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.

The increasing reliance on technology for communication seems to have shown that nontechnology or traditional team building activities may not be effective in improving certain interpersonal skills (Klein et al., 2009). The researcher investigated whether the use of a serious game, i.e. an educational video game, is a better mode of delivery to improve group problem solving, team cohesiveness, team learning behaviours and, perceived team psychological safety rather than traditional team building intervention, i.e. a non-technology-based team building intervention (Emsley & Rumeser, 2018; Edmondson, 1999). The researcher conducted two post test only quasi-experiments to compare the methods of team-building. In Study 1, four teams of university students (n=15 total students) took part in either a serious game or a traditional team building intervention. The serious game was based on a scavenger hunt mobile application while the traditional team building activity was an obstacle course. Each team was assessed, after the team building interventions, on their group problem-solving skills and team cohesiveness in order to determine if there was a significant difference between the scores of the two dimensions above for intervention groups. Study 2 consisted of six teams of university students (n=30 total students) participated in either a traditional online team-building activity or an online team-based serious game. The traditional online team-building activity was a spectrum mapping activity, and the online team-based serious game was an online escape room. Each team then participated in the same thought experiment and were finally asked to answer a questionnaire. Furthermore, a field researcher participated in both activities and her experiences were noted through an interview. There did not seem to be sufficient evidence to support the hypotheses for the second quasi experiment. However, the was evidence collected throughout both quasi-experiments that suggests that serious games are more enjoyed by participants and there seems to be a clearer initiative to utilise the interpersonal skills acquired in the future.

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.