中文摘要：

工作中的差错无法避免，并且会在日益积累中对组织绩效产生消极作用，但以往少有研究关注出现差错的个体如何应对差错拳文基于自我管理理论和差错承认的概念，通过两个研究探究了员工差错承认的前因和结果，研究认为，个体的内在动机一目标导向和组织情境因素一领导容错性交互作用于员工差错承认行为；员工差错承认以及领导容错性交互作用于个体的工作满意度研究一探究了差错承认的前因，并通过对1095名员工的两阶段调研，发现员工学习目标导向正向影响员工差错承认，绩效回避导向负向影响员工差错承认；在高领导容错性下，学习目标导向对差错承认的影响不明显，而在低领导容错性下，高学习目标导向可以显著提高员工的差错承认领导容错性对于绩效目标导向和员工差错承认无调节效应研究二探究了差错承认的结果，并通过对214名员工的两阶段调研发现差错承认正向影响个体工作满意度；领导容错性正向调节差错承认与工作满意度关系．即当领导容错性高时，员工差错承认与工作满意度的正向关系更加显著研究为探究员工主动性、诚实性行为．以及领导包容性提供了新的视角。

英文摘要：

Errors are unavoidable in organizations and can cause detrimental effect in organizations＇ daily operation. Prior studies on errors mainly focus on organizational error management prac- tices or organizational learning from error climate, with few studies focusing on how individuals handle errors. However, as scholars mentioned, nearly half of action-errors are identified by individuals, therefore, individuals＇ behavioral tendency towards errors, either hide errors or admit errors, matters in organizations. Though some western researchers have mentioned the concepts of error reporting in organizations, they mainly focus on employees＇ error commu- nication with leaders through formal systems, which may be quite different in Chinese context. Therefore, this study explores employ- ees＇ positive and proactive reaction towards errors - error admission in organizations. Drawing on self-regulation theory and the concept of employees＇ error admission, this study explores the antecedents as well as the outcomes of employees＇ error admission. Study 1 proposed that individual internal motivation as goal orientation as well as organizational contextual factor as leaders＇ tolerance can interactively influence employees＇ error admission, such that learn- ing goal would have positive, while performance goal would have negative effect on error admission; moreover, the relationship would be enhanced or reduced by leaders＇ tolerance; study 2 proposed that error admission behavior and leaders＇ tolerance can interactively influence individuals＇ job satisfaction, such that leaders＇ tolerance can positively moderate the relationship between error admission and job satisfaction. Study 1 explored the antecedents of error ad- mission, and a survey data was collected from 1095 employees in two phases. Results showed that employees＇ learning goal orienta- tion was positively, while performance avoidance goal negatively related to employees＇ error admission. Performance approach goal has nonsignificant relationsh