Learning Goal Orientation and Creativity: Role of Psychological Safety

Chiu, Wei-Chi; Leung, H; Kong, Kar Yu Phoebe; Lee, C

doi:10.1037/e518362013-743

Cited by 3 publications

(3 citation statements)

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“…Finally, learning orientation is a stable dispositional construct that is characterized by a focus on increasing competence and developing new skills (Dweck, ). Those with a learning orientation view making mistakes as a necessary and important part of their self‐development, and indeed, this dispositional construct has been shown to positively affect psychological safety at both the individual (Chiu, Leung, Kong, & Lee, ) and group levels (Wilkens & London, ). To summarize, we put forth the following hypothesis: Hypothesis 1 :Psychological safety is positively related to (a) proactive personality, (b) emotional stability, (c) openness to experience, and (d) learning orientation. …”

Section: The Nomological Network Of Psychological Safetymentioning

confidence: 99%

Psychological Safety: A Meta‐Analytic Review and Extension

Frazier

Fainshmidt

Klinger

et al. 2016

Personnel Psychology

565

553

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Although psychological safety research has flourished in recent years, and despite the empirical support for the important role of psychological safety in the workplace, several critical questions remain. In order to address these questions, we aggregate theoretical and empirical works, and draw on 136 independent samples representing over 22,000 individuals and nearly 5,000 groups, to conduct a comprehensive meta‐analysis on the antecedents and outcomes of psychological safety. We not only present the nomological network of psychological safety but also extend this research in 4 important ways. First, we compare effect sizes to determine the relative effectiveness of antecedents to psychological safety. Second, we examine the extent to which psychological safety influences both task performance and organizational citizenship behaviors over and beyond related concepts such as positive leader relations and work engagement. Third, we examine whether research design characteristics and national culture alter validities within the nomological network, thus promoting a more accurate and contextualized understanding of psychological safety. Finally, we test the homology assumption by comparing the effect sizes of the antecedents and outcomes of psychological safety across individual and group levels of analysis. We conclude with a discussion of the areas in need of future examination.

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Section: The Nomological Network Of Psychological Safetymentioning

confidence: 99%

Psychological Safety: A Meta‐Analytic Review and Extension

Frazier

Fainshmidt

Klinger

et al. 2016

Personnel Psychology

565

553

View full text Add to dashboard Cite

show abstract

“…Third, our findings contribute to the psychological safety literature by identifying OTE as a specific grouplevel antecedent of team psychological safety. While existing studies have identified trait-based predictors of psychological safety, such as proactive personality and learning orientation (Chan, 2006;Chiu et al, 2011;Detert & Burris, 2007), to our knowledge, none have examined OTE specifically, despite the intuitive association with psychological safety. Furthermore, the existing literature often treats team psychological safety as a climate-like moderator (Newman et al, 2017) in examining the antecedents of team performance, learning, and creativity (for exceptions, see Harvey et al, 2019;Tu et al, 2019).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Being open, feeling safe and getting creative: The role of team mean openness to experience in the emergence of team psychological safety and team creativity

Sacramento,

Lyubovnikova,

Martinaityte

et al. 2023

J of Product Innov Manag

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Although the effects of openness to experience (OTE) on individual creativity are well‐established, research on how such effects unfold in a team context is scarce. Drawing on theories of group norms and uncertainty reduction, we argue that team mean OTE leads to a climate of team psychological safety which, in turn, facilitates team creativity. We test our hypothesis over three independent studies, the first comprising 35 business student project teams, the second based on 28 professional teams from the automotive industry, both conducted in the United Kingdom, and the third comprising 24 healthcare teams in Portugal. As predicted, across all three studies, team mean OTE was positively associated with team creativity via the affective emergent state of team psychological safety. Furthermore, the mediating role of team psychological safety remained significant even when accounting for team OTE variance, alternative motivational and cognitive emergent states, namely team promotion focus (studies 1 and 2) and team exploration climate (study 3), as well as empowering leadership (study 3). Finally, in study 3, we examined the differential impact of the two major facets of OTE, intellect, and openness, and found that intellect, but not openness, was responsible for driving the indirect effects. Further analysis did not support alternative perspectives concerning team OTE variance or the interaction between mean and variance. Our findings not only contribute to theoretical understanding regarding the relationship between team personality composition, specifically OTE, and team creativity but also provide much‐needed insight into how such effects unfold. We delineate several practical implications for team design and development.

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“… Kahn (1990) found that individuals were more likely to personally engage in situations when psychological safety was high. Additionally, individuals who have a learning orientation, which is similar to the concept of growth mindset included in the PERMA+4 model, exhibit a positive association with feelings of psychological safety ( Chiu et al, 2011 ).…”

Section: Introductionmentioning

confidence: 99%

Measuring PERMA+4: validation of the German version of the Positive Functioning at Work Scale

Lorenz,

Ho,

Beyer

et al. 2023

Front. Psychol.

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This study investigates the association between the PERMA+4 model and psychological safety, while also examining the validation of the Positive Functioning at Work (PFW) scale in a German-speaking population. The study discovered strong association between PERMA+4 and psychological safety, which raises important questions and potential concerns regarding the jangle fallacy. Similar to the PERMA model, PERMA+4 should be considered a framework for attaining psychological safety. The German version of the PFW scale demonstrated satisfactory fit with the model, indicating its factorial validity. To gain insights into promoting workplace wellbeing, it is recommended to conduct longitudinal studies to determine whether psychological safety is a cause or result of PERMA+4. This study enhances our understanding of workplace wellbeing and emphasizes the association between PERMA+4 and psychological safety.

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Learning Goal Orientation and Creativity: Role of Psychological Safety

Cited by 3 publications

References 0 publications

Psychological Safety: A Meta‐Analytic Review and Extension

Psychological Safety: A Meta‐Analytic Review and Extension

Being open, feeling safe and getting creative: The role of team mean openness to experience in the emergence of team psychological safety and team creativity

Measuring PERMA+4: validation of the German version of the Positive Functioning at Work Scale

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