Psychological safety in the workplace
Başlık çevirisi mevcut değil.
- Tez No: 852896
- Danışmanlar: Belirtilmemiş.
- Tez Türü: Yüksek Lisans
- Konular: Çalışma Ekonomisi ve Endüstri İlişkileri, Labour Economics and Industrial Relations
- Anahtar Kelimeler: Psychological safety, organizational culture, psychological health
- Yıl: 2024
- Dil: İngilizce
- Üniversite: Unıversıta Deglı Studı Dı Bergamo
- Enstitü: Yurtdışı Enstitü
- Ana Bilim Dalı: Belirtilmemiş.
- Bilim Dalı: Belirtilmemiş.
- Sayfa Sayısı: Belirtilmemiş.
Özet
To increase productivity in the workplace and the use of financial resources, the employees must motivate the individuals in the organization to make decisions by making the risk assessment individually and seeing this as accepted internally by the organization by the results of the decisions made. The psychological safety process is defined as an individual's ability to express their opinions in the work environment, question the demands of their work, give feedback, and be accepted by their colleagues and supervisors regardless of all these problems (Edmondson, 1999). The healthy development of this process positively impacts the individual's working life and increases the organization's workload. Because the phenomenon of psychological safety has a significant effect on the decisions individuals will make in the face of the risks they will encounter in the work environment, to manage these risks reasonably, the psychological safety satisfaction of the individual must be high. In addition to the facts that positively affect the decision-making mechanisms of the individual in working life and thereby benefit the organization, individuals come from the organization and service customers and, above all, waste resources and time in the behaviors that cause it. The phenomenon of psychological safety is how the employees in the organizations express their opinion, ask questions, feedback, bring mistakes to the schedule, put forward a new idea without pressure, humiliation, isolation, fear, and anxiety about a subject that will enable the organization to reach its goals and in the process. In this case, the reactions of others draw the framework of the psychological safety phenomenon in the organization and provide the formation of a positive or negative psychological safety perception. (Edmondson, 1999). In the literature, psychological safety studied together and discovered a meaningful relationship with different phenomena like leadership (Colquitt et al., 2001), learning (Edmondson, 1999; Edmondson et al., 2007), stress (Golubovich et al., 2014), organizational conflict (Bradley et al., 2012), and creativity (Carmeli et al., 2010).
Özet (Çeviri)
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