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

Abstract

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.