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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]

Problem-solving demands have been shown to exert both positive and negative effects on employees. We examined whether these inconsistencies could be explained by the way people appraise (interpret) their problem-solving demands, either as a challenge or a threat. We proposed a cross-level moderated mediation model whereby the effects of problem-solving demands on a range of proactive behaviours (i.e. proactive innovation, problem prevention, voice, and proactive undermining) would be mediated by stress appraisals and moderated by psychological safety climate. Surveys were administered twice daily for 5 consecutive workdays to 248 employees from a variety of industries. Multilevel analyses showed that appraisals of challenge mediated the relationship between problem-solving demands and favourable forms of proactivity, whereas appraisals of threat mediated the relationship with unfavourable forms of proactivity. Depending on the type of proactive behaviour, these effects manifested at either the within- or between-person level. Finally, we observed a cross-level moderated mediation effect in which psychological safety climate strengthened the positive effects of within-person problem-solving demands on challenge appraisal, which in turn promoted proactive innovation. These results emphasise the explanatory power of stress appraisals and climate in shaping a range of proactive behaviours. [ABSTRACT FROM AUTHOR]

The Problem: Whereas critical reflection has been the hallmark of learning from experience in the workplace, performance has been the hallmark for productivity. In the face of complex, ongoing, disruptive change, failing safe is a necessary condition for learning from experience, and critical reflection the method of learning from safe to fail experiments. How can workplaces be safe to fail spaces where critical reflection is embraced, encouraged, and rewarded? The Solution: We focus especially on the role of the leader to create a climate of psychological safety where it is safe to practice critical reflection. The workplace needs to become a safe place to fail to facilitate productivity, innovation, and creative responses to the demands that ensue from disruption at work. The Stakeholders: This article is relevant to human resource development (HRD) scholars and practitioners who are interested in developing the workplace in times of uncertainly and constant disruption. [ABSTRACT FROM AUTHOR]

Organisations are interested in how to get the best performance out of their workforce and this study focuses on creativity behaviours. The present study focuses on psychological safety climate, which relates to shared beliefs amongst co-workers regarding the safety for risk-taking in their work teams. We combine this with another organisational factor and a psychological factor towards testing a robust model of employee creativity behaviours. These factors include organisational-based self-esteem (OBSE) as a mediator and climate for innovation as a moderator, and we then examine these in combination (moderated mediation). Using a sample of 269 diverse employees, we find psychological safety climate is positively related to creativity behaviours and OBSE, and OBSE influences creativity behaviours and fully mediates the effect of psychological safety climate. We also find a significant interaction effect, showing that the highest creativity behaviour is registered when there is high psychological safety climate and high climate for innovation. We also find a significant moderated mediation effect whereby the indirect effect of psychological safety climate on creativity behaviours (through OBSE) increases when climate for innovation gets stronger. We discuss the implications for managing people and teams. [ABSTRACT FROM AUTHOR]

Indigenous cultural nuances such as age-related hierarchies in South Korea have the potential to impact workers' engagement in innovation-related behaviors (IRBs). We use self-categorization theory to examine both the relationship between employee age and IRBs and the cross-level interaction effects of team psychological safety climate. Using a multilevel sample of 282 South Korean employees working in 65 teams across 45 different organizations in various industries, we find that team psychological safety climate moderates the relationship between age and engaging in IRBs. More specifically, we find that when teams have a weaker psychological safety climate, age is positively related to engaging in IRBs. However, when teams have a stronger psychological safety climate, age is not related to engaging in IRBs. We discuss the implications of these findings for innovation and managing work teams in Eastern contexts. [ABSTRACT FROM AUTHOR]

This study explores how and when ethical leadership predicts three forms of team-level creativity, namely team creativity, average of member creativity, and dispersion of member creativity. The results, based on 230 members of 44 knowledge work teams from Chinese organizations, showed that ethical leadership was positively related to team creativity and average of member creativity but was negatively related to dispersion of member creativity. Consistent with the predictions of uncertainty reduction theory, psychological safety climate mediated the relationship between ethical leadership and the three forms of team-level creativity. Furthermore, supervisor support for creativity positively moderated the effect of ethical leadership on psychological safety climate and the indirect effects of ethical leadership on the three forms of team-level creativity through psychological safety climate. The analysis offers significant theoretical and practical implications on ethical leadership and creativity in organizations. [ABSTRACT FROM AUTHOR]

Professional drivers are at risk of poor well-being, thus, research on how to prevent this status has valuable practical implications. Psychological safety climate, individual perceptions of the safety climate, and time pressure are relevant antecedents of drivers’ well-being. Psychological safety climate acts as a frame of reference for professional drivers because they are remote/lone workers. Time pressure also becomes crucial among drivers who reported higher quantitative job demands and work intensification than employees in other industrial sectors. In addition, several theoretical frameworks suggest that psychological safety climate would minimize time pressure demands, which, in turn, would mediate the relationship between psychological safety climate and drivers’ well-being. Psychological safety climate would diminish time pressure demands because they could be detrimental to safety, in turn, low time pressure demands would be accompanied by an improvement in drivers’ well-being. To date, research on these issues is scarce. This study examines the mediating role of time pressure on the psychological safety climate and drivers’ well-being (general health and lack of burnout) relationship. The sample was composed of 367 professional drivers, and structural equation modeling was used to test two competing models: full and partial mediation. Findings showed that psychological safety climate was negatively associated with time pressure and positively with drivers’ general health and burnout. Time pressure was detrimental to drivers’ well-being, and it partially mediated the relationship between psychological safety climate and drivers’ well-being. [ABSTRACT FROM AUTHOR]

Drawing upon charismatic leadership and intrinsic motivation theory, we developed a theoretical model to examine the impact mechanism of leader charisma on individuals’ tacit knowledge-sharing behaviour in the context of an Enterprise Systems learning team. We conducted a survey-based field study to examine the theoretical model and hypotheses. A total of 153 questionnaires were distributed to employees from more than 20 branches of the Beidahuang Group in China and 117 valid questionnaires were returned. Results from partial least squares analysis suggest that leader charisma has a strong influence on psychological safety climate, which in turn has a positive impact on individuals’ intrinsic motivation and their tacit knowledge-sharing behaviour. Our research findings unpack the impact mechanism of charismatic leadership on tacit knowledge sharing, and provide guidelines for the team leader to exhibit charismatic leadership traits in order to promote a psychological safety climate and facilitate an effective knowledge sharing of enterprise systems. [ABSTRACT FROM PUBLISHER]

Employees' safety climate perceptions dictate their safety behavior because individuals act based on their perceptions of reality. Extensive empirical research in applied psychology has confirmed this relationship. However, rare efforts have been made to investigate the factors contributing to a favorable safety climate in construction research. As an initial effort to address the knowledge gap, this paper examines factors contributing to a psychological safety climate, an operationalization of a safety climate at the individual level, and, hence, the basic element of a safety climate at higher levels. A multiperspective framework of contributors to a psychological safety climate is estimated by a structural equation modeling technique using individual questionnaire responses from a random sample of construction project personnel. The results inform management of three routes to psychological safety climate: a client's proactive involvement in safety management, a workforce-friendly workplace created by the project team, and transformational supervisors' communication about safety matters with the workforce. This paper contributes to the field of construction engineering and management by highlighting a broader contextual influence in a systematic formation of psychological safety climate perceptions. [ABSTRACT FROM AUTHOR]

Occupational accidents and injuries continue to be a critical concern for nurses, given the hazardous healthcare environment. This study advances the research on workplace safety by studying the process variables (i.e. job-related negative affect (JRNA) and job satisfaction) in explaining the relationship between safety climate and various safety criteria in nurses. Based on survey data from 326 nurses, our findings suggest that psychological safety climate is negatively related to JRNA, turnover intentions, safety workarounds, and workplace hazards. In addition, structural equation modelling indicated general support for a model in which psychological safety climate influences employee strain through job attitudes, including JRNA and job satisfaction. More specifically, job attitudes were found to mediate the relationship between psychological safety climate and turnover intentions, experience of hazards, and injuries. Safety workarounds did not significantly relate to injuries. The present study contributes to the ongoing improvement of interventions aimed at mitigating nurses’ injuries by integrating job attitudes into the safety climate–safety outcome framework. [ABSTRACT FROM PUBLISHER]

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.)

Nielsen, M. B., Mearns, K., Matthiesen, S. B. & Eid, J. (2011). Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations. Scandinavian Journal of Psychology 52, 465-475. Using the Job Demands-Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers ( N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety. [ABSTRACT FROM AUTHOR]

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.

The present study investigated psychological capital (PsyCap) as a protective factor in the relationship between worries about accidents and sleepiness among seafarers. The hypothesis that strong PsyCap weakens the relationship between worries about accidents and sleepiness was tested in a cross-sectional sample of 397 maritime workers. In contrast to expectations, the findings indicated a reverse buffering effect in that PsyCap only had a protective impact on sleepiness when worries about accidents were low. For workers that were highly worried, a strong PsyCap was associated with increased levels of sleepiness. The established associations remained consistent after controlling for workers' years of experience as seafarers, and their ratings of psychological safety climate. An interpretation of this finding is that seafarers with high levels of PsyCap will be attentive when the threat level is serious, but will not be bothered when exposed to everyday strain and hassles associated with their work situation.