce the organizational error and improve the efficiency of learning behavior and performance by employing error management theory and creating an error management climate. For this reason, the main objective of the present study is to examine such effects in healthcare organizations.
Methods: The present study is practical in nature and is a survey in terms of methodology. The statistical population under study includes 1800 nurses from Qaem and Imam Reza (PBUH) hospitals of Mashhad. The minimum sample size was 467 people; therefore, about 500 questionnaires were distributed to these organizations, which, in the end, 474 questionnaires were collected. In order to analyze the data, the structural equation modeling was used to investigate the appropriateness of structural modeling pattern.
Results: The results of the study showed that error management atmosphere has positive effects on learning behavior and individual performance whereas MUM avoidance has a significantly negative impact. In addition, we can conclude that MUM avoidance has negative effects on learning behavior and individual performance. Also, the findings assert the mediating role of MUM avoidance.
Conclusion: managers and supervisors of various departments of health organizations, first of all, should accept that errors in organizations are inevitable and we should focus on minimizing errors by relying on knowledge sharing and learning from past errors. They can provide a ground for discovering various errors and preventing MUM avoidance among employees by creating error management climate through material and non-promotional incentives, timely monitoring, deep analysis, open communication, and asking for feedback.

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Main Subjects

References

 
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Journal of Public Administration
Volume 10, Issue 4
2018
Pages 651-677

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