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1 – 10 of over 23000Youying Wang, Shuqin Zhang, Lei Gong and Qian Huang
This study aims to investigate the effect of social media use on healthcare workers’ psychological safety and task performance and the moderating role of perceived respect from…
Abstract
Purpose
This study aims to investigate the effect of social media use on healthcare workers’ psychological safety and task performance and the moderating role of perceived respect from patients during public health crises.
Design/methodology/approach
To test the proposed moderated mediation model, a survey was conducted in 12 Chinese medical institutions. A total of 637 valid questionnaires were collected for data analysis.
Findings
The results revealed that psychological safety mediated the relationships between task-related social media (TSM) use and social-related social media (SSM) use and task performance. In addition, perceived respect from patients moderated the relationship between TSM use and psychological safety, as well as the indirect relationship between TSM use and task performance through psychological safety.
Originality/value
This study sheds new light on understanding how different types of social media use influence task performance in the context of public health crises. Furthermore, this study considers the interactions of healthcare workers with colleagues and patients and examines the potential synergistic effects of these interactions on healthcare workers’ psychological state and task performance.
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Xiao-Ling Wang, Ming-Yue Wang and Jun-Na Liu
Employees’ bootlegging innovation behavior is common and plays an important role in enterprise management. Based on the resource conservation theory and self-regulation theory…
Abstract
Purpose
Employees’ bootlegging innovation behavior is common and plays an important role in enterprise management. Based on the resource conservation theory and self-regulation theory, the purpose of this study is to explore the influence mechanism of leaders’ abusive supervision on employees’ bootlegging innovation behavior, with psychological safety as a mediator and mindfulness at workplace as a moderator.
Design/methodology/approach
Survey data were gathered from 591 employees’ self-assessment questionnaires in China. Hierarchical regression analysis was used to test the research model through SPSS and AMOS.
Findings
This study found that the leaders’ abusive supervision negatively affects employees’ bootlegging innovation behavior; employees’ psychological safety completely mediates the negative effect of leaders’ abusive supervision on employees’ bootlegging innovation behavior; and mindfulness at work moderates the influence of leaders’ abusive supervision on employee’ bootlegging innovation behavior, as well as the influence of leaders’ abusive supervision on employees’ psychological safety.
Research limitations/implications
This study has significant implications in passive leadership that affect employees’ innovation. Authors found that leaders’ abusive supervise, mindfulness at workplace play a crucial role in employees’ bootleg innovation through psychological safety.
Originality/value
Theoretically, this study has enriched the antecedent research on employees’ bootlegging innovation behavior from the perspective of negative leadership behavior and employee psychology. And this study considered mindfulness at workplace as a boundary condition.
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Sunhyuk Kim, Grimm Noh and Siyu Miao
Employee voice behavior is an important source of corporate competitiveness but employees often face difficulties in voicing their opinions. This research analyzes how authentic…
Abstract
Purpose
Employee voice behavior is an important source of corporate competitiveness but employees often face difficulties in voicing their opinions. This research analyzes how authentic leadership may increase psychological safety perceived by employees, consequently encouraging employees to actively share their ideas. In addition, the authors explore the unique concept of Zhongyong thinking, a way of thinking that is common in cultures rooted in Confucianism. The authors analyze how Zhongyong thinking may affect the relationship between psychological safety and employee voice behavior.
Design/methodology/approach
For the empirical analysis of authentic leadership and employee voice behavior in the Chinese context, the authors distributed surveys to employees working in various different industries in various provinces in China. The authors distributed 250 surveys in total and 213 surveys were used for analyses.
Findings
The authors' empirical analyzes illustrate that authentic leadership increases employee voice behavior, partially mediated by psychological safety. The authors also analyzed how psychological safety's effect on employee voice behavior could be moderated by Zhongyong thinking. The results demonstrate that the effect of psychological safety on voice behavior is weaker when employees are capable of exercising Zhongyong thinking.
Originality/value
Zhongyong thinking is still a relatively new concept that has not been studied thoroughly, and to the authors' knowledge, Zhongyong thinking has never been studied as a moderator in the relationship between psychological safety and employee voice behavior.
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Sophie V. Fenner, Maricela C. Arellano, Oliver von Dzengelevski and Torbjørn H. Netland
Frontline teams are at the centre of lean transformations, but the teams also transform as they implement lean. This study examines these changes and seeks to understand how lean…
Abstract
Purpose
Frontline teams are at the centre of lean transformations, but the teams also transform as they implement lean. This study examines these changes and seeks to understand how lean relates to team psychological safety and learning.
Design/methodology/approach
This research setting is the Romanian division of a leading European energy company. The authors collected team-level audit and survey data, which the authors used to test the effect of lean implementation on team psychological safety and learning. The authors’ team-level data are complemented with qualitative interviews conducted with team members and headquarters leaders.
Findings
The results of the regression analyses show that leanness is positively associated with team psychological safety, which is in turn positively associated with learning. Thus, this research provides evidence that leanness – mediated by team psychological safety – increases team learning.
Practical implications
Lean changes team dynamics and learning positively by ensuring and promoting an emotionally sound work environment with clear team structures, an appropriate level of autonomy, and strong leadership.
Originality/value
This paper contributes evidence of important psychological mechanisms that characterise team-level lean implementation. Particularly, the authors highlight how team psychological safety mediates the relationship between leanness and team learning.
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Maria Tresita Paul Vincent, Nimmi P.M., Geetha Jose, Anjali John and Vijay Kuriakose
This study aims to explore how family incivility is linked to workplace bullying among employees. This study examines the role of psychological safety as an explanatory mechanism…
Abstract
Purpose
This study aims to explore how family incivility is linked to workplace bullying among employees. This study examines the role of psychological safety as an explanatory mechanism linking both. This paper also looks into the moderating roles of optimism between family incivility and psychological safety and organization-based self-esteem (OBSE) between psychological safety and workplace bullying.
Design/methodology/approach
Drawing from the conservation of resources theory and work home resources model, this study developed various hypotheses. The proposed relationships were tested using responses gathered from 260 teaching faculty across the universities in India. This study used Warp-PLS for data analysis.
Findings
The findings suggest that psychological safety mediated the relationship between experienced family incivility and workplace bullying. This study also found support for the mediating role of psychological safety. Further, this study has proved that trait optimism and OBSE are boundary conditions influencing the outcomes of family incivility.
Practical implications
The findings have practical implications for teachers, educational institution leaders and policymakers. This study augments the importance of cultivating optimism and OBSE to combat conflicting situations. Employees who practice optimism on a daily basis are high in psychological safety and when supported with OBSE by the institution, the impact of family incivility and its adverse effects in the workplace is reduced, curbing the instances of workplace bullying.
Originality/value
To the best of the authors’ knowledge, this is one of the first studies to establish the role of “organizational resource,” OBSE, as a coping mechanism in tackling the adverse effects of family incivility. From a resource perspective, this study is one of the first to look into the enablers and inhibitors of resource creation in an individual while experiencing family incivility.
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Wenting Wang, Lirong Jian, Qiuyun Guo, Haitao Zhang and Wenxing Liu
The purpose of this study is to build a link between narcissistic supervision and employees' change-oriented organizational citizenship behaviors (OCBs). On the basis of the…
Abstract
Purpose
The purpose of this study is to build a link between narcissistic supervision and employees' change-oriented organizational citizenship behaviors (OCBs). On the basis of the social dynamics of state paranoia theory, the study examines the relationship between narcissistic supervision and employees' change-oriented OCBs, and explores how this relationship is mediated by psychological safety and affective organizational commitment.
Design/methodology/approach
Using data collected from a sample of 183 employee–leader dyads from a technology company in China, the study examines the mediating effects of psychological safety and affective organizational commitment on the relationship between narcissistic supervision and employees' change-oriented OCBs. Structural equation modeling is used to analyze the data.
Findings
The results indicate that narcissistic supervision has a negative effect on psychological safety and affective organizational commitment; psychological safety mediates the relationship between narcissistic supervision and affective organizational commitment; and affective organizational commitment mediates the relationship between psychological safety and employees' change-oriented OCBs. The results also show that the negative effect of narcissistic supervision on employees' change-oriented OCBs is mediated by psychological safety and subsequently affective organizational commitment.
Originality/value
This study contributes to the literature by linking narcissistic supervision and employees' change-oriented OCBs and suggesting that psychological safety and affective organizational commitment are two critical mediators of this relationship. This study not only advances research on the “dark side” of narcissistic supervision, but also sheds light on the underlying mechanism of narcissistic supervision and employees' change-oriented OCBs from the psychological and emotional perspectives.
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Baek-Kyoo (Brian) Joo, So Kyum Yoon and Diane Galbraith
In a knowledge-based economy, employees’ perception of psychological safety in their wok unit is critical for group conflict. The purpose of this study is to investigate the…
Abstract
Purpose
In a knowledge-based economy, employees’ perception of psychological safety in their wok unit is critical for group conflict. The purpose of this study is to investigate the mediating role of psychological safety between the predictors (i.e. organizational trust and empowering leadership) and the outcome variable, group conflict.
Design/methodology/approach
Data was drawn from 633 employees from a global automobile company headquartered in South Korea. Construct validity of the measurement model was examined using a confirmatory factor analysis. The hypothesized model was tested by a structural equation modeling and the bootstrap analysis.
Findings
Organizational trust and empowering leadership accounted for 68% of the variance in employees’ psychological safety. The three antecedents (i.e. organizational trust, empowering leadership and psychological safety) explained 20% of the variance in group conflicts. Psychological safety significantly and fully mediated the relationship between organizational trust and group conflict and the relationship between empowering leadership and group conflict.
Practical implications
Human resources and organization development professionals can help employees feel more psychologically safe in an organization by developing empowering leaders and making more trustworthy organizational culture. When employees perceive a high level of psychological safety, they are likely to feel less conflict in their team.
Originality/value
This study examined the antecedents and consequences of psychological safety of knowledge workers in a non-Western cultural context. Psychological safety played a pivotal role as a mediator. To the best of the authors’ knowledge, this is the first study that empirically found the direct link between organizational trust and psychological safety and the relationship between empowerment leadership and psychological safety.
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Kathryn Ostermeier, Mark Davis and Robert Pavur
The purpose of this study is to examine the facilitating and inhibiting influence of team-level negative affectivity and conscientiousness on a dyad of emergent states, adopting…
Abstract
Purpose
The purpose of this study is to examine the facilitating and inhibiting influence of team-level negative affectivity and conscientiousness on a dyad of emergent states, adopting and comparing both the composition and compilation perspectives.
Design/methodology/approach
Data were collected over three time points from 410 undergraduate students nested within cross-functional project teams (N = 62). The data, including individual self-reports and judges’ ratings of team performance, were aggregated to the team-level using both composition (mean) and compilation (skewness) approaches.
Findings
The findings indicate that mean-levels of negative affectivity were associated with decreased psychological safety. The use of skewed conscientiousness counterintuitively suggests too many highly conscientious members can also be detrimental to psychological safety. Psychological safety influences team potency and ultimately performance.
Originality/value
The results of this study highlight that the aggregation approach used is important. For example, the use of skewed (but not mean-level) conscientiousness brought an undetected and counterintuitive relationship to light. Future research should use compilation approaches in addition to composition approaches.
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Elton Vakira, Ngoni Courage Shereni, Chantelle Masiko Ncube and Njabulo Ndlovu
This paper assesses the inclusive leadership and employee engagement nexus in the hospitality industry, using psychological safety as a mediator.
Abstract
Purpose
This paper assesses the inclusive leadership and employee engagement nexus in the hospitality industry, using psychological safety as a mediator.
Design/methodology/approach
The 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.
Findings
The 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/implications
The 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 implications
This 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/value
The 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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Chang-kyu Kwon, Seung-hyun Han and Aliki Nicolaides
The purpose of this study is to examine the impact of psychological safety on transformative learning in the workplace. This study focused on psychological safety as a specific…
Abstract
Purpose
The purpose of this study is to examine the impact of psychological safety on transformative learning in the workplace. This study focused on psychological safety as a specific practice that may or may not independently contribute to transformative learning outcomes.
Design/methodology/approach
Data was gathered from 132 employees in one US manufacturing company through a survey asking about the perception of psychological safety and the experience of transformative learning. A mediation analysis was conducted to test the effects of transformative learning processes – social support, attitude toward uncertainty and criticality – on the relationship between psychological safety and transformative learning outcomes.
Findings
The results of this study showed that psychological safety led to transformative learning outcomes mediated by transformative learning processes including social support, attitude toward uncertainty and criticality.
Originality/value
Existing literature reveals little about the mechanism of how transformative learning occurs in the workplace. This study contributes to the field of human resource development by explaining the relationship between psychological safety and transformative learning, as well as first attempting to use transformative learning as a viable construct in workplace research.
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