Begreppet psykologisk trygghet har visat sig vara en faktor som påverkar om personal trivs och stannar på arbetsplatsen. Begreppet innebär hur tryggt det upplevs att visa sig sårbar i en grupp och vad det får för konsekvenser. Forskning om poliskultur har visat att den karaktäriseras av tradition och rigida normer, vilket påverkar beteenden i gruppen. Den aktuella studien syftade till att undersöka hur nyblivna poliser upplever psykologisk trygghet i sin arbetsgrupp, samt hur de beskriver normer i förhållande till detta. Åtta deltagare intervjuades med en semistrukturerad intervjuguide baserad på Edmondsons teori om psykologisk trygghet samt forskning på poliskultur. Datat analyserades med reflexiv tematisk analys. Majoriteten av deltagarna upplevde att humor var ett framträdande sätt att hantera svåra upplevelser, men det fanns även behov av annat typ av stöd. De flesta deltagare upplevde att det var viktigt att visa sårbar för att lära sig yrket, samt att det påverkade relationerna i arbetsgruppen positivt, men flera upplevde det även som skrämmande och skamfyllt. Deltagarnas beskrivningar av arbetsgruppens normer, och deras förhållande till dem, verkade påverka upplevelsen av psykologisk trygghet. Normbrytande beteende sanktionerades, vilket avskräckte från framtida normbrytande. Resultaten stärker teorierna om att psykologisk trygghet är förenat med lärandebeteende och att poliskulturen är traditionsbunden. Psykologisk trygghet kan vara en bidragande faktor till att få poliser att trivas och stanna inom yrket. / Psychological safety has been shown to affect employees’ job satisfaction and turnover intention. The term “psychological safety” means how safe one feels in showing vulnerability in a group and the consequences it might bring. Research has shown that police culture is characterized by traditionality and rigid norms, which affects group behaviour. The present study aimed to examine how new police officers’ experience psychological safety within their work group. Eight police officers were interviewed with a semistructured interview guide based on Edmondson’s theory of psychological safety and literature on police culture. The data were analysed using reflexive thematic analysis. Most participants found humour to be a pronounced coping strategy for negative experiences, but there was a need for alternative ways of coping. Most participants found showing vulnerability to be essential for learning the police role, and that these behaviours had a positive effect on relationships within the work group, even though several found showing vulnerability frightening and shameful. The participants’ descriptions of the norms within the work group, and how well you fit into them, affected their experience of psychological safety. Breaking norms in the group was often followed by sanctions, which disencouraged similar future behaviour. The findings in this study support existing research on the link between psychological safety and learning behaviour and on police culture being governed by traditions. Psychological safety could be a contributing factor to keeping police officers satisfied so that they might stay within their line of work.

The thesis deals with the relation between psychological safety at work and the burnout syndrome among social workers providing social or integration services to persons granted international protection. The structure of the main text part of the thesis is divided into the theoretical and empirical part. The theoretical part mostly deals with the definition of psychological safety at work, burnout syndrome and specifics of social work with persons granted international protection. In the empirical part are researched data, gathered from the quantitative survey conducted at the turn of 2020 and 2021, analyzed using the statistical data analysis. A total sum of 52 social workers, providing social or integration services for persons granted international protection in the Czech Republic, participated in the research. To create data the survey consisting of the introductory survey focusing on the attribution data, scale to measure psychological safety and survey Maslach Burnout Inventory measuring the burnout level in three dimensions of the burnout syndrome which are emotional exhaustion, depersonalization and personal accomplishment was used. The research proved the existence of statistically significant negative linear relation between the degree of psychological safety at work and the degree of...

Existentiell hälsa är ett relativt nytt begrepp i Sverige och handlar om vårt sätt attse på och förhålla oss till livet i stort. Trots vissa påvisade hälsoeffekter, harmöjligheten att träna den existentiella hälsan på arbetstid ännu inte nått sammastatus som möjligheten att träna och förbättra den fysiska och psykosocialahälsan.Studiens syfte var att undersöka erfarenheter och upplevda effekter av enarbetsplatsförlagd hälsointervention under en serie av åtta tillfällen, medutgångspunkt i den existentiella hälsoaspekten. Semistrukturerade intervjuergenomfördes med sex informanter som genomgått hälsointerventionen under detsenaste året. Studien är kvalitativ och materialet analyserades med den tolkandefenomenologiska analysmetoden (IPA). Fyra huvudteman identifierades varav detre första kopplas till erfarenheter och det sistnämnda till egenupplevda effekter:Att bli sedd och uppskattad; Vikten av delandet; Existentiell hälsa – en del av migoch Ett nytt förhållningssätt. Resultatet visar på mycket positiva erfarenheter avatt ha blivit sedd som människa mer än som arbetstagare samt en stark gemenskapmed övriga deltagare. Resultaten indikerar en ökad grad av öppenhet och tillit,både till sig själv och till sina kollegor, i takt med träffarna. Detta gav pågruppnivå en upplevd ökad effektivitet i dagliga arbetsuppgifter tack vareförbättrad samarbetsförmåga. På individnivå indikeras en upplevd ökad inrestyrka tack vare starkare självkänsla och integritet. Slutsatsen vi drar av studienär att gruppträning i existentiell hälsa är ett kompletterande verktyg i kampen förförbättrad hälsa, ökad arbetsglädje och effektivitet. / Existential health is a relatively new concept in Sweden and is about our way oflooking at and relating to life in general. Despite some proven health effects, theopportunity to exercise existential health during working hours has not yetreached the same status as the opportunity to exercise and improve physical andpsychosocial health.The purpose of the study was to investigate experiences and perceivedeffects of a workplace-based health intervention over a series of eight occasions,based on the existential health aspect. Semi-structured interviews were conductedwith six informants who had undergone the health intervention during the pastyear. The study is qualitative and the material was analyzed using the interpretivephenomenological analysis method (IPA). Four main themes were identified, ofwhich the first three are linked to experiences and the latter to self-perceivedeffects: Being seen and appreciated; The importance of sharing; Existential health- a part of me and A new approach. The results show very positive experiencesof having been seen as a human being more than as an employee and a strongcommunity with other participants. The results indicate an increased degree ofopenness and trust, both to oneself and to one's colleagues, during the meetings.At a group level, this resulted in a perceived increase in efficiency in daily tasksthanks to improved collaboration skills. At the individual level, a perceivedincreased inner strength is indicated thanks to stronger self-esteem and integrity.The conclusion we draw from the study is that group training based on existentialhealth is a complementary tool in the fight for improved health, increased jobsatisfaction and efficiency.

No description available.

Organizational change and innovation are critical for business survival and more likely to occur when employees engage in change-oriented behaviors. Previous studies have examined the direct effects of workplace social exchanges on employees’ change-oriented behaviors; however, less attention has been given to the combined effects of these exchanges and the mechanisms by which these relationships occur. In this study, I look at the combined effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors via psychological safety. In addition, based on the understanding that psychological safety is not always present in the work environment, I look at the conditions under which these workplace social exchanges lead to the aforementioned behaviors even when psychological safety is low or absent. Therefore, the purpose of this dissertation is three-fold: (1) to explore the combined effects of leader-member exchange, trust in team members, and perceived organizational support in improving followers’ psychological safety within the organization, (2) to investigate the mediating role of psychological safety on the relationships between workplace social exchanges and followers’ change-oriented behaviors, and (3) to expand on previous findings and examine the conditions under which these social exchanges and psychological safety lead to followers’ change-oriented behaviors. Specifically, I propose and test a theoretical model derived from social exchange theory to examine conditional indirect effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors through psychological safety within the organization, and to examine the role of proactive personality, political skill, perceived team social integration, perceived support for innovation and perceived organizational justice as second stage moderating variables that may compensate for low psychological safety within the organization. My theoretical model was tested using lagged data collected from leader-follower dyads representing 174 followers and 85 leaders from four organizations located in the United States. To test this theoretical model, I used a quantitative non-experimental research design, a survey method, and multilevel analytical procedures.

Ce mémoire porte sur l’effet médiateur du sentiment d’urgence temporelle du chef d’équipe et du sentiment d’urgence de l’équipe entre la durée du mandat du chef d’équipe et la sécurité psychologique de l’équipe. L’effet médiateur est évalué en deux temps. Le premier est d’évaluer si un chef d’équipe en poste depuis longtemps ressentira plus ou moins d’urgence temporelle et si cette dernière aura un effet sur la sécurité psychologique de l’équipe. Le deuxième est d’évaluer si un chef d’équipe en poste depuis moins longtemps aura un effet sur l’urgence temporelle ressentie par son équipe et si cette dernière affectera la sécurité psychologique de l’équipe. Les données ayant permis cette étude ont été recueillies auprès de 1 027 vendeurs d'une entreprise de services financiers au moyen de sondages répondus de manière volontaire et confidentielle. Les résultats indiquent que la durée du mandat du chef d’équipe n’a pas d’effet direct sur la sécurité psychologique de l’équipe. Toutefois, l’effet médiateur de l’urgence temporelle du chef d’équipe et de l’équipe est confirmé. Les résultats indiquent qu’un chef d’équipe en poste depuis longtemps ressent une urgence temporelle plus grande, ce qui nuit à la sécurité psychologique de l’équipe. Les résultats montrent également qu’une équipe qui a un nouveau chef d’équipe en poste ressent une plus grande urgence temporelle, ce qui favorise la sécurité psychologique de l’équipe. Ce mémoire met donc en lumière l’importance de l’urgence temporelle du chef d’équipe et de l’équipe comme antécédent de la sécurité psychologique au sein de l’équipe ainsi que la durée du mandat du chef d’équipe. / This master’s thesis focuses on the mediating effect of the team leader's time urgency and the team's time urgency between team leader's time tenure and the team’s psychological safety. The mediating effect is assessed in two ways. The first is to assess whether a team leader with a longer time tenure will feel more or less time urgency and whether this will have a positive or negative effect on the team’s psychological safety. The second is to assess whether a team leader with a shorter team tenure will influence the time urgency felt by its team and whether the latter will have a positive or negative effect on the team’s psychological safety. The data for this study was collected from 1,027 salespeople at a financial services company through surveys that were completed voluntarily and confidentially. The results indicate that the leader’s time tenure has no direct effect on the team’s psychological safety. However, the mediating effect of the team leader’s time urgency and the team’s time urgency is confirmed. The results indicate that team leader with longer time tenure experiences greater time urgency, which has a negative effect on the team’s psychological safety. The results also show that a team that has a team leader with a shorter time tenure feels greater time urgency, which has a positive effect on the team’s psychological safety. This master’s thesis therefore highlights the importance of the team leader’s time urgency and the team’s time urgency as an antecedent of psychological safety within the team as well as the duration of the team leader's mandate.

No description available.

No description available.

It is important that organisations are aware of factors that might affect the levels of well-being of employees, as employees are instrumental to the achievement of organisational goals. Well-being of employees can be conceptualised in terms of burnout and engagement. Studies have shown that different factors contribute to the employee experience of burnout and engagement. These factors include job demands and resources and psychological conditions (psychological meaningfulness, psychological availability and psychological safety). Although various studies regarding burnout and engagement can be found in literature, three research gaps have been identified from the studies. First, a reliable and valid instrument is needed to measure job demands and resources in a specific organisation. Second, given the cost of some measures of burnout, inadequacies in conceptualisation of the burnout construct and the inadequate psychometric properties of others, an inexpensive measure is needed which can be used to measure burnout in a valid and reliable way. Third, no studies seem to be found which focus on the effects of job demands and resources on burnout and engagement via specific psychological conditions (i.e. psychological meaningfulness, availability and safety). The general objective of this research therefore was to investigate the well-being of employees in a South African agricultural research organisation. It focused on job demands, job resources, burnout, work engagement and psychological conditions. The objective of the first study was to investigate the job demands and resources of employees in a South African agricultural research organisation. The study specifically examined the validity and reliability of a scale adapted to measure job demands and resources of the employees and established the prevalent job demands and resources of the employees. Differences that may exist based on the employees‟ demographic variables were also investigated. The aim of the second study was to provide an overview of current burnout measures that are used in the literature. From the literature, gaps were identified and used to develop a new Burnout Scale for use with employees within a South African agricultural research organisation. The research then examined the construct validity, reliability, construct equivalence and item bias of the newly-developed Burnout Scale. The research also investigated whether any differences in burnout existed in relation to the employees‟ demographic variables. The third study investigated the relationships between specific job demands, job resources, psychological conditions, burnout, and work engagement by testing a structural model of burnout and engagement in a sample of employees within a South African agricultural research organisation. The research method for each of the three articles consisted of a brief literature review and an empirical study. A non-probability availability sample of 443 agricultural employees was used. A cross-sectional design, with a survey as the data collection technique, was used. Measuring instruments that were utilised included an adapted Job Demands-Resources scale (AJDRS), a self-developed Burnout Scale (BS), a self-developed Work Engagement Scale (WES), an adapted Psychological Conditions Questionnaire (PCQ), and a biographical questionnaire. The statistical analyses were carried out with the help of the SPSS programme (IBM SPSS statistics, version 21) and MPLUS version 7.11 (Muthén, & Muthén 1998-2013). The statistical methods utilised in the three articles included descriptive statistics, Cronbach alpha coefficients, principal factor analysis, Pearson product-moment correlation coefficients, MANOVA, ANOVA, differential item functioning (DIF), and structural equation modelling. Evidence was established for the factorial validity and reliability of the AJDRS. The results indicate that the job demands experienced by employees in an agricultural research organisation are: overload and job insecurity; while job resources were: organisational support, growth opportunities, control, rewards, and physical resources (equipment). It was furthermore found that there were differences in the perceived job demands and resources of employees. In addition, the BS was found to consist of three reliable factors, i.e. fatigue, emotional exhaustion/withdrawal, and cognitive weariness. The results also showed construct equivalence for the Burnout construct, and no item bias for the language groups examined. Age was found to affect the level of perceived burnout of the employees. Furthermore, job resources (growth opportunities, control, and organisational support) were found to be positively associated with engagement, while lack of resources and job demands (overload) are positively associated with burnout of employees. Psychological meaningfulness, safety and availability are positively associated with work engagement, and negatively associated with burnout. The psychological conditions of availability, safety, and meaningfulness mediated the relationship between job resources and work engagement, as well as between lack of job resources and burnout. Psychological availability and meaningfulness mediated the relationship between job demands and burnout; however, the mediation effect of psychological safety on the relationship between job demands and burnout could not be established. Recommendations are made for practice, as well as future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

It is important that organisations are aware of factors that might affect the levels of well-being of employees, as employees are instrumental to the achievement of organisational goals. Well-being of employees can be conceptualised in terms of burnout and engagement. Studies have shown that different factors contribute to the employee experience of burnout and engagement. These factors include job demands and resources and psychological conditions (psychological meaningfulness, psychological availability and psychological safety). Although various studies regarding burnout and engagement can be found in literature, three research gaps have been identified from the studies. First, a reliable and valid instrument is needed to measure job demands and resources in a specific organisation. Second, given the cost of some measures of burnout, inadequacies in conceptualisation of the burnout construct and the inadequate psychometric properties of others, an inexpensive measure is needed which can be used to measure burnout in a valid and reliable way. Third, no studies seem to be found which focus on the effects of job demands and resources on burnout and engagement via specific psychological conditions (i.e. psychological meaningfulness, availability and safety). The general objective of this research therefore was to investigate the well-being of employees in a South African agricultural research organisation. It focused on job demands, job resources, burnout, work engagement and psychological conditions. The objective of the first study was to investigate the job demands and resources of employees in a South African agricultural research organisation. The study specifically examined the validity and reliability of a scale adapted to measure job demands and resources of the employees and established the prevalent job demands and resources of the employees. Differences that may exist based on the employees‟ demographic variables were also investigated. The aim of the second study was to provide an overview of current burnout measures that are used in the literature. From the literature, gaps were identified and used to develop a new Burnout Scale for use with employees within a South African agricultural research organisation. The research then examined the construct validity, reliability, construct equivalence and item bias of the newly-developed Burnout Scale. The research also investigated whether any differences in burnout existed in relation to the employees‟ demographic variables. The third study investigated the relationships between specific job demands, job resources, psychological conditions, burnout, and work engagement by testing a structural model of burnout and engagement in a sample of employees within a South African agricultural research organisation. The research method for each of the three articles consisted of a brief literature review and an empirical study. A non-probability availability sample of 443 agricultural employees was used. A cross-sectional design, with a survey as the data collection technique, was used. Measuring instruments that were utilised included an adapted Job Demands-Resources scale (AJDRS), a self-developed Burnout Scale (BS), a self-developed Work Engagement Scale (WES), an adapted Psychological Conditions Questionnaire (PCQ), and a biographical questionnaire. The statistical analyses were carried out with the help of the SPSS programme (IBM SPSS statistics, version 21) and MPLUS version 7.11 (Muthén, & Muthén 1998-2013). The statistical methods utilised in the three articles included descriptive statistics, Cronbach alpha coefficients, principal factor analysis, Pearson product-moment correlation coefficients, MANOVA, ANOVA, differential item functioning (DIF), and structural equation modelling. Evidence was established for the factorial validity and reliability of the AJDRS. The results indicate that the job demands experienced by employees in an agricultural research organisation are: overload and job insecurity; while job resources were: organisational support, growth opportunities, control, rewards, and physical resources (equipment). It was furthermore found that there were differences in the perceived job demands and resources of employees. In addition, the BS was found to consist of three reliable factors, i.e. fatigue, emotional exhaustion/withdrawal, and cognitive weariness. The results also showed construct equivalence for the Burnout construct, and no item bias for the language groups examined. Age was found to affect the level of perceived burnout of the employees. Furthermore, job resources (growth opportunities, control, and organisational support) were found to be positively associated with engagement, while lack of resources and job demands (overload) are positively associated with burnout of employees. Psychological meaningfulness, safety and availability are positively associated with work engagement, and negatively associated with burnout. The psychological conditions of availability, safety, and meaningfulness mediated the relationship between job resources and work engagement, as well as between lack of job resources and burnout. Psychological availability and meaningfulness mediated the relationship between job demands and burnout; however, the mediation effect of psychological safety on the relationship between job demands and burnout could not be established. Recommendations are made for practice, as well as future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014