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dc.rights.licenseopenen_US
hal.structure.identifierInstitut de Recherche en Gestion des Organisations [IRGO]
dc.contributor.authorCUSIN, Julien
ORCID: 0000-0002-1154-0569
IDREF: 112363040
hal.structure.identifierInstitut de Recherche en Gestion des Organisations [IRGO]
dc.contributor.authorGOUJON BELGHIT, Anne
ORCID: 0000-0003-1904-5607
IDREF: 12850658X
dc.date.accessioned2021-05-27T11:39:02Z
dc.date.available2021-05-27T11:39:02Z
dc.date.issued2019-05-31
dc.identifier.issn1359-432Xen_US
dc.identifier.urioai:crossref.org:10.1080/1359432x.2019.1623786
dc.identifier.urihttps://oskar-bordeaux.fr/handle/20.500.12278/78725
dc.description.abstractEnIn the organizational behaviour and organizational psychology literature, individual errors are considered either as sources of blame (error-prevention culture) or as sources of learning and something to be encouraged in order to promote innovation (error-management culture). While we can assume that a third perspective exists somewhere in between, error management is usually considered as the best solution. Yet scholars have tended to neglect the planned and directed transition from a pure error-prevention to an error-management culture. We thus examine to what extent and under what conditions an organization can culturally transform the representation of individual errors through its business leaders. To answer this question, we conducted a qualitative study on the case of a French insurance company. We portray a realistic image of the promotion of an error management culture, pointing out certain limitations and constraints, while nonetheless identifying some conditions for successful error reframing.
dc.language.isoENen_US
dc.sourcecrossref
dc.subject.enError tolerance
dc.subject.enError prevention
dc.subject.enError management
dc.subject.enError reframing
dc.title.enError reframing: studying the promotion of an error management culture
dc.typeArticle de revueen_US
dc.identifier.doi10.1080/1359432x.2019.1623786en_US
dc.subject.halSciences de l'Homme et Société/Gestion et managementen_US
bordeaux.journalEuropean Journal of Work and Organizational Psychologyen_US
bordeaux.page510-524en_US
bordeaux.volume28en_US
bordeaux.hal.laboratoriesIRGO (Institut de Recherche en Gestion des Organisations) - EA 4190en_US
bordeaux.issue4en_US
bordeaux.institutionUniversité de Bordeauxen_US
bordeaux.teamMarketing
bordeaux.teamRessources humaines
bordeaux.peerReviewedouien_US
bordeaux.inpressnonen_US
bordeaux.import.sourcedissemin
hal.identifierhal-03239090
hal.version1
hal.date.transferred2021-05-27T11:39:07Z
hal.exporttrue
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