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Background: Workplace culture is theorized to involve a combination of elements such as assumptions, beliefs, and values. An effective workplace culture is safe and person-centred, which enables staff to flourish. However, there is no empirical evidence describing or informing workplace culture for forensic mental health settings. Methods: The mixed methods approach is used to describe current indicators of, and perspectives on, workplace culture and understandings of ideal workplace culture for forensic mental health services. Participants responded to a literature informed survey (N = 482) enquiring about workplace psychological health and teamwork, and some (N = 72) participated in follow-up focus group discussions. Results: Psychological health was less positive for staff working in clinical compared with non-clinical roles (p < 0.01, d = 0.80). Teamwork was positive (M = 27.2, SD = 7.6). Five themes emerged from the focus group data: psychological safety and trust, siloing, passion for the job, service structures (including system issues, resourcing, and support), and staffing. Ideal workplace culture in forensic mental health services could be supported by avoiding a culture of blame, maintaining passion for the job, and supporting good communication. Conclusions: There is a potential opportunity for forensic mental health services to strengthen workplace culture by improving multi-agency communication methods, improving recognition of employee expertise and achievements, and supporting reasonable risk-taking. [ABSTRACT FROM AUTHOR]

Abstract Background Workplace culture is theorized to involve a combination of elements such as assumptions, beliefs, and values. An effective workplace culture is safe and person-centred, which enables staff to flourish. However, there is no empirical evidence describing or informing workplace culture for forensic mental health settings. Methods The mixed methods approach is used to describe current indicators of, and perspectives on, workplace culture and understandings of ideal workplace culture for forensic mental health services. Participants responded to a literature informed survey (N = 482) enquiring about workplace psychological health and teamwork, and some (N = 72) participated in follow-up focus group discussions. Results Psychological health was less positive for staff working in clinical compared with non-clinical roles (p

Burnout among nurses is a pervasive concern in healthcare, with profound implications for patient care and nurse well-being. While research has highlighted the detrimental effects of burnout on many aspects of nursing, including patient safety and quality of care, the underlying mechanisms driving burnout warrant further investigation. In this cross-sectional study, we surveyed 196 nurses from diverse Italian hospitals using an online questionnaire via Qualtrics. Our findings revealed significant negative correlations between psychological safety climate and both relational stressors and emotional exhaustion. Conversely, relational stressors positively correlated with emotional exhaustion, and a significant negative indirect effect of psychological safety climate was found for emotional exhaustion through relational stressors, emphasizing the pivotal role of psychological safety climate in mitigating nurse burnout. Our study underscores the potential effectiveness of interventions targeting psychological safety climate and relational stressors in alleviating emotional exhaustion and burnout among nurses. Theoretical implications underscore the importance of deepening the role of psychological safety climate in mitigating emotional exhaustion, while practical implications emphasize the need for fostering a positive psychological safety climate and implementing targeted interventions to support nurses' well-being.

Burnout among nurses is a pervasive concern in healthcare, with profound implications for patient care and nurse well-being. While research has highlighted the detrimental effects of burnout on many aspects of nursing, including patient safety and quality of care, the underlying mechanisms driving burnout warrant further investigation. In this cross-sectional study, we surveyed 196 nurses from diverse Italian hospitals using an online questionnaire via Qualtrics. Our findings revealed significant negative correlations between psychological safety climate and both relational stressors and emotional exhaustion. Conversely, relational stressors positively correlated with emotional exhaustion, and a significant negative indirect effect of psychological safety climate was found for emotional exhaustion through relational stressors, emphasizing the pivotal role of psychological safety climate in mitigating nurse burnout. Our study underscores the potential effectiveness of interventions targeting psychological safety climate and relational stressors in alleviating emotional exhaustion and burnout among nurses. Theoretical implications underscore the importance of deepening the role of psychological safety climate in mitigating emotional exhaustion, while practical implications emphasize the need for fostering a positive psychological safety climate and implementing targeted interventions to support nurses' well-being. [ABSTRACT FROM AUTHOR]

In the VUCA era, organizations that are bound by rigid regulations often find themselves lagging behind in their ability to adapt to the dynamic external environment, consequently missing out on potential opportunities. Organizational innovation often stems from employees' proactive and spontaneous pro-social rule breaking behavior. This study, based on situation-strength theory under the framework of trait activation, investigates the impact of proactive personality on employees' pro-social rule breaking behavior and its underlying mechanisms through a scenario experiment and a questionnaire survey. The results reveal that proactive personality is not significant for pro-social rule breaking behavior, with one positive and one negative effect counteracting each other. Proactive personality positively influences promotion focus, but it also negatively affects pro-social rule breaking behavior through promotion focus. Moreover, psychological safety climate plays a weakening moderating role between promotion focus and pro-social rule breaking behavior. With an increase in the level of psychological safety climate, the negative effect of proactive personality on prosocial rule-breaking behavior through promotion focus gradually attenuates. This study offers novel insights for a more comprehensive comprehension of the role of proactive personality on favorable organizational behavior and deepens the understanding of the effect mechanisms and boundary conditions in the association between proactive personality and pro-social rule-breaking behavior. [ABSTRACT FROM AUTHOR]

Abstract Background The purpose of this study is to uncover the effect of psychological safety climate (PSC) on employees’ job satisfaction and organisational climate mediating processes explaining that association. It is posited that the four PSC aspects (management commitment, management priority, organisational participation, and organisational communication) are important for employees’ job satisfaction and organisational climate act as resources to facilitate the enactment of managerial quality. Methods This study uses a quantitative approach through a questionnaire survey method involving 340 Kota Kinabalu City Hall employees who were selected through simple random sampling. Results The results of linear regression analysis found that organisation participation has a positive significant relationship with job satisfaction. Organisational communication also showed a negative and significant relationship with job satisfaction. Meanwhile, both management commitment and management priority are statistically insignificant. When the organisational climate is included in the relationship as a mediator through Structural Equation Modelling (SEM) to reinforce the role of psychological safety climate in increasing job satisfaction, such mediating role can only strengthen the relationship between management commitment and organisational participation with job satisfaction. Conclusion Despite the study being cross-sectional, it contributes to knowledge on the resources facilitating PSC, which is important for employees’ psychological health. From a practical viewpoint, this study contributes to the literature showing that organizations with good PSC should have policies and practices directed towards employee well-being. The implications of the study for DBKK management are to providing knowledge on the types of psychosocial safety climate domains that plays a crucial role in improving the job satisfaction of DBKK employees.

The construction industry has a lamentable reputation for having a high prevalence of suicides and mental health (MH) problems. Several government and academic reports have identified that construction workers are at a far higher risk of MH disorders than workers in other industrial sectors. While studies on construction workers' MH have significantly increased in recent years, a systematic review of the potential causes of MH problems in the industry has hitherto eluded construction researchers. This study fills this ominous knowledge gap by conducting a realist systematic review of the literature published since 2003. The review conducted adopts the psychological safety climate model of PSC-12 to create a comprehensive list of MH causation (sourced from a rich literature synthesis) as a precursor to developing a theoretical model that identifies MH causations affecting distinct psychological safety climates within the industry. Emergent findings identify 43 MH causation factors with high job demand as the most significant contributor, followed by interpersonal relationships, low job control, low job support and physical status. In addition, it is found that organisation participation factors have been the major areas of focus, while management commitment and management priority are under-researched areas. Moreover, research gaps within the four dimensions of the PCS-12 model were explored to distinguish new potential research areas to address the knowledge gaps observed. In practical terms, the study collates and presents a comprehensive theoretical model of MH causations, providing a concise source of practical knowledge for practitioners. [ABSTRACT FROM AUTHOR]

The construction industry has a lamentable reputation for having a high prevalence of suicides and mental health (MH) problems. Several government and academic reports have identified that construction workers are at a far higher risk of MH disorders than workers in other industrial sectors. While studies on construction workers’ MH have significantly increased in recent years, a systematic review of the potential causes of MH problems in the industry has hitherto eluded construction researchers. This study fills this ominous knowledge gap by conducting a realist systematic review of the literature published since 2003. The review conducted adopts the psychological safety climate model of PSC-12 to create a comprehensive list of MH causation (sourced from a rich literature synthesis) as a precursor to developing a theoretical model that identifies MH causations affecting distinct psychological safety climates within the industry. Emergent findings identify 43 MH causation factors with high job demand as the most significant contributor, followed by interpersonal relationships, low job control, low job support and physical status. In addition, it is found that organisation participation factors have been the major areas of focus, while management commitment and management priority are under-researched areas. Moreover, research gaps within the four dimensions of the PCS-12 model were explored to distinguish new potential research areas to address the knowledge gaps observed. In practical terms, the study collates and presents a comprehensive theoretical model of MH causations, providing a concise source of practical knowledge for practitioners.

Constructive deviance describes acts that benefit the organization by deviating from outdated organizational norms. Despite emerging interest in this behavior, questions remain about why and how constructive deviance occurs. This paper integrates social learning and uncertainty reduction theories, and develops a multilevel model linking team-level ethical leadership to employee constructive deviance. Surveying 313 subordinates and 52 supervisors from 15 different companies in eastern China, we find that teamlevel ethical leadership has a positive impact on employee constructive deviance, and that both psychological safety climate and employee moral self-efficacy partially mediate this relationship. In addition, we find a positive cross-level moderating effect of psychological safety climate. These findings contribute to understanding employees’ constructive deviance in the workplace, and provide valuable implications for managerial practices. [ABSTRACT FROM AUTHOR]

This study examines lean implementation's effects on hospital financial performance using survey and secondary data for a large sample of US hospitals. Using sociotechnical systems theory, a social context is identified that should motivate the use of lean process improvement tools (LPT) in a hospital setting and accentuate its performance benefits. Shah and Ward's employee involvement (EI) construct is adapted to a hospital setting to define a supportive social context for LPT, which is further shaped by organizational psychological safety (PS). The research model depicts PS as amplifying the effect of EI on LPT, which, in turn, influences a hospital's return on assets (ROA) via three potential pathways: (a) through enhanced revenues; and/or (b) through reduced hospital discharge costs; and/or (c) directly. The results show that EI engenders LPT and that this effect is heightened as PS improves. LPT is shown to positively impact ROA indirectly through higher revenues, but not through lower discharge costs. The findings reveal positive, indirect effects of EI on revenue and profitability at moderate/high levels of PS. Robustness is investigated using an alternate performance metric—hospital excess margin—with consistent results. Post hoc analyses explore potential mechanisms through which lean implementation may increase hospital revenues, including hospital throughput (discharges), readmission rate, experiential quality, length of stay, and overall patient recommendation. The analyses reveal that the impact of LPT on hospital revenue is potentially realized through higher hospital discharges. Overall, the study demonstrates that lean implementation as a sociotechnical system contributes to superior performance. [ABSTRACT FROM AUTHOR]

Team creativity is critical for organization survival, and the quality of team creativity depends on the ideas provided by team members as well as the discussion processes through which teams realize the potential of these ideas. On the basis of the Motivated Information Processing in Groups (MIP-G) model, which suggests that the quality of group decisions is a function of the interaction between epistemic motivation and social motivation, we examined (1) the effects that teams' need for cognition (an antecedent of epistemic motivation) and (2) the effects that a team's psychological safety climate (an antecedent of social motivation) have on team members' information elaboration. We hypothesized that, through information elaboration, these two factors interact with each other in their effects on team creativity. A survey of 106 teams from 87 companies was conducted, and the results of the subsequent analysis of data provide some support for the MIP-G model. Psychological safety climate and the need for cognition were positively associated with team creativity through information elaboration. However, we did not find support for the interaction effect, in contrast to assumptions in the MIP-G model. [ABSTRACT FROM AUTHOR]

Constructive deviance describes acts that benefit the organization by deviating from outdated organizational norms. Despite emerging interest in this behavior, questions remain about why and how constructive deviance occurs. This paper integrates social learning and uncertainty reduction theories, and develops a multilevel model linking team-level ethical leadership to employee constructive deviance. Surveying 313 subordinates and 52 supervisors from 15 different companies in eastern China, we find that team-level ethical leadership has a positive impact on employee constructive deviance, and that both psychological safety climate and employee moral self-efficacy partially mediate this relationship. In addition, we find a positive cross-level moderating effect of psychological safety climate. These findings contribute to understanding employees' constructive deviance in the workplace, and provide valuable implications for managerial practices., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Shang and Yang.)

Previous studies have mainly focused on the negative effects of teacher-student conflict; the positive effects of conflict have rarely been mentioned. This paper suggests that encouraging conflict could act as a teaching method to improve students' innovative competence. This study has two objectives: (1) to examine how various types of teacher-student conflict affects students' innovative competence and (2) to identify the mediating role of a psychological safety climate in the association between conflict and students' innovative competence. To achieve the objectives, we used evidence from 1207 university students. Multivariable logistic regression analysis revealed that conflicts were associated with students' innovative competence, and the mediation role of a psychological safety climate is significant. Specifically, the results revealed that Cognitive Conflict had significant positive effects on students' innovative competence, whereas Affective Conflict had a significant negative effect on students' innovative competence. In addition, we clarified a psychological safety climate as the boundary condition for the relationship between conflict and students' innovative competence.