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Psychological Safety in the Workplace
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Psychological Safety in the Workplace

A special issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601). This special issue belongs to the section "Occupational Safety and Health".

Deadline for manuscript submissions: closed (30 June 2022) | Viewed by 17254

Special Issue Editors

Dr. Ian Fletcher

E-Mail Website
Guest Editor
Faculty of Health and Medicine, Division of Health Research, Lancaster University, Lancaster, LA1 4YW, UK
Interests: mental health and wellbeing in the workplace; mental health and deafness; compassion, psychological safety and emotional regulation in "emotionally charged" workplaces
Dr. Sabir Giga

E-Mail Website
Guest Editor
Centre for Organisational Health and Wellbeing, Division of Health Research, Lancaster University, Lancaster, LA1 4YW, UK
Interests: workplace bullying and stress; organizational psychology; social policy; conflict management

Special Issue Information

Dear Colleagues,

Psychological safety describes the perception that it is safe for people to contribute their ideas and voice concerns at the individual/team/organisation level without fearing that they may be ridiculed, suppressed, threatened or even dismissed. Higher levels of psychological safety promote a culture of knowledge and innovation to improve individual, team and organisational performance. Psychological safety facilitates learning from mistakes and enhances work satisfaction. Opportunities for innovation and organisational growth are reduced in organisations with low levels of psychological safety, where fear or a lack of openness at work maybe dominant issues.

Dr. Ian Fletcher
Dr. Sabir Giga
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. International Journal of Environmental Research and Public Health is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2500 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • psychological safety
  • trust
  • voice
  • organization
  • workplace
  • learning
  • performance

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Published Papers (4 papers)

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Research

11 pages, 328 KiB  
Article
The Impact of Reflection on Death on the Self-Esteem of Health Care Workers
by Piotr Holajn, Agata Zdun-Ryżewska, Marlena Robakowska, Daniel Ślęzak, Anna Tyrańska-Fobke and Andrzej Basiński
Int. J. Environ. Res. Public Health 2022, 19(9), 5521; https://doi.org/10.3390/ijerph19095521 - 2 May 2022
Cited by 1 | Viewed by 2057
Abstract
Background. The study was based on the Terror Management Theory. This theory assumes that self-preservation and awareness of imminent death create the potential to trigger fear. The “culture buffer” can protect people from fear, and it is composed of two factors: personal views [...] Read more.
Background. The study was based on the Terror Management Theory. This theory assumes that self-preservation and awareness of imminent death create the potential to trigger fear. The “culture buffer” can protect people from fear, and it is composed of two factors: personal views on world issues and self-esteem. The aim of the study was to show that exposure to content that increases the availability of thoughts about death causes changes in medical personnel (doctors, nurses, and paramedics) in areas such as self-esteem, mood, sense of agency, and communion. Methods. The research was experimental. Standardized psychometric tests were used, including the Rosenberg self-esteem scale (RSE), the University of Wales Institution of Science and Technology) Mood Adjective Check List (UMACL), scales measuring agency and communion, and an additional questionnaire containing two types of text. Respondents were divided into two text groups: A (exposed to increased availability of thoughts of death) and B (neutral). Results. Reflection on death, triggered by the experimental manipulation of the independent variable (text version), did not modify mood (in groups of medical staff and students) or self-esteem of health care professionals but did modify scores on a single RSE item in the student’s group. Moreover, age, income level, religious attitude, and belonging to a professional group had an impact on self-esteem, mood components, and other parameters but did not interact with the text group. Reflection on death modified the sense of agency and communion. Conclusions. Exposure to content increasing the availability of thoughts of death led to observable effects possible to observe in all groups only after taking into account an additional factor, which turned out to be the religious attitude of the respondents in the experiment. Specific tools should be selected or developed for the needs of research on respondents working in health care. Full article
(This article belongs to the Special Issue Psychological Safety in the Workplace)
16 pages, 675 KiB  
Article
Linking Abusive Supervision to Promotive and Prohibitive Voice Behavior: Testing the Mediating Roles of Work Engagement and Negative Reciprocity
by Jialong Wu and Yuechao Du
Int. J. Environ. Res. Public Health 2022, 19(9), 5498; https://doi.org/10.3390/ijerph19095498 - 1 May 2022
Cited by 5 | Viewed by 3073
Abstract
As an important type of extra-role behavior, employee voice behavior is of great significance to the sustainable development of organizations. Employee voice behavior has two different dimensions, namely promotive voice and prohibitive voice, both of which are conducive to decision making, innovation, and [...] Read more.
As an important type of extra-role behavior, employee voice behavior is of great significance to the sustainable development of organizations. Employee voice behavior has two different dimensions, namely promotive voice and prohibitive voice, both of which are conducive to decision making, innovation, and improvements to the work process. Among the antecedents of voice behavior, abusive supervision is one of the most essential influencing factors. In response to the call to further explore the antecedents and influencing mechanisms of different dimensions of voice behaviors, this study aims to investigate the different paths of abusive supervision on the two types of voice behavior. Drawing on the conservation of resources theory and social exchange theory, we identified an expanded array of mediators, including work engagement and negative reciprocity, which link abusive supervision to promotive voice behavior and prohibitive voice behavior separately. Data were collected through two-wave questionnaire surveys of 334 employees of 14 enterprises in China. The results show that (a) abusive supervision is negatively correlated with employees’ promotive and prohibitive voice behaviors; (b) work engagement mediates the negative relationship between abusive supervision and promotive voice; and negative reciprocity mediates the negative relationship between abusive supervision and prohibitive voice. These findings clearly reveal the influencing mechanisms of abusive supervision on both promotive and prohibitive voice behavior, which not only enriches relevant theoretical research but also provides feasible insights into how to reduce abusive supervision to motivate voice behavior in management practice. Full article
(This article belongs to the Special Issue Psychological Safety in the Workplace)
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20 pages, 946 KiB  
Article
Employee Voice: A Mechanism to Harness Employees’ Potential for Sustainable Success
by Hengwei Zhu, Muhammad Kamran Khan, Shakira Nazeer, Li Li, Qinghua Fu, Daniel Badulescu and Alina Badulescu
Int. J. Environ. Res. Public Health 2022, 19(2), 921; https://doi.org/10.3390/ijerph19020921 - 14 Jan 2022
Cited by 11 | Viewed by 5194
Abstract
Listening to employees’ concerns reduces their dissatisfaction, but moreover, for an organization to achieve sustainable success, employees must raise their creative voice and give their input in decision-making without the fear of rejection in a psychologically safe environment. Ethical leaders facilitate such a [...] Read more.
Listening to employees’ concerns reduces their dissatisfaction, but moreover, for an organization to achieve sustainable success, employees must raise their creative voice and give their input in decision-making without the fear of rejection in a psychologically safe environment. Ethical leaders facilitate such a participative style of management. A bureaucratic culture, as is generally encountered in Pakistan’s work settings, poses real challenges to those who dare to speak up, therefore the importance of ethical leadership, leader–member exchange (LMX), and psychological safety cannot be neglected as coping mechanisms to sustain the employee voice for mutual gains. To investigate ethical leadership’s mediating mechanisms and boundary conditions on voice behavior, we examined a moderated mediation model with the leader–member exchange as a moderator and psychological safety as a mediator. Grounded in social exchange theory (SET), the current study uniquely posits and tests that employees feel psychologically safe in the presence of an ethical leader with whom they have high-quality social exchanges. Data were collected from 281 employees from the public corporations and private enterprises of the petroleum sector of Karachi. Results of the analysis, through SPSS and AMOS, revealed that psychological safety mediated the relationship of ethical leadership and voice behavior, while the indirect effect of ethical leadership on voice behavior (via psychological safety) is stronger for those employees who enjoy high-quality exchanges with ethical leaders. LMX was also found to moderate the relationship between ethical leadership and voice behavior. Contributions, recommendations, and limitations of the current study and further research areas are also discussed. The study offers practical insight on the mechanism of ethical leadership on employee voice behavior and recommends leaders to develop social exchanges to improve voice behavior for sustainable success. Full article
(This article belongs to the Special Issue Psychological Safety in the Workplace)
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9 pages, 317 KiB  
Article
Effect of Work–Family Conflict, Psychological Job Demand, and Job Control on the Health Status of Nurses
by Li-Chung Pien, Wan-Ju Cheng, Kuei-Ru Chou and Li-Chiu Lin
Int. J. Environ. Res. Public Health 2021, 18(7), 3540; https://doi.org/10.3390/ijerph18073540 - 29 Mar 2021
Cited by 27 | Viewed by 5555
Abstract
Work–family conflicts (WFCs) are common in the healthcare sector and pose significant health risks to healthcare workers. This study examined the effect of WFCs on the health status and nurses’ leaving intentions in Taiwan. A self-administered questionnaire was used to survey 200 female [...] Read more.
Work–family conflicts (WFCs) are common in the healthcare sector and pose significant health risks to healthcare workers. This study examined the effect of WFCs on the health status and nurses’ leaving intentions in Taiwan. A self-administered questionnaire was used to survey 200 female nurses’ experiences of WFC from a regional hospital. Data on psychosocial work conditions, including work shifts, job control, psychological job demands, and workplace justice, were collected. Health conditions were measured using the Beck Depression Inventory-II and self-rated health. Leaving intentions were measured using a self-developed questionnaire. The participants’ average work experience was 6.79 (Standard Deviation (SD) = 5.26) years, their highest educational level was university, and work shifts were mostly night and rotating shifts. Approximately 75.5% of nurses perceived high levels of WFCs. Leaving intentions were correlated with WFCs (r = 0.350, p < 0.01) and psychological work demands (r = 0.377, p < 0.01). After adjusting for age, educational level, and work characteristics, high levels of WFCs were associated with poor self-rated health, and depression, but not associated with high leaving intentions. Nurses’ experiences of high levels of WFCs greatly affected their health status. Full article
(This article belongs to the Special Issue Psychological Safety in the Workplace)
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