How does psychological safety foster employee performance? A serial multiple mediation of job crafting and thriving

Lee, Jae Young

doi:10.1108/ijotb-12-2021-0239

Cited by 9 publications

(7 citation statements)

References 60 publications

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“…Work engagement and job crafting mediated the links between psychological safety and performance. This result is in accordance with a previous study, in which job crafting was a mediator in the relationship between psychological safety and performance (Lee, 2022). The mediating effects identified in the present study contribute to a deeper understanding of how psychological safety leads to positive consequences for organizations.…”

Section: Discussionsupporting

confidence: 93%

“…Psychological safety was positively associated with contextual performance and job crafting. This finding is in line with the theoretical assumptions and the previous studies indicating positive links between psychological safety and performance (Frazier et al, 2017) and job crafting (Lee, 2022;Plomp et al, 2019). Similar results were also obtained by the practitioners from Google's People Analytics Unit; in their analysis, psychological safety was the most important factor in predicting the performance of the teams (Bergmann & Schaeppi, 2016).…”

Section: Discussionsupporting

confidence: 89%

“…Employees can achieve this through job crafting behaviors, which will ultimately lead to higher performance. Indeed, previous results support the positive link between psychological safety and both work engagement (Frazier et al, 2017) and job crafting (Plomp et al, 2019) and the mediating role of job crafting in the association between psychological safety and performance (Lee, 2022). In line with COR theory (Hobfoll, 1989) and the JD-R model (Bakker, 2015), we expect work engagement and job crafting to serially mediate the links between psychological safety and task performance, contextual performance, and creative performance.…”

Section: The Mediating Roles Of Work Engagement and Job Craftingsupporting

confidence: 80%

“…Finally, the resources accumulated through job crafting behaviors will be used by employees to have a higher performance. Previous studies also support the mediating role of engagement and job crafting in the psychological safety-performance relationship (Idris et al, 2015;Lee, 2022). Identifying this motivational process is a step forward in understanding the mediating mechanisms that explain the relationship between psychological safety and performance.…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 83%

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Psychological Safety and Job Performance: The Mediating Role of Work Engagement and Job Crafting

Petrov,

Oprea,

Opariuc-Dan

2023

PRU

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Modern organizations ask employees not only to accomplish their tasks, but also to cooperate effectively and be innovative. Psychological safety, the conviction of the employees that the workplace is a safe place, is an important factor in predicting these behaviours, but the explanations for these effects are not fully known. The aim of this study is to investigate the mediating role of work engagement and job crafting in the relationship between psychological safety and three types of work performance: task performance, contextual performance, and creative performance. A cross-sectional study was conducted on a sample of 316 employees (46.52% female). Data were collected with self-report questionnaires. Work engagement and job crafting completely mediated the effect of psychological safety on task performance and contextual performance, but the effect on creative performance was fully mediated only by work engagement. The study contributes to the development of theory by providing an explanatory mechanism in the relationship between psychological safety and three types of performance. From a practical perspective, fostering psychological safety can help organizations to increase employees’ work engagement, job crafting, ultimately leading to enhanced performance.

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Section: Discussionsupporting

confidence: 93%

Section: Discussionsupporting

confidence: 89%

Section: The Mediating Roles Of Work Engagement and Job Craftingsupporting

confidence: 80%

Section: Theoretical and Practical Implicationsmentioning

confidence: 83%

See 2 more Smart Citations

Psychological Safety and Job Performance: The Mediating Role of Work Engagement and Job Crafting

Petrov,

Oprea,

Opariuc-Dan

2023

PRU

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“…Recent studies have reported that higher stress is associated with lower level of psychological well-being among the employees (Eden et al, 2020;Salehi et al, 2020). Past research argues that safe workplace environment is important for ensuring flourishing, thriving and engagement at work (Lee, 2022;Pradhan et al, 2022aPradhan et al, , 2022b. Against this context, the present study considers that the level of COVID-19 stress has a bearing upon the psychological well-being of the employees.…”

Section: Work Stress Modelmentioning

confidence: 82%

Impact of COVID-19 stress on employee performance and well-being: role of trust in management and psychological capital

Pradhan

Panda²,

Hati

et al. 2023

JABS

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Purpose The COVID-19 pandemic presents an unprecedented case of organisation–environment interaction in the occupational settings. Using Palmer and colleagues (2003) model of work stress, this study aims to examine the influence of COVID-19 stress on employee performance and psychological well-being. Furthermore, drawing on conservation of resources theory (Hobfoll, 1989), the role of trust in management and psychological capital as moderators has also been explored. Design/methodology/approach Data were collected from the service sector employees (N = 507) using purposive sampling technique. Findings Structural equation modelling analysis revealed the negative impact of COVID-19 stress on employee performance and psychological well-being; moderated by trust in management and psychological capital, respectively. Research limitations/implications The proposed conceptual model contributes to the stress management literature by providing an understanding of how COVID-19-related stress impacts employee behaviour in organisational context. The present study considers the COVID-19 stress as bio-psycho-socioeconomic challenge that impacts and determines nearly all the activities of the individuals, groups and organisations at a global scale. Practical implications The findings of the studies offer several managerial implications pertaining to performance and well-being at workplace especially during such crisis characterised by the elements of uncertainty and ambiguity. Identification of the personal resources would prove beneficial for the management in devising and implementing customised interventions for employees and the organisation. Since the pandemic has impacted each individual differently, human resource managers should remind their employees to be vigilant about self-care and take advantage of their health care benefits, particularly with regards to mental health. Originality/value The proposed conceptual model contributes to the workplace stress management literature by providing an understanding of how COVID-19-related stress impacts employee outcomes in the organisational context. Furthermore, identifying personal resources would prove beneficial for the management in devising and implementing customised interventions at the workplace.

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Employee Job Crafting Behaviour and its Antecedents: A Study of Psychological Safety, Psychological Autonomy, and Task Competence

Nwanzu,

Babalola

2024

Employ Respons Rights J

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Proactive employee behaviour (e.g., job crafting) and aligning jobs with abilities, needs, and preferences have been accorded with the potential for several organisationally desirable outcomes. This study addresses two gaps in the existing literature: the lack of empirical research on the inherent predisposition of psychological safety (PS), psychological autonomy (PA), and task competence (TC) to JCB and the limited investigation of the underlying mechanisms in these relationships. This study uses job demands-resources theory to examine the influence of PS, PA, and TC on JCB and the moderating role of job crafting self-efficacy in these relationships. A statistical regression test (aided by Process Micro) was applied to the data. The study found that task competence and psychological autonomy significantly influenced job-crafting behaviour, while psychological safety did not. Job crafting self-efficacy moderated these effects, with psychological safety being more impactful when self-efficacy is low. This study contributes to understanding JCB’s antecedents and boundary conditions, and the job demand-job resource theoretical model is a valuable organisational factor needed to address this knowledge gap, thus providing insights for theory-building and practical interventions. As JCB and its proposed antecedents are malleable, this study highlights the potential resources to improve JCB in the workplace.

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How does psychological safety foster employee performance? A serial multiple mediation of job crafting and thriving

Cited by 9 publications

References 60 publications

Psychological Safety and Job Performance: The Mediating Role of Work Engagement and Job Crafting

Psychological Safety and Job Performance: The Mediating Role of Work Engagement and Job Crafting

Impact of COVID-19 stress on employee performance and well-being: role of trust in management and psychological capital

Employee Job Crafting Behaviour and its Antecedents: A Study of Psychological Safety, Psychological Autonomy, and Task Competence

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