The current study examines the relationship between existential anxiety (EA), personality traits, and therapy preference in a sample of young adults. EA is thought to be universal human experience, yet no published research has been conducted on whether certain personality traits predict higher levels of EA. Males and females ( N = 69) aged 18 to 25 years completed several self-report measures, including a measure of EA, five-factor personality traits, and therapy preference (insight- vs. action-oriented). Pearson correlation coefficients and linear regression analyses were conducted to determine the relationship among the constructs of interest. Results indicate a significant positive correlation between Neuroticism as measured by the NEO-Five Factor Inventory and EA. The Neuroticism N4 Self-Consciousness subscale showed the strongest association with EA. There was no relationship between therapy preference and EA. The results suggest that individuals with personality types characterized by elevated levels of shyness, guilt, and inferiority may be more likely to experience elevated EA. Experiencing higher levels of EA does not seem to affect therapy preference. These findings have important implications for clinicians treating young adults who present with internalizing symptoms.
While psychological safety has been shown to be a consistent, generalizable, and multilevel predictor of outcomes in team performance across fields that can positively impact the creative process, there has been limited investigations of psychological safety in the engineering domain. Without this knowledge we do not know if or when fostering psychological safety in a team environment is most important. This study provides one of the first attempts at answering these questions through an empirical study with 69 engineering design student teams over the course of 4- and 8-week design projects. Specifically, we sought to identify the role of psychological safety on the number and quality (judged by goodness) of ideas generated. In addition, we explored the role of psychological safety on ownership bias and goodness in the concept screening process. The results of the study identified that while psychological safety was negatively related to the number of ideas a team developed, it was positively related to the quality (goodness) of the ideas developed. This result indicates that while psychological safety may not increase team productivity in terms of the number of ideas produced, it may impact team effectiveness in coming up with viable candidate ideas to move forward in the design process. In addition, there was no relationship between psychological safety and ownership bias during concept screening. These findings provide quantitative evidence on the role of psychological safety on engineering team idea production and identify areas for further study.
Improving team interactions in engineering to model gender inclusivity has been at the forefront of many initiatives in both academia and industry. However, there has been limited evidence on the impact of gender-diverse teams on psychological safety. This is important because psychological safety has been shown to be a key facet for the development of innovative ideas, and has also been shown to be a cornerstone of effective teamwork. But how does the gender diversity of a team impact the development of psychological safety? The current study was developed to explore just this through an empirical study with 38 engineering design student teams over the course of an 8-week design project. These teams were designed to be half heterogeneous (either half-male and half-female, or majority male) or other half homogeneous (all male). We captured psychological safety at five time points between the homogenous and heterogenous teams and also explored individual dichotomous (peer-review) ratings of psychological safety at the end of the project. Results indicated that there was no difference in psychological safety between gender homogenous and heterogenous teams. However, females perceived themselves as more psychologically safe with other female team members compared to their ratings of male team members. Females also perceived themselves to be less psychologically safe with male team members compared to male ratings of female team members, indicating a discrepancy in perceptions between genders. These results point to the need to further explore the role of minoritized groups in psychological safety research and to explore how this effect presents itself (or is covered up) at the team level.
Psychological safety has been shown to be a consistent, generalizable, and multilevel predictor of outcomes in performance and learning across fields. While work in this field has suggested that psychological safety can impact the creative process, particularly in the generation of ideas and in the discussions surrounding idea development, there has been limited investigations of psychological safety in the engineering domain. Without this knowledge we do not know when fostering psychological safety in a team environment is most important. This study provides the first attempt at answering this question through an empirical study with 53 engineering design student teams over the course of a 4- and 8-week design project. Specifically, we sought to identify the role of psychological safety on the number and quality (judged by goodness) of ideas generated. In addition, we explored the role of psychological safety on ownership bias and goodness in the concept screening process. The results of the study identified that while psychological safety was not related to the number of ideas a team developed, it was positively related to the quality (goodness) of the ideas developed. In addition, while no relationship was found between psychological safety and ownership bias during concept screening, the results showed that teams with high psychological safety selected a higher percentage of their team members ideas.
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