The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth

Nguyen, Nhan T.

doi:10.1108/tlo-04-2021-266

Cited by 187 publications

(383 citation statements)

References 3 publications

Supporting

Mentioning

325

Contrasting

Unclassified

Order By: Relevance

“…For example, research on psychological safety in Intensive Care Unit rounding teams finds that inclusive leader behaviors by attending physicians are associated with team members (e.g., nurses, respiratory therapists, clinical pharmacists, physician trainees) feeling more comfortable discussing problems (Diabes et al, 2021). This work, along with other related research on psychological safety (Edmondson, 2018), emphasizes the importance of leadership, among other factors, for encouraging honest disclosure in teams and organizations. Our systematic review of the honesty literature identified surprisingly few papers investigating how leadership behaviors or organizational culture influence honesty, which suggests opportunities for future work to integrate insights from the psychological safety, voice, and silence literatures to identify the individual and organizational factors that make people more (versus less) willing to truthfully and candidly disclose information and opinions.…”

Section: Voice Silence and Psychological Safetymentioning

confidence: 88%

Honest Behavior: Truth-Seeking, Belief-Speaking, and Fostering Understanding of the Truth in Others

Cooper

Cohen

Huppert

et al. 2023

ANNALS

View full text Add to dashboard Cite

While people across the world value honesty, it is undeniable that it can sometimes pay to be dishonest. This tension leads people to engage in complex behaviors that stretch the boundaries of honesty. Such behaviors include strategically avoiding information, dodging questions, omitting information, and making true but misleading statements. Though not lies per se, these are nonetheless deviations from honesty that have serious interpersonal, organizational, and societal costs. Based on a systematic review of 169 empirical research articles in the fields of management, organizational behavior, applied psychology, and business ethics, we develop a new multidimensional framework of honesty that highlights how honesty encompasses more than the absence of lies-it has relational elements (e.g., fostering an accurate understanding in others through what we disclose and how we communicate) and intellectual elements (e.g., evaluating information for accuracy, searching for accurate information, and updating our beliefs accordingly). By acknowledging that honesty is not limited to the moment when a person utters a clear lie or a full truth, and that there are multiple stages to enacting honesty, we emphasize the shared responsibility that all parties involved in communication have for seeking out and communicating truthful information.broader context in which honest communications take place to understand how honest communications are received by targets Rogers & Norton, 2011), as well as the direct implications for targets' subsequent personal and professional well-being (Allan, 2015;VanEpps & Hart, 2022).We propose that honesty is a dyadic process that starts before the communication act with the development and validation of the beliefs the communicator intends to share or withhold.Following belief formation, individuals must decide, not only how truthfully to communicate, but also how much information to disclose and how to deliver this information to the target. We deviate from other conceptualizations of honesty in that we argue that a completely honest communication act requires the accurate statement of one's beliefs and the tailoring of one's statements to the intended target to foster understanding of the truth. The honesty process continues after the initial communication with elaboration, verification, and correction of the recipient's understanding of the message. Therefore, to understand honesty, researchers must consider all stages of this dyadic process, from belief formation to recipient understanding. A SYSTEMATIC REVIEW OF HONESTY RESEARCHWe completed an integrative systematic review of empirical research on honesty in the fields of management, organizational behavior, applied psychology, and business ethics. To arrive at a comprehensive collection of peer-reviewed empirical articles to review, we followed a multi-stage process consisting of: (1) article selection, (2) quality assessment (i.e., inclusion/exclusion of articles based on specific criteria), (3) data extraction (i.e., coding), (4) synthesi...

show abstract

Section: Voice Silence and Psychological Safetymentioning

confidence: 88%

Honest Behavior: Truth-Seeking, Belief-Speaking, and Fostering Understanding of the Truth in Others

Cooper

Cohen

Huppert

et al. 2023

ANNALS

View full text Add to dashboard Cite

show abstract

“…Pavyzdžiui, jei organizacijoje planuojamas pokytis, tai svarbu su darbuotojais aptarti jo prasmę ir galimas pasekmes, diskutuoti apie pokyčio įgyvendinimo būdus ir terminus, atverti mokytojui galimybę turėti erdvės ir laiko pritaikyti konkrečius sprendimus savo praktikoje. Ženklai, kurie rodo darbuotojo psichologinį saugumą, yra nebijojimas siūlyti savo idėjas, kalbėti apie nesėkmes ar prašyti pagalbos, drąsa nepritarti vadovo nuomonei (Edmindson, 2019).…”

Section: Rezultatų Aptarimasunclassified

The Importance of the School Functioning as an Organization and Teachers’ Work-Related Well-Being for Teachers’ Organizational Commitment

Bukšnytė-Marmienė

Brandišauskienė²,

Česnavičienė³

et al. 2023

PSY

View full text Add to dashboard Cite

The successful functioning of any organization depends on one of the most important factors – employees’ organizational commitment. As the modern education system strives to establish the school as an effective organization, it is important to investigate what psychological factors are associated with greater teachers’ organizational commitment. The aim of this study was to determine the implications of the school functioning as an organization and teachers’ wok related well-being for teachers’ organizational commitment. In this study participated 292 teachers. The factors of the school functioning were measured by the Organisational Diagnosis Questionnaire (Preziosi, 1980). Teachers’ work-related well-being was analysed as a continuum of job satisfaction and job insecurity. One of the subscales of the Michigan Organizational Assessment Questionnaire (Cammann et al., 1975) was used to measure job satisfaction. Job insecurity was measured with the Job Insecurity Scale (De Witte, 2000). Teachers’ organizational commitment was measured by the Organisational Commitment Scale (Balfour & Wechsler, 1996). The correlation analysis of the variables revealed that all the factors of the organizational functioning have statistically significant strong positive relationships. It was found that teachers’ work-related well-being is related to the school functioning factors. Teachers’ organizational commitment is related to both teachers’ work-related well-being and organizational functioning factors. A multivariate linear regression analysis found that 35.2 % of teachers’ organizational commitment was predicted by their job satisfaction, relationships, principals’ leadership and teachers’ perceived job insecurity.

show abstract

“…Therefore, managers can put a strategy that elevates the psychological safety climate and catalyzes interaction between individuals to form relationships among themselves. Safety is an enabling factor for employee performance in organizations (Edmondson, 2018). The organizational context of psychological safety plays a significant role in the innovative behavior of employees.…”

Section: Managerial and Practical Implicationsmentioning

confidence: 99%

Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety

Durrah

2022

Curr Psychol

View full text Add to dashboard Cite

Employees spend a huge time of their lives at work. As a result, friendships are often formed between individuals in the workplace. Workplace friendship is a fundamental value of human nature. Forming friendships in the workplace is vital to increase satisfaction and engagement at work. The present study proposes and tests a theoretical framework to explore the workplace friendship mechanisms and their impact on the innovative behavior of employees in the Omani service sector, and to clarify the mediating role of psychological safety. The data was gathered from the employees of private service sector in Oman. An online questionnaire form was distributed to the participants and 405 valid questionnaires were analyzed by SmartPLS software using structural equation modeling. The results indicated that workplace friendship aspects namely, friendship opportunity and friendship prevalence positively affected innovative behavior. Furthermore, friendship prevalence was positively correlated in relation to psychological safety. However, psychological safety did not have a mediating role between workplace friendship and innovative behavior. The findings are meaningful for the academic research and also give some practical suggestions for managers from a new viewpoint for the evaluation of workplace friendship in the context of the service sector, in order to achieve psychological safety, and to promote the innovative behavior of employees in this sector.

show abstract

The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth

Cited by 187 publications

References 3 publications

Honest Behavior: Truth-Seeking, Belief-Speaking, and Fostering Understanding of the Truth in Others

Honest Behavior: Truth-Seeking, Belief-Speaking, and Fostering Understanding of the Truth in Others

The Importance of the School Functioning as an Organization and Teachers’ Work-Related Well-Being for Teachers’ Organizational Commitment

Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety

Contact Info

Product

Resources

About