The significance of psychological safety — The exploration of a moderated-mediation model

Abstract

Drawing on self-determination theory (SDT) (Deci & Ryan, 2000, 2008a, 2008b, 1985; Ryan & Deci, 2000, 2017, 2019; Ryan et al., 2019, 2021) and conservation of resources (COR) theory (Hobfoll, 1989, 2004, 2011), this study constructed an mindfulness employee involvement (M-EI) model to explore the mechanism of enhancing psychological safety (Edmondson, 1999; Edmondson & Lei, 2014; Dekker & Edmondson, 2022) by leveraging mindfulness (Baer et al., 2006; Hou et al., 2014; Kudesia, 2019) and employee involvement practices (Lawler, 1994; Riordan et al., 2005; Wood, 2020). Specifically, the study explored whether an organization or individuals are responsible for making people feel safe, as well as how COVID-19 lockdown practices could impact the above-mentioned mechanism. A quantitative survey was conducted and analysed via structural equation modelling. The regression results supported both a positive, direct correlation between mindfulness and psychological safety and an indirect correlation via employee involvement moderated (i.e., made less positive) by COVID-19 lockdown practices. Considering the uniqueness of Chinese culture, the Five Facet Mindfulness Questionnaire (FFMQ) 18 with a better model fit was constructed as the measurement for mindfulness. It is important to leverage both intrinsic and extrinsic factors to enhance psychological safety levels, allowing better mental health, accumulated intrinsic motivation, and greater autonomy at work for sustainable growth.