Exploring the relationship between personal and work characteristics of project managers and psychological safety in virtual teams

Dzandu, Michael Dzigbordi; Theophilus, Ineala; Issa, Dania

doi:10.1016/j.procs.2023.01.509

Cited by 3 publications

(1 citation statement)

References 26 publications

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“…Early work looked specifically at 'psychological climates', which referred to the shared perceptions and attitudes of employees about organizational values, norms, and the overall work atmosphere (Brown and Leigh 1996). The concept of a 'Psychological Safety climate' (PSC) refers to the extent to which employees perceive their work environment as psychologically and socially supportive and safe (Bond et al 2010), and this extends to flexible work arrangements, such as hybrid work and virtual teams (Barton 2021;Dzandu et al 2023;Juutinen et al 2023;Lee 2021;Parkin et al 2022;Radu et al 2023;Sjöblom et al 2022). A positive PSC indicates that the organization prioritizes employees' well-being, fosters a healthy work environment, and is associated with positive work cultures (Dollard et al 2017) and ethical cultures of trust (Ferrère et al 2022).…”

Section: Psychological Safetymentioning

confidence: 99%

Happiness Is ‘Being Yourself’: Psychological Safety and Fun in Hybrid Work

Plester,

Lloyd

2023

Administrative Sciences

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Our long-term research project is concerned with fun and humour at work and the impacts on employee happiness and well-being. In this study, we explore the relationship between workplace fun and psychological safety and their implications for a positive work context. Our research problem investigates two key questions: How do the experiences of psychological safety and fun at work intersect in hybrid work conditions? What are the implications for positive workplace relations? We present qualitative empirical data from our in-depth, ethnographic engagement in two corporate companies. Both companies recently transitioned to hybrid work modes, providing a relevant and contemporary context for our study. Our findings are generated from our structured, thematic analysis, eliciting themes of risk during transitions, unsafe fun, safety to be yourself, and leadership implications. These themes are discussed in relation to the extant literature, and we extend both fun and psychological safety theory by identifying a circular relationship between both constructs specifically related to the modern form of hybrid work. Implications are identified along with the potential for future research.

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Section: Psychological Safetymentioning

confidence: 99%

Happiness Is ‘Being Yourself’: Psychological Safety and Fun in Hybrid Work

Plester,

Lloyd

2023

Administrative Sciences

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Application of Dynamic Path Recommendation Algorithm in Urban Intelligent Transportation Technology

Zhou,

Chen

2024

2024 3rd International Conference for Innovation in Technology (INOCON)

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The role of autonomy in defining the working model on perceived psychological safety

Guimarães,

Fialho,

Moliner

et al. 2023

Preprint

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According to Baert et al. (2020), the potential impacts of teleworking arrangements may include difficulty in career progression and decreased interactions with employers and colleagues. Atkinson (2022) discusses the risks and effects associated with remote work, emphasizing whether it is forced or adopted by choice. This way, it is important to ensure that teleworking is aligned with internal environments, such as well-being and psychological safety. Psychological safety is defined by Edmondson (1999) as “a shared belief held by members of a team that the team is safe for interpersonal risk-taking”. This study aimed to analyze how the interaction between teleworking arrangements and autonomy on perceived psychological safety can be a key element for organizations. The methodology consisted of quantitative data collected through a questionnaire answered by 506 workers. The variables considered in this study are the type of working model (in-person, remote, and hybrid), the level of individual autonomy in defining the working model, and psychological safety. Results showed that the higher the level of virtuality the higher the level of psychological safety. Moreover, in the case of remote and hybrid work, psychological safety was higher when the organizations decided to adopt these working models than when it was decided voluntarily by the employees. This research suggests that remote working models may have a positive influence on the perceived psychological safety of organizations, especially when organizations commit to the remote working model. We conclude by discussing the consequences of this study, including its limitations and possibilities for further research.

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Exploring the relationship between personal and work characteristics of project managers and psychological safety in virtual teams

Cited by 3 publications

References 26 publications

Happiness Is ‘Being Yourself’: Psychological Safety and Fun in Hybrid Work

Happiness Is ‘Being Yourself’: Psychological Safety and Fun in Hybrid Work

Application of Dynamic Path Recommendation Algorithm in Urban Intelligent Transportation Technology

The role of autonomy in defining the working model on perceived psychological safety

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