Psychological safety serves as mediator between person-group fit and voice behaviour

Why Am I Willing to Speak Up? The Impact of Spiritual Leadership on Employee Voice Behavior

“…Because voice behavior may cause high personal costs for employees, leading them to fear speaking out (Li et al, 2014), scholars generally believe that the key to promoting voice is to guide employees to perceive safety. Additionally, existing research has found that psychological safety is an important mediator variable predicting voice behavior (Walumbwa and Schaubroeck, 2009; Liang et al, 2012; Cheng et al, 2013; Hu et al, 2018); thus, we included psychological safety as a control variable. In addition to psychological factors, the relationship between leaders and employees is a crucial factor predicting voice behavior (Van Dyne et al, 2008).…”

Are you satisfied when your job fits? The perspective of career management

“…Relevant studies have demonstrated that employees' work behavior is affected by their subjective feelings (Egan et al, 2019) and cognitive factors. These emotional and cognitive feelings are also influenced by the fit between individuals and their environment (Cheng et al, 2013). Furthermore, according to the social cognitive theory, self-efficacy plays a central role in the exercise of personal agency (Bandura, 2001).…”

Investigating the relationship between person–environment fit and safety behavior: A social cognition perspective

“…When individuals perceive that their behavior may invite negative reactions from others, they may choose not to engage in that behavior. However, when individuals believe that their safety is guaranteed, and they have a sense of psychological safety, they may interact more with the environment or others (Singh, Winkel, & Selvarajan, 2013;Hu, Zhu, et al, 2018), engaging in high-aspiration or extrarole behavior (Cheng et al, 2013), both of which are consistent with the requirements of safety behavior. When employees' psychological safety is high, and their enterprise emphasizes safety, they will abide by the appropriate safety rules and regulations.…”

“…In other words, when the support of the environment is consistent with employees' needs, their motivation and engagement at work can be stimulated (Lv & Xu, 2018). P-E fit also has a positive impact on employees' innovation behavior (Afsar, Badir, & Khan, 2015), voice behavior (Cheng et al, 2013), organizational citizenship behavior (Cheng et al, 2013) and other desirable behaviors. Thus, P-E fit is consistently recognized as an important factor in improving employees' behavior (e.g., safety behavior) and organizational performance (e.g., safety performance; Edwards, 2008).…”

“…Existing research has tended to focus on external factors such as organizational support or other work-related factors (Warr & Inceoglu, 2012) when exploring the mediating mechanisms of P-E fit on employees' behavior, while paying less attention to individuals' subjective cognitive factors. Relevant studies have shown that employees' work behavior is affected by their subjective cognitive feelings (Egan, Zigarmi, & Richardson, 2019), and these subjective cognitive feelings are also influenced by the fit between individuals and their environment (Cheng et al, 2013). Psychological safety, for example, is an individual's belief and perception of safety in the face of a risky environment (Edmondson, 1999).…”