This paper examines the mechanisms that influence team-level performance, which is critical to organizational effectiveness. It investigates psychological safety, a shared belief that the team is safe for interpersonal risk-taking, and a causal model mediated by learning behavior and efficacy. This model hypothesizes that psychological safety and efficacy are related, which have been believed to be the same-dimension constructs. It also explains the process of how learning behavior affects the team’s efficacy. According to a study of (...) 104 field teams in a multinational enterprise in Korea, psychological safety did not affect team effectiveness. However, when mediated by learning behavior and efficacy, a full mediation effect was found. The result supports a well-known metaphor that psychological safety is the engine of performance, not the fuel. It also explains how individuals contribute to group performance under a psychologically safe climate, enhancing team processes. Based on the findings, this paper suggests theoretical and methodological implications for future research to maximize the effectiveness of teams. (shrink)

Reporting peers’ counterproductive work behaviors (CWBs) is important for maintaining an ethical organization, but is a significant and potentially risky action. In Bandura’s Theory of Moral Thought and Action (Bandura, 1991) he states that such acts require significant moral agency, which is generated when an individual possesses adequate moral self-regulatory capacities to address the issue and is in a context that activates and reinforces those capacities. Guided by this theory, we assess moral potency (i.e., moral courage, moral efficacy, and moral (...) ownership) as key capacities predicting peer reporting intentions and assess three contextual factors influencing the generation and effects of moral potency: whether a potential informant (1) works for an ethical leader, (2) is embedded in a psychologically safe climate promoting interpersonal risk-taking, and (3) operates in a more normal or extreme context. We assess the proposed model across three field studies entailing both normal and extreme (i.e., firefighting units) contexts. Results show that ethical leaders raise employees’ moral potency, promoting greater willingness to report their peers’ CWBs. In normal work contexts, psychological safety positively moderated both the relationship between ethical leadership and moral potency and between moral potency and peer reporting intentions. However, psychological safety had the opposite effects in more extreme work contexts. Whereas psychological safety strengthens the positive association between moral potency and peer reporting intentions in normal work contexts, in contexts where individuals are more frequently exposed to extreme events, psychological safety weakens this relationship, thus highlighting the unforeseen downsides of psychological safety in extreme contexts. (shrink)

Healthcare professionals who feel psychologically safe believe it is safe to take interpersonal risks such as voicing concerns, asking questions and giving feedback. Psychological safety is a complex phenomenon which is influenced by organizational, team and individual level factors. However, it has primarily been assessed as a team-level phenomenon. This study focused on understanding healthcare professionals' individual experiences of psychological safety. We aim to gain a fuller understanding of the influence team leaders, interpersonal relationships and individual (...) characteristics have on individuals' psychological safety and their decisions to engage in voice or silence behavior. Thirty-four interviews were conducted with healthcare professionals from across five teams working within an acute, suburban hospital. Hybrid inductive-deductive thematic analysis focused on identifying themes which captured the complexities of individuals' varied experiences of psychological safety. The themes identified were: “Personal Characteristics,” “Past Experiences,” “Individual Perceptions of Being Valued,” and “Judged Appropriateness of Issues/Concerns.” These themes are explored within the context of motivating and inhibiting factors associated with the influence of leadership, interpersonal relationships and individual characteristics on experiences of psychological safety and voice behavior. These results extend existing theoretical frameworks guiding our understanding of psychological safety by accounting for the variation in individuals' experiences and studying these significant influences on voice behavior. Important considerations for the development of interventions to enhance psychological safety are discussed. (shrink)

Psychological safety is important for the well-being and productivity of people in the workplace. Psychological safety becomes even more important and even more difficult to maintain in times of uncertainty. Previous research mainly focused on the influence of and on interpersonal relationships. This study applies an individual perspective by investigating what is needed on an individual level in order to build psychological safety. The expectation was that self-compassion induces an individual to experience higher positive (...) affect, and this advances the development of positive relations and social acceptance. Moreover, we assumed that the mediation of the relationship between self-compassion and positive relations and social acceptance by positive affect is moderated by the level of basic need satisfaction. Participants from the Netherlands and Belgium completed an online questionnaire about their level of self-compassion, basic need satisfaction, positive affect and positive relations and social acceptance. Using hierarchical regression analyses for moderated mediation analysis, results showed that self-compassion and positive affect had a significant positive effect on positive relations and social acceptance. Positive affect significantly mediated the relationship between self-compassion and positive relations and social acceptance, when basic need satisfaction was low, but not when basic need satisfaction was high. Our research showed that individuals need either their basic needs satisfied or self-compassion so they can build the high-quality relations needed to stimulate psychological safety. This finding shifts attention from the dyadic relationship to the individual and highlights important factors at the individual level which advance the development of high-quality relationships with others. (shrink)

In Part 1 of this article, the legal and scientific origins of the concept of psychological safety are examined as background to, and support for, the new Canadian National Standard on Psychological Health and Safety in the Workplace (CSA Z1003/bnq 9700). It is shown that five factors influencing psychological safety can be identified as being common to both legal and scientific perspectives: job demands and requirements of effort, job control or influence, reward, fairness, and (...) support. This convergence of evidence from legal and scientific perspectives creates a powerful case for the development of a national standard built around these five factors. In Part 2, it is proposed that the introduction of a national standard can be expected in the long run to have positive social benefits since the health or harm that is generated in the workplace does not remain there but migrates into families, communities, and society at large in the form of either social capital or social exhaust. Consequently, psychological safety is a concept that connects the dynamics of the workplace to the health, resilience, and well-being of society at large. (shrink)

The study of voice behavior examines the inclination of staff and team members to speak up and contribute ideas to the team. In this article, we investigate how factors such as leader-member exchange (LMX), psychological safety and psychological empowerment influence such behavior. Our findings, which are based on a sample of 308 employees working for a state-owned telecommunications company on the Chinese mainland, indicate that ethical leadership promotes employees’ voice behavior through enhanced leader-member exchange, which also leads (...) to greater feelings of psychological safety and psychological empowerment. The theoretical and practical implications of these results are discussed. (shrink)

Scholars have made great efforts to investigate the antecedents of knowledge sharing. In the current study, we applied the proactive motivation model (Parker, Bindl, and Strauss, 2010) to propose a theoretical model to advance this research line and examined the relationship between coaching and knowledge sharing. A total of 197 supervisor–subordinate dyads from a logistics company completed the survey questionnaire. Our results show that leaders’ coaching behavior positively relates to employees’ knowledge sharing behavior via psychological availability. Furthermore, our results (...) show that team psychological safety climate moderates the relationship between psychological availability and employees’ knowledge sharing behavior, as well as the indirect effect between leaders’ coaching behavior and employees’ knowledge sharing. (shrink)

According to social learning theory, we explored the relation between ethical leadership and knowledge hiding. We developed a moderated mediation model of the psychological safety linking ethical leadership and knowledge hiding. Surveying 436 employees in 78 teams, we found that ethical leadership was negatively related to knowledge hiding, and that this relation was mediated by psychological safety. We further found that the effect of ethical leadership on knowledge hiding was contingent on a mastery climate. Finally, theoretical (...) and practical implications were discussed for leadership and knowledge management. (shrink)

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. (shrink)

This study contributes to the growing literature on individual-level outcomes of corporate social responsibility. Employing a sample of 339 subordinate–supervisor dyads, we explored the differential impact of CSR attributions on employees’ creative performance in the telecom industry. We also introduced and tested the role of psychological safety as a mediator underlying this relationship. The results indicate that although intrinsic CSR attributions are not directly related to creative performance, extrinsic CSR attributions have a significant negative effect on creative performance. (...) We also found that psychological safety mediates the positive relationship between intrinsic CSR and creative performance and the negative relationship between extrinsic CSR and creative performance. Directions for future research and implications for practice are discussed. (shrink)

Building on social information processing theory and social exchange theory, this research advances the emerging concept of work engagement and inclusive leadership. Surprisingly, there is no study linking work engagement and inclusive leadership style in the setting of multiple organizations in China. The main purpose of this study is to identify the effective leadership style affecting work engagement directly and indirectly through psychological safety. The trust in leader further moderated the direct relationships. Using multi-source data of 390 responses (...) from leaders-subordinates dyads working in 20 Chinese companies (which include textile, manufacturing, construction, and trading), this study tested how inclusive leadership increased the work engagement of their subsequent subordinates. The mediating role of psychological safety and moderating role of trust in leader therein. The findings introduced an interactive motivational framework that revealed the positive influence of inclusive leadership on the work engagement of subordinates. Further, psychological safety mediated the direct relationship between inclusive leaders and work engagement. The role of trust in leader strengthened the direct relationship of inclusive leadership with psychological safety and work engagement. This is among the first studies to integrate inclusive leadership, psychological safety, trust in leader, and work engagement into a single interactive framework. Further, it provides empirical evidence in the context of predicting and increasing the work engagement of subordinates. (shrink)

The issues of organizational wrongdoing damage organizational performance and limit the development of organizations. Although organizational members may know the wrongdoing and have the opportunity to blow the whistle, they would keep silent because of the interpersonal risks. However, leaders can play an important role in shaping employee whistleblowing. This study focuses on discovering the mechanisms of how authentic leaders influence employee whistleblowing with a sample from China. Results demonstrate that authentic leadership is positively related to internal whistleblowing. Team (...) class='Hi'>psychological safety partly mediates the relationship between authentic leadership and internal whistleblowing. Personal identification partly mediates the relationship between authentic leadership and internal whistleblowing. The study contributes to the extant theory by filling the gap between leadership and whistleblowing. (shrink)

Employees at healthcare organizations are experiencing more stress than ever given the current COVID-19 pandemic. Different types of stress are affecting diverse organizational outcomes, including the employees’ voluntary turnover. This is the case of cognitive stress, a type of stress that affects how individuals process information, which can influence employees’ turnover intentions. In this study, we look at the mechanisms that can reduce the adverse effects of cognitive stress on turnover intentions, particularly the role of employees’ perceived psychological (...) class='Hi'>safety. We hypothesize that psychological safety mediates the relationship between cognitive stress and turnover intentions, and COVID-19 worry and supervisor support moderate the relationship between cognitive stress and psychological safety. To test our hypothesis, we invited two public health care organizations in Chile to join this study. In total, we obtained a sample of 146 employees in 21 different teams. Using a multilevel model, we found that psychological safety prevents the harmful effects of cognitive stress on employees’ turnover intentions. In addition, while COVID-19 worry can worsen the relationship between cognitive stress and psychological safety, supervisor support only directly affects psychological safety. This study contributes to expanding the stress and psychological safety literature and informs practitioners in healthcare organizations about how to deal with cognitive stress in the “new normality” that the pandemic has brought. (shrink)

In an application of the personality dynamics framework, we advance understanding on the relationship between baseline leader humility and team psychological safety by exploring the roles of humility variability and attractor strength. Specifically, we examine how the consistency of leader-expressed humility across team members operates as a boundary condition in the relationship between leader-expressed humility and team psychological safety. We also explore how the agreement between leader self-reported humility and leader-expressed humility operates as an attractor to (...) predict such a consistency. We test the hypothesized model through a sample of 85 teams, rated by 354 team members. The findings suggest that consistency reinforces, while inconsistency weakens, the effect of leader-expressed humility on team psychological safety. The findings also reveal that SOA relates to the consistency of leader-expressed humility, depending on the level at which the agreement occurs. We conclude that to better understand the outcomes of humble leadership, it is necessary to take into account not only the baseline of humility expressed by the leader, but also his/her humility variability and the strength of the attractor. (shrink)

Psychological safety is a shared belief among team members that it is safe to take interpersonal risks. It can enhance team learning, experimentation with new ideas, and team performance. Considerable research has examined the positive effects of PS in diverse organizational contexts and is now shifting its focus toward exploring the nature of PS itself. This study aims to enhance our understanding of PS antecedents and development over time. Based on the model of team faultlines and research on (...) team diversity, we examined the effects of demographic faultlines, team member personality, and member competencies on the development of PS. Over 5 months, 61 self-managed teams assessed their PS at the beginning, midpoint, and end of a research project. Results of a multilevel growth curve model show that PS decreased from project beginning to end. Initial levels of PS were especially low when teams had strong demographic faultlines and when team members differed in neuroticism. PS decreased more strongly over time when team members were diverse in agreeableness and assessed their task-related competencies to be relatively high. Our study identifies time and team composition attributes as meaningful predictors for the development of PS. We present ideas for future research and offer suggestions for how and when to intervene to help teams strengthen PS throughout their collaboration. (shrink)

This study contributes to the growing literature on individual-level outcomes of corporate social responsibility (CSR). Employing a sample of 339 subordinate–supervisor dyads, we explored the differential impact of CSR attributions on employees’ creative performance in the telecom industry. We also introduced and tested the role of psychological safety as a mediator underlying this relationship. The results indicate that although intrinsic CSR attributions are not directly related to creative performance, extrinsic CSR attributions have a significant negative effect on creative (...) performance. We also found that psychological safety mediates the positive relationship between intrinsic CSR and creative performance and the negative relationship between extrinsic CSR and creative performance. Directions for future research and implications for practice are discussed. (shrink)

Examining the influence of trust in fostering knowledge sharing behavior in virtual teams is of great research value in the current complex, dynamic, and competitive era of a knowledge economy. This study investigated the relationship between trust in coworkers and KSB. Based on social information processing theory and social cognitive theory, we developed a multilevel moderated mediation model where the team members’ psychological safety was considered a mediator, while team virtuality and knowledge sharing self-efficacy acted as team and (...) individual-level moderators, respectively. On surveying 282 individuals in 37 virtual teams of three Chinese internet companies, we found that TC positively affected team members’ KSB and this relationship was fully mediated by team members’ PS. Our findings also demonstrated that the effect of TC on KSB depended on the degree of TV and employees’ KSSE. Specifically, when TV and KSSE were higher, the TC–PS and PS–KSB relationship and the mediating effects of PS in the TC–PS–KSB relationship were all stronger. Our study extends the trust-KSB literature by identifying the psychological mechanism and boundary conditions in the TC-KSB relationship. Moreover, our findings also offer valuable managerial implications for virtual team managers on facilitating team members’ PS and KSB. (shrink)

With today’s increasingly dynamic and competitive business environment, creativity is critical for enterprises to enhance their competitiveness. Companies today invest and seek new ways to enhance creativity of employees within the organization. Our study describes the effects of servant leadership, psychological safety, and employee well-being on creativity under the conservation of resources theory. We used a sample of 252 full-time employees in the United Kingdom who had been recruited online and collected their data for analysis. We conducted confirmatory (...) factor analyses to test the validity of the measurement model and regression to evaluate the direct effects. Subsequently, we used bootstrapping to confirm mediation and serial mediation effects. The results showed that servant leadership was positively related to creativity and that psychological safety and employee well-being were serial mediators between them. (shrink)

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. (shrink)

Interpersonal contexts can be complex because they can involve two or more people who are interdependent, each of whom is pursuing both individual and shared goals. Interactions consist of individual and joint behaviors that evolve dynamically over time. Interactions are likely to affect people’s attitudes because the interpersonal context gives conversation partners a great deal of opportunity to intentionally or unintentionally influence each other. However, despite the importance of attitudes and attitude change in interpersonal interactions, this topic remains understudied. To (...) shed light on the importance of this topic. We briefly review the features of interpersonal contexts and build a case that understanding people’s sense of psychological safety is key to understanding interpersonal influences on people’s attitudes. Specifically, feeling psychologically safe can make individuals more open-minded, increase reflective introspection, and decrease defensive processing. Psychological safety impacts how individuals think, make sense of their social world, and process attitude-relevant information. These processes can result in attitude change, even without any attempt at persuasion. We review the literature on interpersonal threats, receiving psychological safety, providing psychological safety, and interpersonal dynamics. We then detail the shortcomings of current approaches, highlight unanswered questions, and suggest avenues for future research that can contribute in developing this field. (shrink)

Implicit coordination is an important research topic in the field of social cognition. Previous studies have studied implicit coordination behavior from the perspective of team mental model but ignored the internal mechanism of individual status competition motivation on implicit coordination behavior. Based on the differences of status competition motivation, the individual status competition motivation is divided into prestige-type and dominant-type. With knowledge sharing as the mediating variable and psychological safety as the moderating variable, this research constructed a process (...) model of the influence of status competition motivation on implicit coordination behavior. The empirical study was carried out with a sample of 367 employees of 44 enterprises. The research results show the following findings: Status competition has a differentiated impact on implicit coordination. Prestige-type status competition has a significant positive impact on implicit coordination behavior, while dominant-type status competition has a significant negative impact on implicit coordination behavior. Knowledge sharing plays a mediating role between status competition and implicit coordination. Psychological safety positively moderates the relationship between prestige-type status competition, dominant-type status competition, and knowledge sharing. The research results provide a new perspective for the field of implicit coordination; reveal the mechanism of status competition motivation in implicit coordination, which is of great significance to the practice of enterprise team management and human resource management. (shrink)

This study aims to explore the relationship between organizational innovation climate and innovative work behavior, using psychological safety and knowledge sharing as mediating variables. Based on the social cognitive theory, this study proposes a conceptual framework to explore innovative work behavior. The structural model of the extended SCT model was tested using sample data from 446 R&D staff of high-tech enterprises in China. SPSS 25.0 and AMOS 23.0 were used to test the hypothetical model. The results indicated that (...) organizational innovation climate was positively correlated with psychological safety and innovative work behavior. Psychological safety was positively correlated with innovative work behavior. Knowledge sharing was significantly and positively correlated with innovative work behavior. Moreover, Psychological safety and knowledge sharing play a significant mediating role in the relationship between organizational innovation climate and innovative work behavior, and psychological safety further improves individual innovative work behavior by influencing knowledge sharing among research team members. At the end of the study, this study thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study. (shrink)

BackgroundHuman failure and a lack of effective communication are the main reasons for preventable adverse events, compromising patient safety in obstetrics. In order to improve safety, team and communication interventions have been implemented but lack feasibility in obstetric care. Psychological models such as the health action process approach might help to improve interventions.MethodsIn a cross-sectional online survey with N = 129 healthcare workers and a paper-pencil survey with N = 137 obstetric healthcare workers at two obstetric university (...) hospitals, associations of social-cognitive variables were tested in a path analysis and a multiple regression. Preliminary results informed a communication training for all obstetric healthcare workers. A repeated-measures MANOVA was used to compare pre- and post-intervention data.ResultsSocial-cognitive variables were associated according to model suggestions except for planning in the first study. Triggers of adverse events were associated with communication behavior, action self-efficacy and planning, as well as barriers to effective communication. The intervention was rated positively. Afterward, fewer triggers were reported and coping self-efficacy increased. There were group differences regarding hospital, experience, and time.DiscussionThe health action process approach was examined in the context of safe communication in obstetrics and can be used to inform interventions. A theory-based, short training was feasible and acceptable. Perceived patient safety improved but communication behavior did not. Future research should aim to test a more comprehensive psychological communication intervention in a thorough RCT design. (shrink)

PurposeThe COVID-19 pandemic caused a massive healthcare crisis. To investigate what makes healthcare system resilient and physicians better at coping during a crisis situation, our study investigated the role risk exposure, such as working at COVID-19 entry points, sleep, and perceived work safety played in reducing negative psychological functioning at work, as well as their effects on adverse and potentially fatal incidences of compromised safety and medical errors.MethodsOur study included a representative sample of 1,189 physicians, from all (...) 12 Slovenian regions and all medical occupations, as registered by the Medical Chamber of Slovenia. For the purposes of this study, a Questionnaire of Sleep and Psychological Functioning at Work was developed in the form of an online retrospective self-report. Additionally, our study included items assessing physicians perceived work safety and frequency of negative outcomes during the first month of the Covid-19 epidemic.ResultsPhysicians working at COVID-19 entry points were more likely to experience night awakening, slept less than 5 h per night, experience nightmares, and had lower levels of psychological functioning in comparison to other physicians. Both hypothesized models showed adequate fit. A higher score on the sleep scale has been shown to predict lower levels of negative psychological functioning at work and, indirectly, reduced incidences of compromised safety and medical errors. Contrary to our expectations, no significant direct effect of sleep on compromised safety and medical errors was found. When perceived work safety was added into the model, the model showed improved fit, with perceived work safety predicting better sleep, less negative psychological functioning at work, and less compromised safety.ConclusionSleep and safety both play an important role in reducing negative psychological functioning at work and, by doing so, decreasing the negative and potentially fatal incidents during the pandemic, such as compromised safety and medical errors. Further, research is needed to see how medical guidelines can be updated to ensure physicians sleep and that their safety is protected. (shrink)

Consumers play an important role as one of the main actors in food safety social co-governance. To create a pattern of food safety social co-governance, the active and effective participation of consumers is critical. To encourage consumers to participate in food safety social co-governance voluntarily and positively, we attempted to develop and preliminarily validate a multidimensional questionnaire on consumer psychological capital that could be used to measure the degree of consumer participation in food safety social (...) co-governance. The aim of the initial sample and test sample 2 was to investigate the factor structure of a preliminary measure of consumer psychological capital. A 4-factor model with 23 items explained 61.05% of the total variance in item scores. The aim of test sample 3 was to measure the retest reliability. Test sample 4 was randomly allocated to the modeling sample and validation sample to verify questionnaire reliability and validity. Convergent validity, discriminant validity, and the internal inconsistency coefficients of the questionnaire were assessed in the modeling sample. While processing CFA, we deleted 9 items with small standardized factor loadings. The remaining 14 items in the final revised 4-factor model included self-efficacy, resilience, hope, and optimism. The fit indices of the revised four-factor model and second-order factor model in the modeling sample revealed an acceptable model fit. The convergent validity and discriminant validity of the revised model were good and acceptable, respectively. A cross-validation procedure confirmed the appropriateness of the revised four-factor model and second-order factor model in the validation sample. The cross-validation results confirmed that the fit indices of the revised four-factor model fitted the data well and the second-order factor model in the validation sample reached acceptable values. We concluded that the questionnaire developed in this study had good reliability and stable and acceptable construct validity. It could provide a theoretical basis for measuring psychological capital in food safety co-governance. (shrink)

The purpose of this study was to examine individual and organizational antecedents and consequences of safety-related moral disengagement. Using Conservation of Resources theory, social exchange theory, and psychological contract breach as a theoretical foundation, this study tested the proposition that higher job insecurity is associated with greater levels of subsequent safety-related moral disengagement, which in turn is related to reduced safety performance. Moreover, we examined whether perceived organizational and supervisor support buffered or intensified the impact of (...) job insecurity on moral disengagement. Using a two-wave lagged design, anonymous survey data collected from N = 389 working adults in the U.S. supported the hypothesized moderated mediation model. Specifically, the conditional indirect effects of job insecurity on safety performance via moral disengagement were intensified as levels of perceived organizational and supervisor support increased. These results suggest that the threat of job insecurity may prompt employee moral disengagement; this effect is even stronger among employees who perceived higher levels of organizational and supervisor support. We interpret these counterintuitive findings in light of increasingly insecure contemporary work arrangements and how these may give rise to potentially unethical safety-related decision making and behavior. (shrink)

Theoretical researchers of manager psychology have excellent potential to extend its research framework to more enterprise application areas, such as innovation, performance, and safety in production. Research in these areas has also been increasing in the past 10 years. Psychological capital is composed of four aspects: self-efficacy, hope, optimism, and tenacity. It plays an essential role in stimulating organizational growth and improving organizational performance. In safety management work, managers, as the core members of the organization, have a (...) relationship between their psychological capital and employees’ safety performance. Nevertheless, the closeness of the relationship between psychological capital and employee safety performance has not been fully demonstrated by academic circles. Based on positive psychology theory, this paper conducts a questionnaire survey of 157 managers and 314 employees related to safety work in manufacturing enterprises. From the new perspective of organizational emotional capability, this paper investigates the complex and extensive social-psychological role in organizations and combs, analyzes, and integrates relevant psychological research to construct the influence mechanism of managers’ psychological capital and employee safety performance. Finally, the three important issues found based on data analysis were: Managers’ psychological capital has a significant positive impact both on employee safety performance and organizational emotional capability; Organizational emotional capability has a significant positive impact on employee safety performance; organizational emotional capability plays a partial mediating role in the relationship between managers’ psychological capital and employee safety performance. (shrink)

Employee safety behavior is critical for occupational health in work environments threatened by the COVID-19 pandemic. Meanwhile, the widespread and increasingly serious job burnout of employees is a complex and difficult problem for enterprises to handle during any epidemic. Therefore, it is helpful to identify and discuss job burnout and other main psychological factors that affect safety behavior to find appropriate solutions. Using the PLS-SEM method, the study explored the relationship between job burnout and safety behavior (...) against the epidemic, as well as the mediating role of psychological contract. According to the local guidelines for controlling COVID-19, this study revised the safety behavior scale. Data were collected by structured questionnaires in May to July 2020 from Chinese employees who resumed their work after the outbreak of the pandemic. The findings confirmed that job burnout has a negative impact on safety behavior, and psychological contract play a partial mediating role in mitigating the negative impact. Specifically, the transaction dimension and relationship dimension of psychological contract negatively affected safety behavior while the development dimension of the psychological contract was not directly related to safety behavior. It is suggested that enterprises should take effective measures to reduce employees’ job burnout and implement flexible psychological contract management and intervention, so as to effectively improve the performance of work safety behavior. Based on the multidimensional model, the findings of this study shed light on promoting safety behavior to prevent the spread of epidemics. (shrink)

Safety is an important topic for a wide range of disciplines, such as engineering, economics, sociology, psychology, political science and philosophy, and plays a central role in risk analysis and risk management. The aim of this thesis is to develop a concept of safety that is relevant for decision-making, and to elucidate its consequences for risk and safety research and practices. Essay I provides a conceptual analysis of safety in the context of societal decision-making, focusing on (...) some fundamental distinctions and aspects, and argues for a more complex notion than what is commonly given. This concept of safety explicitly includes epistemic uncertainty, the degree to which we are uncertain of our knowledge of the situation at hand. It is discussed the extent to which such a concept may be considered an objective concept, and concluded that it is better seen as an intersubjective concept. Some formal versions of a comparative safety concept are also proposed. Essay II explores some consequences of epistemic uncertainty. It is commonly claimed that the public is irrational in its acceptance of risks. An underlying presumption in such a claim is that the public should follow the experts’ advice in recommending an activity whenever the experts have better knowledge of the risk involved. This position is criticised based on considerations from epistemic uncertainty and the goal of safety. Furthermore, it is shown that the scope of the objection covers the entire field of risk research, risk assessment as well as risk management. Essay III analyses the role of epistemic uncertainty for principles of achieving safety in an engineering context. The aim is to show that to account for common engineering principles we need the understanding of safety that has been argued for in Essays I-II. Several important principles in engineering safety are analysed, and it is argued that we cannot fully account for them on a narrow interpretation of safety as the reduction of risk. An adequate concept of safety must include not only the reduction of risk but also the reduction of uncertainty. (shrink)

Promoting the use of contact tracing technology will be an important step in global recovery from the COVID-19 pandemic. Across two studies, we assessed two messaging strategies as motivators of intended contact tracing uptake. In one sample of 1117 Australian adults and one sample of 888 American adults, we examined autonomy-supportive and controlling message framing and the presence or absence of information safety as predictors of intended contact tracing application uptake, using an online randomized 2 × 2 experimental design. (...) The results suggested that the provision of data safety assurances may be key in affecting people’s intentions to use contact tracing technology, an effect we found in both samples regardless of whether messages were framed as autonomy-supportive or controlling. Those in high information safety conditions consistently reported higher intended uptake and more positive perceptions of the application than those in low information safety conditions. In Study 2, we also found that perceptions of government legitimacy related positively to intended application uptake, as did political affiliation. In sum, individuals appeared more willing to assent to authority regarding contact tracing insofar as their data safety can be assured. Yet, public messaging strategies alone may be insufficient to initiate intentions to change behavior, even in these unprecedented circumstances. (shrink)

BackgroundThe complexities of the workplace environment in the downstream oil and gas industry contain several safety-risk factors. In particular, instituting stringent safety standards and management procedures are considered insufficient to address workplace safety risks. Most accident cases attribute to unsafe actions and human behaviors on the job, which raises serious concerns for safety professionals from physical to psychological particularly when the world is facing a life-threatening Pandemic situation, i.e., COVID-19. It is imperative to re-examine the (...) safety management of facilities and employees’ well-being in the downstream oil and gas production sector to establish a sustainable governance system. Understanding the inherent factors better that contribute to safety behavior management could significantly improve workplace safety features.ObjectiveThis study investigates employees’ safety behavior management model for the downstream oil and gas industry to consolidate the safety, health and wellbeing of employees in times of COVID-19.MethodsNominal Group Technique was first employed to screen primary behavioral factors from 10 workplace health and safety experts from Malaysia’s downstream oil and gas industry. Consequently, 18 significant factors were identified for further inquiry. Next, the interpretive structural modeling technique was used to ascertain the complex interrelationships between these factors and proposed a Safety Behavioral Management Model for cleaner production.ResultsThis model shows that management commitment, employee knowledge and training, leadership, and regulations contribute significantly to several latent factors. Our findings support the Social Cognitive Theory, where employees, their environment, and their behaviors are related reciprocally.ConclusionIt is postulated that identifying safety factors and utilizing the proposed model guides various stakeholder groups in this industry, including practitioners and policymakers, for achieving long-term sustainability. (shrink)

There are a number of important links and similarities between public health and safety. In this extended essay, Gregg D. Caruso defends and expands his public health-quarantine model, which is a non-retributive alternative for addressing criminal behavior that draws on the public health framework and prioritizes prevention and social justice. In developing his account, he explores the relationship between public health and safety, focusing on how social inequalities and systemic injustices affect health outcomes and crime rates, how poverty (...) affects brain development, how offenders often have pre-existing medical conditions (especially mental health issues), how involvement in the criminal justice system itself can lead to or worsen health and cognitive problems, how treatment and rehabilitation methods can best be employed to reduce recidivism and reintegrate offenders back into society, and how a public health approach could be successfully applied within the criminal justice system. Caruso's approach draws on research from the health sciences, social sciences, public policy, law, psychiatry, medical ethics, neuroscience, and philosophy, and he delivers a set of ethically defensible and practically workable proposals for implementing the public health-quarantine model. The essay begins by discussing recent empirical findings in psychology, neuroscience, and the social sciences that provide us with an increased understanding of the social and neurological determinants of health and criminal behavior. It then turns to Caruso's public health-quarantine model and argues that the model provides the most justified, humane, and effective approach for addressing criminal behavior. Caruso concludes by proposing a capability approach to social justice grounded in six key features of human well-being. He argues that we cannot successfully address concerns over public health and safety without simultaneously addressing issues of social justice—including the social determinants of health (SDH) and the social determinants of criminal behavior (SDCB)—and he recommends eight general policy proposals consistent with his model. (shrink)

Experimental studies of fear conditioning have identified the effectiveness of safety signals in inhibiting fear and maintaining fear-motivated behaviors. In fear conditioning procedures, the presence of safety signals means that the otherwise expected feared outcome will not now occur. Differences in the inhibitory learning processes needed to learn safety are being identified in various psychological and psychiatric conditions. However, despite early theoretical interest, the role of conditioned inhibitors as safety signals in anxiety has been under-investigated (...) to date, in part because of the stringent test procedures required to confirm the demonstration of conditioned inhibition as such. Nonetheless, the theoretical implications of an inhibitory learning perspective continue to influence clinical practice. Moreover, our understanding of safety signals is of additional importance in the context of the increased health anxiety and safety behaviors generated by the COVID-19 pandemic. (shrink)

As an important influencing factor of construction workers' safety performance, safety stressor has received increasing attention. However, no consensus has been reached on the relationship between different types of safety stressors and the subdimensions of safety performance, and the mechanism by which safety stressors influence safety performance remains unclear. This study proposed a multiple mediation model with ego depletion and self-efficacy as mediators between safety stressors and workers' safety performance. Data were collected (...) from 335 construction workers in China. Results demonstrated that: the three types of safety stressors all had negative effects on workers' safety performance ; self-efficacy mediated all the relationships between the three safety stressors and safety performance; ego depletion only mediated part of the relationships between the three safety stressors and safety performance; and only part of the multiple-step mediating effects through ego depletion and self-efficacy were supported. This study made contributions by shedding light on the mechanism by which safety stressors influence workers' safety performance and providing more empirical evidence for the relationship between various safety stressors and the subdimensions of safety performance. Additionally, targeted strategies for improving workers' safety performance were proposed according to the findings. (shrink)

Existing studies have highlighted the importance of informal safety communication among workers at construction sites. However, there is still a lack of empirically tested theoretical models with valid and reliable scales for describing and measuring construction workers’ informal safety communication. Accordingly, this study aimed to fill this need by developing an instrument to assess the communication performance of construction workers. Four stages of scale development were described: construct formation, item generation, factor extraction through the exploratory factor analysis, and (...) scale assessment through the confirmatory factor analysis. Using questionnaire data drawn from construction workers in China, the CWISC was verified to be a three-dimensional construct including citizenship safety communication, self-needed safety communication, and participatory safety communication. The corresponding CWISC scale with 12 items was shown to have acceptable internal consistency reliability, as well as content, convergent, and discriminant validity. The CWISC scale could serve as an instrument to assess and identify the weaknesses in informal safety communication performance of construction workers. In turn, this information could help supervisors implement appropriate management practices to those workers to enhance workplace informal safety communication. Related studies taking a multidimensional CWISC into account were expected to be carried out. (shrink)

Recent studies have problematized on the lack of agreement between self-reported and proxied data in the field of road safety-related behaviors. Overall, and although these studies are still scarce, most of them suggest that the way we perceive our own road behavior is systematically different from the perspective from which we perceive others' behavior, and vice versa. The aim of this review paper was to target the number and type of studies that have researched the behavioral perceptions of different (...) groups of road users, contrasting self-reported behavioral data with those reported by other users, and their outcomes. This systematic review followed the PRISMA methodology, which allows for the identification of relevant articles based on the research term. A total number of 222 indexed articles were filtered, and a final selection of 19 articles directly addressing the issue was obtained. Search strategies were developed and conducted in MEDLINE, WOS, Scopus and APA databases. It is remarkable how road users perceive themselves as behaviorally “safer” than the rest of road users in what concerns the knowledge of traffic norms and their on-road performance. In addition, and regardless of the type of user used as a source, self-reported data suggest their perceived likelihood to suffer a traffic crash is lesser if compared to any other user. On the other hand, proxied reports tend to undervalue third users' performance, and to perceive riskier behaviors and crash-related risks among them. The outputs of this systematic review support the idea that the perception of road users' behavior and its related risks substantially differ according to the source. It is also necessary to increase the number, coverage and rigor of studies on this matter, perhaps through complementary and mixed measures, in order to properly understand and face the bias on road users' risk-related behaviors. (shrink)

We make many decisions in our livesand we weigh the benefits against thedrawbacks. Our decisions are based on whatbenefits are most important to us and whatdrawbacks we are willing to accept. Decisionsabout what we eat are made in the same way; butwhen it comes to safety, our decisions areusually made more carefully. Food containsnatural chemicals and it can come into contactwith many natural and artificial substancesduring harvest, production, processing, andpreparation. They include microorganisms,chemicals, either naturally present or producedby cooking, environmental (...) contaminants, andpesticides. Since the chance of being harmed bythese potential hazards is called risk, riskanalysis might be better termed as the scienceof safety, because risk management is anessential part of it. It would, however, bedifficult and shortsighted to maintain thatquestions about risk and safety can have nomoral dimension. Risk and safety become mattersof moral concern when they raise furtherquestions about responsibility, accountability,and justifiability. The question of risk cannotbe ignored in any ethical investigation ofgenetic engineering, novel foods, animalwelfare, and individual choices. However, foodis more than metabolic fuel. It hasphysiological, psychological, social, cultural,and aesthetic associations that merge to form agestalt that people endanger and maintain. Thecontribution of any food towards anindividual's well being is as complex as theindividual himself. In this context, thebenefits of consuming food that containshazards may outweigh the risk. (shrink)

Evolutionary game theory and public goods games offer an important framework to understand cooperation during pandemics. From this perspective, the COVID-19 situation can be conceptualized as a dilemma where people who neglect safety precautions act as free riders, because they get to enjoy the benefits of decreased health risk from others’ compliance with policies despite not contributing to or even undermining public safety themselves. At the same time, humans appear to carry a suite of evolved psychological mechanisms (...) aimed at curbing free riding in order to ensure the continued provision of public goods, which can be leveraged to develop more effective measures to promote compliance with regulations. We also highlight factors beyond free riding that reduce compliance rates, such as the emergence of conspiratorial thinking, which seriously undermine the effectiveness of measures to suppress free riding. Together, the current paper outlines the social dynamics that occur in public goods dilemmas involving the spread of infectious disease, highlights the utility and limits of evolutionary game-theoretic approaches for COVID-19 management, and suggests novel directions based on emerging challenges to cooperation. (shrink)

Coronavirus disease 2019 pandemic is continuing to have severe effects on tourism-related industries, as safety precautions have become essential to follow. Based on this, this study aims to explore the role of perceptions of the tourist of safety in tourism destination choice with the mediating effect of tourist trust in the context of the Chinese tourism sector. In addition, this study considers improvements to safety measures for sustainable tourism and the benefits of the technology transformation in the (...) travel industry because of COVID-19. For this study, a quantitative approach was used, and data were collected through convenient sampling. The questionnaire was measured on a 5-point Likert scale, and a cross-sectional approach was adopted for data analysis. The findings of this study show that the effect of the perceived safety of the social environment, perceived safety of facility and equipment elements, perceived safety of human elements, perceived safety of management elements, and perceived safety of natural environments is significant and positive on the tourist destination choice. In addition, TT is a significant mediator between these elements and TDC. Furthermore, this study concluded that COVID-19 had increased travel anxiety, with particularly negative effects on the Chinese tourism sector, but that the adoption of perceived safety measures could be beneficial in regaining TT for traveling, eventually giving tourists confidence in choosing their traveling destination. (shrink)