A Review on Psychological Safety: Concepts, measurements, antecedents and Consequences variables

Chen, Ming; Xiaoying, Gao; Huizhen, Zheng; Ran, Bin

doi:10.2991/icsste-15.2015.118

Cited by 8 publications

(8 citation statements)

References 9 publications

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“…The sample items include “the manager is open to hearing new ideas” and “the manager encourages me to access him/her on emerging issues”. For psychological safety, the measurement scale developed by Edmondson (1999) was applied (Chen et al , 2015). Sample items include “it is safe to take a risk on this team” and “If you make a mistake on this team, it is often held against you”.…”

Section: Methodsmentioning

confidence: 99%

The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

Vakira

Shereni

Ncube

et al. 2022

JHTI

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PurposeThis paper assesses the inclusive leadership and employee engagement nexus in the hospitality industry, using psychological safety as a mediator.Design/methodology/approachThe study conveniently sampled 247 employees from the hospitality industry in Zimbabwe. Data were collected using a self-administered structured questionnaire with the aid of trained research assistants. Descriptive and inferential statistics were generated using the Statistical Package for Social Sciences (SPSS) version 23. Regression analysis was used.FindingsThe findings of this study indicate that the predictor variable (inclusive leadership) directly affects the outcome variable (employee engagement) in the presence of the mediator. In addition, these findings depict that the indirect coefficient was partially significant, which shows that psychological safety partially affects employee engagement in the presence of inclusive leadership.Research limitations/implicationsThe study came up with essential conclusions on the link between inclusive leadership and employee engagement in the hospitality industry. However, there is a need to exercise caution when generalising the findings to a different setting. The results represent the opinions of a sample drawn from Zimbabwe, a developing country in Southern Africa. Future research can carry out a comparative study on the same variables in the context of developed and developing countries. Further, future research can execute a longitudinal analysis to better understand if inclusive leadership directly affects employee engagement in the presence of psychological safety. This would help hospitality management to employ relevant leadership strategies that enhance employee engagement.Practical implicationsThis research has pertinent implications for both academics and human resource practitioners. The study results revealed that there is a direct effect on inclusive leadership and employee engagement. Practically, if leaders avail themselves to work with employees and discuss business operations and social issues affecting them, employees will be committed to exerting more energy towards their work and productivity will be improved. Moreover, it is understandable that mistakes always happen, but errors will be minimised and controlled in such an environment. The results also revealed that the connection between inclusive leadership on employee engagement is partly enhanced by the moderator. This may be taken as a good strategy that can be employed by human resources practitioners in the hospitality industry.Originality/valueThe study significantly contributes to researchers and practitioners because it develops strategies for enhancing employee engagement in the hospitality sector. In addition, there is scant research that explores the mediating relationship of psychological safety between inclusive leadership and employee engagement in developing countries, particularly in the hospitality sector.

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Section: Methodsmentioning

confidence: 99%

The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

Vakira

Shereni

Ncube

et al. 2022

JHTI

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“…To date, psychological safety research has largely been considered within organizational and group contexts, describing the process of assessing risk in interpersonal relationships and occupational environments. The Team Psychological Safety Scale (Edmondson, 1999) is a 7-item self-report scale that measures perceptions of feeling safe within teams which has good reliability and validity (Ming et al, 2015). Increased sense of psychological safety at work facilitates employee communication, improvements in learning, teamwork and work performance (Edmondson & Lei, 2014; O'Donovan et al, 2020).…”

mentioning

confidence: 99%

A new measure of feeling safe: Developing psychometric properties of the Neuroception of Psychological Safety Scale (NPSS).

Morton¹,

Cogan²,

Kolacz³

et al. 2024

Psychological Trauma: Theory, Research, Practice, and Policy

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Objective: Psychological safety is increasingly recognized as central to mental health, wellbeing and posttraumatic growth. To date, there is no psychometrically supported measure of psychological safety combining psychological, physiological and social components. The current research aimed to develop and establish the neuroception of psychological safety scale (NPSS), informed by Polyvagal Theory. Method: The study comprised of 3 stages: (a) item generation, (b) item reduction, and (c) assessment of factor structure and internal consistency. Exploratory and confirmatory factor analysis was conducted from 2 samples who completed a survey online (exploratory n = 342, confirmatory n = 455). Results: Initially, 107 items were generated. Item reduction and exploratory factor analysis resulted in a 29-item NPSS with subscales of compassion, social engagement and body sensations. The NPSS was found to have a consistent factor structure and internal consistency. Conclusion: The NPSS is a novel measure of psychological safety which can be used across a range of health and social care settings. This research provides a platform for further work to support and enhance understandings of the science of safety through the measurement of psychological, relational and physiological components of safety. The NPSS will help shape new approaches to evaluating trauma treatments, relational issues and mental health concerns. Research to establish the convergent, discriminant and concurrent validity of the NPSS and to explore its use with diverse community and clinical populations is underway.

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“…The concept of psychological safety in an organizational perspective which can be described by the presence of positive perspective of workers towards the organization so that workers do not feel anxious and are able to express themselves (Frazier, Fainshmidt, Klinger, Pezeshkan, & Vracheva 2017;Ran, Chen, Gao, & Zheng, 2015) apparently cannot be used to explain the sense of security of women fish processing workers. Working women in this study still faced issues of physical security, regarding health and safety, as well as economic adequacy.…”

Section: Discussionmentioning

confidence: 99%

Women's Sense of Security at Work: Maternal Role and Fear of An Uncertain Future

Sengkey

Tiwa

2020

jpsi

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Women's participation in the work space is needed, however, the workplace's ability to provide a sense of security for women is still not optimal, especially when pregnant or breastfeeding. This study aimed to explore the construction of female workers' sense of security when carrying out their maternity roles. This study used qualitative approach with thematic analysis methods to construct a sense of safety variable. The respondents were eight women who cleaned and skinned fish in fish processing companies. The results showed that female workers have concerns and fears when carrying out their maternal roles (pregnancy, childbirth, and breastfeeding), which hinders the formation of a sense of security work. Little or less sense of security felt by female workers comes from three major themes, namely physical demands at work, a work environment that is not conducive and uncertainty in work relationships that raise concerns in carrying out their maternal roles. Security for working women is not only determined by physical security, but also by the degree of certainty or uncertainty in the work relationship.

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A Review on Psychological Safety: Concepts, measurements, antecedents and Consequences variables

Cited by 8 publications

References 9 publications

The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

A new measure of feeling safe: Developing psychometric properties of the Neuroception of Psychological Safety Scale (NPSS).

Women's Sense of Security at Work: Maternal Role and Fear of An Uncertain Future

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