RESUMEN
Background: Nursing students often make clinical errors due to their limited clinical experience and their orientation toward errors, revealing their attitude and behavioral tendencies regarding nursing errors. Understanding how self-efficacy, motivation, and a sense of security influence the error orientation of nursing students is important for developing strategies to enhance their error orientation. Objectives: This study aimed to explore the relationship between self-efficacy, motivation, and error orientation of nursing students during clinical internships. Method: This was a cross-sectional study. An electronic questionnaire was distributed to nursing students from 14 September 2023 to 30 September at a comprehensive tertiary A teaching hospital in Zhengzhou, Henan province. The instruments used in this study included the General Information Questionnaire, General Self-efficacy Scale, Achievement Motives Scale, Security Scale, and Error Orientation Scale. Statistical Product and Service Software Automatically (SPSSAU) was used to perform statistical description, mediation analysis, and moderated mediation analyses. Results: A total of 510 nursing students were included in this study. The motivation for success and failure-escaping fully mediated the relationships between self-efficacy and error orientation of nursing students, with a mediation effect of 0.101 (95% CI: 0.058-0.144). The security of nursing students moderated both the direct effect of this model and the indirect effect of motivation for failure-escaping. When security was high, the self-efficacy of nursing students was positively correlated with their error orientation, with an effect of 0.059 (95% CI: 0.003~0.116). When security was high, the moderation effect was significant, with an effect of -0.012 (95% CI: -0.026~-0.002). However, at low and median levels of security, the mediation effect was non-existent. Conclusion: The motivation for success and failure escaping play different roles in the paths between self-efficacy and error orientation. Clinical nursing teachers should take measures to enhance the motivation for success but reduce the failure-escaping motivation to improve the error orientation of nursing students. Additionally, it is crucial to pay attention to and improve the sense of security of students during clinical internships.
Asunto(s)
Motivación , Autoeficacia , Estudiantes de Enfermería , Humanos , Estudiantes de Enfermería/psicología , Estudiantes de Enfermería/estadística & datos numéricos , Estudios Transversales , Femenino , Masculino , Encuestas y Cuestionarios , China , Adulto , Errores Médicos/estadística & datos numéricos , Adulto Joven , Internado y ResidenciaRESUMEN
Background: Innovation plays a crucial role in advancing nursing and healthcare. Despite its significance, there is a paucity of research examining the interplay among nursing innovative behavior, core self-evaluation, error orientation, and self-efficacy. This study, grounded in Bandura's social cognitive theory, seeks to not only investigate the influence of core self-evaluation on nurses' innovative behavior but also to elucidate the mediating roles of error orientation and self-efficacy within this relationship. By addressing these dynamics, the research aims to provide a comprehensive understanding of the factors shaping nurses' innovative behaviors and contribute to the broader discourse on enhancing healthcare practices. Design: A cross-sectional study using an online questionnaire. Setting: Participants were recruited from 23 hospitals in 6 provinces and 1 municipality directly under the central government in China, namely Zhejiang, Anhui, Jiangxi, Guangdong, Hebei, Henan, and Shanghai. Participants: A total of 741 nurses enrolled in the study. Methods: The participants completed the nurse innovative behavior scale, the core self-evaluation scale, the error orientation questionnaire, and the self-efficacy scale online in 2023. SPSS and AMOS were used for data analysis. The reporting followed the STROBE checklist. Results: A total of 706 valid questionnaires were collected. A positive core self-evaluation was associated with more innovative behavior, and this relation was partially mediated by error orientation and self-efficacy to avoid failure. Core self-evaluation, error orientation and self-efficacy of nurses had a positive predictive effect on innovation behavior, with the path coefficients at 0.09, 0.23, and 0.39, respectively. Conclusion: Our study complements the evidence on the mechanism of action between the core self-evaluation and innovative behavior. Our findings have important clinical implications for promoting innovative behavior in nurses.
RESUMEN
Introduction: Self-managing organizations are a novel organizational form that radically decentralizes decision authority to adapt to the volatile business environment and the demands of knowledge work, resulting in new resources and demands for the employees. Therefore, building on the job demands-resources theory and the person-environment fit theory, the associations of self-managing organizations with higher perceived individual autonomy were tested. Additionally, the study investigated how job crafting and handling mistakes related to the relationship between job autonomy and work engagement/satisfaction. Method: A cross-sectional study was conducted to gather data from employees of different self-managing organizations and non-self-managing organizations, and group comparisons and path analyses were applied to test the preregistered hypotheses. Results: Increased method and decision autonomy, job crafting behaviors, error management orientation, work engagement, and job satisfaction were found in self-managing organizations. Additionally, a surplus of perceived autonomy compared to the ideal autonomy was associated with lower work engagement and job satisfaction compared to a fit between ideal and perceived autonomy. However, job crafting did not relate to a better fit between ideal and perceived autonomy. Decision autonomy predicted higher crafting of challenging demands and structural resources for employees with low error strain. Depending on the autonomy type, learning from errors enhanced or reduced the relationship between perceived autonomy and job crafting. Discussion: This study showed the importance of addressing the higher level of individual autonomy in self-managing organizations and offered starting points for interventions to support employees with handling high autonomy. Reducing error strain but increasing error learning and risking errors could help increase job crafting and work engagement, particularly in self-managing organizations.
RESUMEN
Changing situations develop work environments where workers must generate strategies to learn and persist from continuous errors and setbacks. Previous research has shown that errors enhance motivation, break the routine, lead to creative solutions, and reduce frustration; however, this positive aspect seems to have a stronger presence if personal factors and contextual background support such a focus. The main aim of this paper was to analyse, with an experimental design, how different frames about errors and negative feedback (error promotion versus error prevention) affected performance and decision-making processes in a complex simulation task, taking into account individual attitude towards errors. The sample included 40 employees of a Spanish transportation company (37.5% were women and 62.5% were men). Firstly, participants answered a questionnaire about their individual Error Orientation. Then, they were randomly assigned to an experimental condition to carry out a complex decision-making task through a multimedia simulator, which aimed to expose the participant to factors that influence the dynamics of innovation and change, elements that are present in all modern organizations. None of the participants had previous experience in the task. Performance was measured through different aspects: (1) final performance values: adopters, points, time to make decisions and time after receiving negative feedback; (2) the decision-making process. Results showed that error orientation is related to final performance, especially error risk taking and error communication. The effect of the experimental condition was higher for the time to make decisions after receiving negative feedback and for the time to complete the simulation program. Those who worked under the error prevention condition took significantly longer to perform the task. Although our results show non-consistent effects, which frame than the other (promotion versus prevention) is better to make decisions is discussed. A promotion frame prioritizes flexibility, openness, and rapid progress, but does so by sacrificing certainty, and careful analysis. The most crucial factor may be which one best fits the demands of the task at hand.
RESUMEN
Purpose: The derivation of employees' innovative behaviour is a complex multi-stage process influenced by decision logic. However, previous research on the relationship between the two has not been comprehensive without considering the individual level of employees, and the mechanism of action between the two is still unclear. Based on the behavioral decision theory, the broaden-and-build theory of positive emotions and triadic reciprocal determinism. This study investigates the mediating effects of positive error orientation between decision-making logic and employees' innovative behavior, and the moderating effects of environmental dynamics between decision-making logic and employees' innovative behavior, focusing on the individual level. Methods: The questionnaire data was obtained from 403 employees randomly selected from 100 companies in Nanchang, China, in various industries such as manufacturing, transportation, storage and postal services, trade, and wholesale and retail trade. Hypotheses were tested using structural equation modeling. Results: Effectual logic had a significantly positive impact on employees' innovative behavior. The direct effect of causal logic on employees' innovative behavior was not significant, but the total effect was significantly positive. Positive error orientation played a mediating role between both types of decision-making logic and employees' innovative behavior. Moreover, environmental dynamics played a negative moderating role between effectual logic and employees' innovative behavior. Originality/Value: This study expands the application of behavioral decision theory, the broaden-and-build theory of positive emotions and triadic reciprocal determinism in employees' innovative behaviour, enriches the research on the mediating and moderating mechanism between employees' decision-making logic and innovative behaviour, and provides a new research perspective and empirical support for subsequent related research. Practical Implications: The results of this study provide practical suggestions for promoting employees' innovative behaviour. For example, employees need to cultivate logical thinking, train their decision-making ability, form a positive error orientation, and objectively assess the external environment.