Insight into opportunities for process improvement provides a competitive advantage through increases in organizational effectiveness and innovation As a result, it is important to understand the conditions under which employees are willing to communicate this information. This study examined the relationship between trust and psychological safety on the willingness to report errors in a medical setting. Trust and psychological safety were measured at the team and leader level. In addition, the moderating effect of a learning orientation climate at three levels of the organization (i.e., team members, team leaders, organizational) was examined on the relationship between trust and psychological safety on willingness to report errors. Traditional surveys and social network analysis were employed to test the research hypotheses. Findings indicate that team trust, when examined using traditional surveys, is not significantly associated with informally reporting errors. However, when the social networks within the team were examined, evidence that team trust is associated with informally discussing errors was found. Results also indicate that trust in leadership is associated with informally discussing errors, especially severe errors. These findings were supported and expanded to include a willingness to report all severity of errors when social network data was explored. Psychological safety, whether within the team or fostered by leadership, was not found to be associated with a willingness to informally report errors. Finally, learning orientation was not found to be a moderating variable between trust and psychological safety on a willingness to report errors. Instead, organizational learning orientation was found to have a main effect on formally reporting errors to risk management and documenting errors in patient charts. Theoretical and practical implications of the study are offered.

В условиях цифровой трансформации и внедрения новых технологий, разные слои общества, поколения, профессиональные группы все чаще сталкиваются с информационно-психологическим воздействием различного рода угроз. С одной стороны, стоит необходимость активизации процессов цифровизации, которые позволяют сократить сроки выполнения работы, повысить производительность труда и сократить рутинность многих операций. С другой стороны, проявился и ряд проблем, связанных с технической неготовностью персонала к внедрению новых тенденций, повышением напряженности в обществе из-за угрозы сокращения рабочих мест, страхом и внутренней неуверенностью сотрудников. На этом фоне встал вопрос касаемо поддержания психологической безопасности для сохранения оптимальной жизнедеятельности и успешного выполнения профессиональной деятельности персонала. / In the context of digital transformation and the introduction of new technologies, different segments of society, generations, professional groups are increasingly faced with the information and psychological impact of various kinds of threats. On the one hand, there is a need to intensify digitalization processes, which can reduce the time for completing work, increase labor productivity and reduce the routine of many operations. On the other hand, a number of problems appeared related to the technical unpreparedness of the staff to introduce new trends, increased tension in society due to the threat of job cuts, fear and internal uncertainty of employees. Against this background, the question arose regarding the maintenance of psychological safety in order to maintain optimal life activity and the successful implementation of the professional activities of the staff.

This study aimed to examine the links between psychological safety and Intrinsic (autonomous motivation) and Extrinsic (controlled motivation) motivation in youth sport team athletes, and second to examine gender differences in psychological safety, Intrinsic and Extrinsic motivation. A cross sectional survey study was conducted with 133 participants (93 males and 39 females) from various sports including football, ice-hockey, basketball, and handball. The participants were at national and regional levels in Sweden, aged varied from 16-19 years. Regression analysis revealed that approximately 7.6% of the variability of Extrinsic motivation can be explained by levels of psychological safety. Independent t-test indicated that female athletes scored higher on psychological safety, but no gender differences were found in types of motivation. This implies that female athletes may feel safer and more supported in their team sports environment. The results of this study are discussed and highlight the importance for coaches and leaders to prioritize creating a positive team cohesion that promotes psychological safety among team members. Further research could explore other potential factors affecting motivation, and further clarify the role gender might play. / Denna studie syftade till att först och främst undersöka sambandet mellan psykologisk säkerhet och olika typer av motivation; inre (autonom motivation) och yttre (kontrollerad motivation) inom idrott, hos ungdomslag. För det andra syftade studien till att undersöka könsskillnader i Psykologisk säkerhet, inre- och yttre motivation. En tvärsnittsstudie genomfördes med 113 deltagare (93 män och 39 kvinnor) som bestod av fotbollsspelare, ishockeyspelare, basketspelare samt handbollsspelare, på nationell samt regional nivå i Sverige, i åldrarna 16–19. Regressionsanalysen visade att ungefär 7,6% av variabiliteten i yttre motivation kan förklaras av nivåer av psykologisk säkerhet. Ett oberoende t-test indikerade att kvinnliga idrottare hade högre nivåer av Psykologisk säkerhet, inga könsskillnader hittades för olika typer av motivation. Detta antyder att kvinnliga idrottare känner sig tryggare och stöttade i sin lagidrott. Resultaten från denna studie är diskuterade och poängterar vikten av att som tränare och ledare prioritera att skapa en positiv lagkänsla som främjar psykologisk säkerhet bland medlemmarna. Vidare forskning kan utforska andra potentiella faktorer som påverkar motivationen samt tydligare klargöra vilken roll genus kan spela.

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Syftet med denna studie är att undersöka hur bibliotekarier upplever tryggheten på sin arbetsplats och hur eventuell otrygghet kan påverka dem. Det är en kvalitativ intervjustudie bestående av semistrukturerade intervjuer för att komma så nära bibliotekariernas personliga erfarenhet som möjligt. Intervjuerna analyseras sedan tematiskt med grund i teorier om imagined victimisation och psykologisk trygghet. Studien visar att bibliotekarierna känner sig trygga, men att det ibland sker händelser som gör dem osäkra och otrygga. Det upptäcks också att det finns viss osäkerhet kring handlingsplaner och vilka åtgärder som kan vidtas vid otrygga händelser.

Team psychological safety fosters interpersonal risk-taking and constructive debate. Yet, how psychological safety develops in diverse teams needs to be explained. I apply collective regulatory lenses to shed light on how collective prevention focus (status quo) and collective promotion focus (growth) uniquely affect team psychological safety. I believe promotion focus makes it easier to attain psychological safety, while prevention focus makes it harder. Under a collective promotion lens, teams seek growth. Under a collective prevention lens, teams desire protection and not making things any worse. A pilot study of 76 students in 17 student project teams provided initial support for individual relationships in my model. In Study 2, an experiment, I manipulated team regulatory foci in three tasks (building towers, selling a house, negotiating a salary). I did not find significant mean group differences in psychological safety between promotion (n = 17) and prevention (n = 15) teams; yet, promotion teams experienced greater team viability in the final activity. In Study 3, I employed an experimental vignette method that suggested leadership conditions (e.g., leader humility vs transactional leadership) created differences in regulatory foci and subsequent differences in psychological safety with 343 working professionals in 7 scenarios.

SAMMANFATTNING   Titel: Från koncept till verklighet: Översättning av psykologisk trygghet   Nivå: Examensarbete på grundnivå (kandidatexamen) i ämnet företagsekonomi   Författare: Hannes Gäreskog och Emmy Karlsson Riekki   Handledare: Emilia Kvarnström   Datum: 2024 - maj   Syfte: Syftet med denna uppsats är att undersöka hur psykologisk trygghet översatts på Furuviksparken utifrån Røviks (2000) fyra sätt att översätta på.    Metod: Studien tillämpade en kvalitativ forskningsansats där det empiriska materialet samlades in via semistrukturerade intervjuer med tio ledare från Furuviksparken. Det insamlade datamaterialet behandlades med hjälp av tematisk analys för att således kunna identifiera teman och mönster i respondenternas svar. Studiens resultat har sedan analyserats mot den teoretiska referensramen och därefter har slutsatser fastslagits.    Resultat och slutsats: Denna studie har kommit fram till att Furuviksparken har översatt konceptet psykologisk trygghet på två av Røviks (2000) fyra sätt att översätta på. Dessa är konkretisering och omsmältning. Konkretiseringen har skett då Furuviksparken har tolkat konceptet psykologisk trygghet och gjort om detta generella recept till mer konkret applicerbara aktiviteter. Omsmältningen har skett då Furuviksparken har implementerat TEAL i samband med psykologisk trygghet. Dessa två recept har alltså smält samman och är svåra att urskilja från varandra.   Examensarbetets bidrag: Denna studie bidrar till en ökad förståelse för hur ledare kan arbeta med psykologisk trygghet på arbetsplatsen och ger insikter för praktisk tillämpning inom organisationsutveckling och personalhantering. Olika konkretiseringar av arbetet med psykologisk trygghet illustreras. Studien visar också hur psykologisk trygghet kan integreras med andra organisationsteorier, såsom TEAL.   Förslag till fortsatt forskning: Syftet med denna studie är att undersöka hur demografiska aspekter påverkar införandet av psykologisk trygghet i en grupp eller organisation. / ABSTRACT   Title: From concept to reality:  the translation of psychological safety   Level: Bachelor's Thesis in Business Administration   Author: Hannes Gäreskog and Emmy Karlsson Riekki   Supervisor: Emilia Kvarnström   Date: 2024 - may   Aim: The purpose of this study is to investigate how psychological safety has been translated at Furuviksparken based on Røvik's (2000) four translation strategies.   Method: The study employed a qualitative research approach, collecting empirical data through semi-structured interviews with ten leaders from Furuviksparken. The collected data were analyzed using thematic analysis to identify themes and patterns in the respondents' answers. The results of the study were then compared against the theoretical framework, and conclusions were subsequently drawn.   Results and conclusions: This study has concluded that Furuviksparken has translated the concept of psychological safety using two of Røvik's (2000) four translation strategies: concretization and fusion. "The concretization occurred when Furuviksparken interpreted the concept of psychological safety and transformed this general formula into more concretely applicable activities. The fusion took place when Furuviksparken implemented TEAL in connection with psychological safety. These two approaches have thus merged and are difficult to distinguish from each other."   Contribution of the thesis: This study contributes to a deeper understanding of how leaders can foster psychological safety in the workplace and provides insights for practical application in organizational development and human resource management. Various methods for concretizing the work with psychological safety are illustrated. The study also demonstrates how psychological safety can be integrated with other organizational theories, such as TEAL.   Suggestions for future research: The purpose of this study is to investigate how demographic aspects influence the implementation of psychological safety in a group or organization.

[pt] O estudo investiga como a segurança psicológica dos colaboradores influencia a criatividade e inovação nas organizações, considerando diferentes estilos de liderança. A segurança psicológica visa a criar um ambiente de trabalho acolhedor, onde os colaboradores se sintam valorizados e capazes de expressar ideias livremente, sem receio de consequências negativas. Isso inclui recursos adequados, prazos realistas e objetivos claros, criando condições ideais para um trabalho satisfatório. Ambientes psicologicamente seguros são cruciais para o florescimento da criatividade e inovação, oferecendo às empresas uma vantagem competitiva ao permitir o aprimoramento contínuo de produtos e serviços. Líderes democráticos, transformacionais, servidores e humildes, desempenham um papel fundamental na promoção dessa segurança, aumentando a satisfação e o senso de pertencimento dos colaboradores, além de estimular o pensamento inovador. O estudo adotou uma metodologia qualitativa, entrevistando 10 líderes e 10 liderados de diferentes setores no Brasil. Os resultados indicam que muitas empresas estão evoluindo lentamente em direção a ambientes de trabalho mais positivos e satisfatórios. No entanto, há uma clara necessidade de reestruturação e melhoria na segurança psicológica, inovação e criatividade para alcançar níveis superiores de satisfação, motivação dos colaboradores e resultados competitivos. / [en] The study investigates how the psychological safety of employees influences creativity and innovation in organizations, considering different leadership styles. Psychological safety aims to create a welcoming work environment, where employees feel valued and able to express ideas freely, without receiving negative consequences. This includes adequate resources, realistic deadlines and clear objectives, creating ideal conditions for overwhelming work. Psychologically safe environments are crucial for creativity and innovation to flourish, offering companies a competitive advantage by enabling the continuous improvement of products and services. Democratic, transformational, servant and humble leaders play a fundamental role in promoting this security, increasing employee satisfaction and sense of belonging, as well as stimulating innovative thinking. The study developed a qualitative methodology, interviewing 10 leaders and 10 followers from different sectors in Brazil. The results indicate that many are slowly evolving toward more positive and superior workplaces. However, there is a clear need to restrict and improve psychological safety, innovation and creativity to achieve higher levels of satisfaction, employee motivation and competitive results.

An organizational culture of safety affects employees' attitudes, beliefs, perceptions, and values related to safe practice as well as their behaviors and level of engagement. The purpose of this project was to determine the influence of introducing the just culture model through staff engagement in an interactive workshop. A convenience sample of acute care staff were recruited for this 1-sample pretest and posttest project design. The Agency for Healthcare Research and Quality Hospital Survey on Patient Safety Culture instrument was used to measure safety culture perceptions on 7 dimensions pre and post intervention. For the theoretical framework, Ajzen's theory of planned behavior and Kantar's empowerment theory were used. Welch's t test results showed significant improvement in perception scores overall (t = 2.7, p < 0.01), with posttest mean scores ('= 3.7) higher than pretest mean scores ('= 3.5). The dimension-specific mean posttest scores were significantly higher on 3 of the 7 dimensions including teamwork (t = 2.99, p < 0.05), feedback and communication (t = 2.14, p < 0.05), and frequency of event reporting (t = 2.31, p < 0.05). Major implications for social change include reduction of preventable errors and iatrogenic events; creating a healthcare environment that is safe, fair, transparent, and reliable; creating organizational learning through evidence-based patient safety training; and promoting the use of perception surveys to measure and improve the culture in one's organization. The project may provide a road map for just culture implementation. Future qualitative and quantitative research should explore effects of a just culture on safety reporting patterns and specific events such reducing medication errors or risk-taking behaviors.

Thesis (MCom)--Stellenbosch University, 2015 / ENGLISH ABSTRACT : Organisations are rapidly discovering the invaluable influence of creativity and innovation at work. An individual’s capacity to engage creatively with his or her work is becoming increasingly recognised as integral for organisational success and competitive advantage. The quest for an increase in creative output is driven by the following question: what causes variance in creative work involvement? The purpose of this study was to address the question of variance in creative work involvement across a variety of industries. In order to do so empirically, a structural model was developed after an interrogation of the literature to present the hypothesised relationships suggested through previous research. In essence, this study explored the significance of four relationships: (1) the effect of psychological safety on creative work involvement, (2) the effect of inclusive leadership on psychological safety, (3) the effect of openness to experience on creative work involvement, and (4) the moderating effect of vitality on the relationship between psychological safety and creative work involvement. The research approach was a quantitative study in which an ex post facto correlation research design was used. A total of 39 organisations participated in the study; they are located in the Western Cape, Eastern Cape and Gauteng provinces in South Africa. An electronic self-administered survey that consisted of six sections and 39 items was distributed to employees in varying roles and across different industries. Participation was voluntary; 519 employees engaged in the survey. Multiple regression analysis was used in order to evaluate the data collected. Creative work involvement, psychological safety and vitality were measured by utilising the measurement items presented by Kark and Carmeli (2009). Inclusive leadership was measured using nine items from Carmeli, Reiter-Palmon and Ziv (2010). Lastly, openness to experience was measured using the HEXACO-60 survey (Lee & Ashton, 2004), of which only the 10 items pertaining to this construct were included in the survey presented to the participants. The findings reveal that psychological safety had a significant effect on creative work involvement, and inclusive leadership was shown to have a significant effect on psychological safety. In addition, there was a significant positive relationship between openness to experience and creative work involvement. Moreover, vitality was shown not to have a significant moderating effect on the relationship between psychological safety and creative work involvement. It also was found that the relationship between vitality and creative work involvement was significant. The discussions and implications of this research suggest a number of implementations with which managers can engage in order to stimulate creative behaviour and further encourage creative work involvement through strategic decision making at a variety of organisational levels. Greater levels of creative work engagement can be achieved for the overall success of the organisation, which could have an impact on the global community at large. / AFRIKAANSE OPSOMMING : Organisasies besef toenemend die onskatbare waarde van kreatiwiteit en innovasie in die werkplek. ’n Individu se vermoë om kreatief met sy of haar werk om te gaan, word toenemend erken as noodsaaklik vir ’n organisasie se sukses en mededingende voordeel (Florida & Goodnight, 2005, soos Bissola & Imperatori, 2011). Die soeke na ’n toename in kreatiewe uitset/produksie/opbrengs/vermoë word gedryf deur die volgende vraag: wat veroorsaak variansie in kreatiewe werksbetrokkenheid? Die doel van hierdie studie was om die vraag oor variansie in kreatiewe werksbetrokkenheid in ’n verskeidenheid industrieë aan te spreek. Om dit empiries te doen, is ’n strukturele model, na bestudering van die literatuur, ontwikkel wat die hipotetiese verhoudinge uitbeeld wat deur vorige navorsing gesuggereer is. In wese verken hierdie studie die beduidendheid van vier verhoudinge: (1) die effek van sielkundige veiligheid op kreatiewe werksbetrokkenheid, (2) die effek van inklusiewe leierskap op sielkundige veiligheid, (3) die effek van ontvanklikheid vir ervaring op kreatiewe werksbetrokkenheid, en (4) die modererende effek van lewenskragtigheid op die verhouding tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid. Die navorsingswerkswyse is ‘n kwantitatiewe studie waarin ʼn ex post facto-korrelasionele navorsingsontwerp gebruik is. ’n Totaal van 39 organisasies, geleë in die Wes-Kaap, Oos-Kaap en Gauteng, het aan die studie deelgeneem. ’n Elektroniese selfgeadministreerde vraelys, bestaande uit ses afdelings en 39 items, is onder werknemers in verskeie rolle en in verskeie industrieë versprei. Deelname was vrywillig en 519 werknemers het die vraelys voltooi. Meervoudige regressie-analise is gebruik om die ingesamelde data te evalueer. Kreatiewe werksbetrokkenheid, sielkundige veiligheid en lewenskragtigheid is gemeet met behulp van die metings-items wat deur Kark and Carmeli (2009) voorgestel is. Inklusiewe leierskap is gemeet met nege items van Carmeli, Reiter-Palmon en Ziv (2010). Laastens is die ontvanklikheid vir ervaring gemeet met gebruik van die HEXACO-60 opname (Lee & Ashton, 2004), waarvan slegs die 10 items wat betrekking het op hierdie konstruk ingesluit is in die vraelys wat aan die deelnemers voorgelê is. Die bevindinge het getoon dat sielkundige veiligheid ’n beduidende effek op kreatiewe werksbetrokkenheid het en dat inklusiewe leierskap ‘n beduidende effek op sielkundige veiligheid het. Bykomend hiertoe is ’n beduidende positiewe verwantskap tussen ontvanklikheid vir ervaring en kreatiewe werksbetrokkenheid gevind. Verder is aangedui dat lewenskragtigheid nie ’n beduidende modererende effek op die verwantskap tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid het nie. Daar is ook bevind dat die verwantskap tussen lewenskragtigheid en kreatiewe werksbetrokkenheid beduidend is. In die bespreking en implikasies van hierdie navorsing word ’n aantal voorstelle gemaak wat bestuurders kan implementeer om kreatiewe gedrag te stimuleer en kreatiewe werksbetrokkenheid verder aan te moedig deur strategiese besluitneming op ’n verskeidenheid van organisatoriese vlakke. Groter vlakke van kreatiewe werksbetrokkenheid kan bereik word wat die oorkoepelende sukses van ’n organisasie bevorder, wat dan weer ’n impak op die globale gemeenskap kan hê.