An organizational climate of error management is associated with favorable organizational outcomes, including firm success, innovation, and safety. But how can an error management climate be induced? The present research used newly formed teams in a controlled setting as a model and tested the effect of two brief interventions on team climate and performance. In three-person teams, 180 participants worked on two team tasks that required communication and coordination, under 1 of 3 experimental conditions. Two of these were designed to induce an error management climate either indirectly, via the communication of social norms, or more directly, via explicit encouragement of experimentation and learning from errors. The third condition served as an error avoidant comparison group. In line with predictions, the climate induction increased processes of error management climate as perceived by teams, which in turn positively affected objectively measured team performance (mediation effect). These results strongly suggest that team error management climate can indeed affect performance and is not merely a correlate of unknown third variables that were unmeasured in previous correlational research. From a practical perspective, this research provides guidance on how principles of social influence may be leveraged to induce an error management climate.

错误管理的组织氛围与有利的组织成果相关，包括企业成功、创新和安全。但是如何才能形成错误管理氛围呢？本研究使用受控环境中新组建的团队作为模型，并测试了两次简短干预对团队氛围和绩效的影响。在三人小组中，180 名参与者在 3 个实验条件中的 1 个条件下完成了两个需要沟通和协调的团队任务。其中两个旨在通过社会规范的交流间接地引导错误管理环境，或者更直接地通过明确鼓励实验和从错误中学习来引导错误管理环境。第三个条件作为避免错误的对照组。与预测一致，气候感应增加了团队感知的错误管理气氛的过程，这反过来又对客观衡量的团队绩效产生了积极影响（调解效应）。这些结果有力地表明，团队错误管理环境确实可以影响绩效，而不仅仅是以前相关性研究中未测量的未知第三变量的相关性。从实践的角度来看，这项研究为如何利用社会影响原则来诱导错误管理环境提供了指导。这些结果有力地表明，团队错误管理环境确实可以影响绩效，而不仅仅是以前相关性研究中未测量的未知第三变量的相关性。从实践的角度来看，这项研究为如何利用社会影响原则来诱导错误管理环境提供了指导。这些结果有力地表明，团队错误管理环境确实可以影响绩效，而不仅仅是以前相关性研究中未测量的未知第三变量的相关性。从实践的角度来看，这项研究为如何利用社会影响原则来诱导错误管理环境提供了指导。