The interplay between interpersonal relationships and organisational learning behaviour: Influences of psychological safety

2021 ◽  
pp. 1-6
Author(s):  
Emenike N. Anyaegbunam ◽  
Izuchukwu L. G. Ndukaihe ◽  
Onyinye A. Nwankwo ◽  
Fabian O. Ugwu
Keyword(s):  
Interpersonal Relationships ◽  
Psychological Safety ◽  
Organisational Learning ◽  
Learning Behaviour

scholarly journals Debriefing Model for Psychological Safety in Nursing Simulations: A Qualitative Study

2020 ◽  
Vol 17 (8) ◽  
pp. 2826
Author(s):  
Eunjung Ko ◽  
Yun-Jung Choi
Keyword(s):  
Nursing Students ◽  
Interpersonal Relationships ◽  
Psychological Safety ◽  
Supportive Relationships ◽  
Undergraduate Nursing Students ◽  
Negative Experiences ◽  
Face To Face ◽  
Undergraduate Nursing ◽  
Simulation Based ◽  
Depth Interviews

This study was conducted to explore nursing students’ emotional experiences during simulations, and to develop a debriefing model for psychological safety in nursing simulations by qualitatively analyzing data. Data were collected through face-to-face in-depth interviews with 23 undergraduate nursing students in South Korea. Via content analysis, nine categories were derived: fear of evaluation, burden of being observed, unfamiliarity with new ways of learning, sensitivity to interpersonal relationships, physical and emotional exhaustion, utilization of supportive relationships, decline in learning satisfaction, positive acceptance of stress, and attempts to relieve stress. On the basis of these insights, we developed the Share–Explore–Notice–Support–Extend (SENSE) debriefing model, which includes stress management and emotional support, as a strategy for effective simulation practices to reduce the negative experiences of stress in nursing students in simulation-based learning.

scholarly journals Transformational leadership as a moderator of the relationship between psychological safety and learning behaviour in work teams in Ghana

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Stephen K. Kumako ◽  
Maxwell A. Asumeng
Keyword(s):  
Work Teams ◽  
Psychological Safety ◽  
Team Leadership ◽  
Important Variable ◽  
Team Leader ◽  
Learning Behaviour ◽  
Cross Sectional Survey ◽  
Managerial Implication ◽  
Team Members ◽  
The Relationship

Orientation: Transformational team leadership is an important variable that influences team members’ perception of the team as psychologically safe enough to engage in learning behaviours.Research purpose: The study was aimed at investigating the relationship between psychological safety and learning behaviour in teams, as well as the moderating role of transformational team leadership in this relationship.Motivation for the study: For a team to be effective, adaptive and innovative and engage in learning behaviours, the transformational team leader must set the right climate in the team, where he or she welcomes the team members’ opinions, questions and feedback at no risk to their image. An understanding of this will be important in team leader selection and training.Research design, approach and method: Using a cross-sectional survey design, 57 work teams comprising 456 respondents in teams of 7–9 members were purposively sampled from five financial institutions in Accra, Ghana. Hierarchical regression and moderation analyses were run on the data at the team level.Main findings: Results indicated a positive relationship between team psychological safety and team learning behaviour, with transformational team leadership moderating this relationship.Practical/managerial implication: Transformational team leadership is important in creating a climate of psychological safety that will enable team members to engage in learning behaviours.Contribution/value-add: The study provided theoretical and empirical evidence that, in organisational contexts, transformational team leadership is an important variable that can facilitate psychological safety and learning behaviour in teams.

scholarly journals The Antecedents and Consequences of Psychological Safety in Airline Firms: Focusing on High-Quality Interpersonal Relationships

2020 ◽  
Vol 17 (7) ◽  
pp. 2187 ◽  
Author(s):  
Kwang-Ho Lee ◽  
Sunghyup Sean Hyun ◽  
Haeik Park ◽  
Kwangyong Kim
Keyword(s):  
Factor Analysis ◽  
Interpersonal Relationships ◽  
Self Efficacy ◽  
Psychological Safety ◽  
Equation Modeling ◽  
Creative Work ◽  
High Quality ◽  
Convenience Sample ◽  
Work Involvement ◽  
Creative Self

A comprehensive review of the literature on service creativity revealed the necessity to expand the line of creativity-based research in the service-driven industry. It also called for the creation of a survey instrument that entails high-quality interpersonal relationships, psychological safety, and learning from failures, by including two creativity-related constructs, namely, creative self-efficacy and employees’ creative work involvement to the model. The current study aimed; (a) to assess the validity and reliability of measurement models; and (b) to empirically examine the integrated proposed model consisting of salient constructs. A convenience sample of 341 airline employees responded to a self-report questionnaire that was developed using the steps of researchers’ in a comprehensive literature review and refined based on the feedback provided by a panel of five professionals who had worked in airline firms. The resultant data were subjected to exploratory factor analysis (EFA), confirmatory factor analysis (CFA), second-order CFA, and structural equation modeling (SEM) using version 23.0 of AMOS. The results showed that high-quality interpersonal relationships positively influenced psychological safety, which in turn, positively influenced learning from failures and creative self-efficacy. Further, learnings from failures positively influenced creative self-efficacy but not employees’ creative work involvement. Finally, both psychological safety and creative self-efficacy positively influenced employees’ creative work involvement. These findings have significant implications for human resource management practices that aim to promote the creative involvement of airline employees.

scholarly journals Exploring the barriers and facilitators of psychological safety in primary care teams: a qualitative study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Ridhaa Remtulla ◽  
Arwa Hagana ◽  
Nour Houbby ◽  
Kajal Ruparell ◽  
Nivaran Aojula ◽  
...  
Keyword(s):  
Primary Care ◽  
Interpersonal Relationships ◽  
Psychological Safety ◽  
Multidisciplinary Teams ◽  
Snowball Sampling ◽  
Structured Interviews ◽  
Authoritarian Leadership ◽  
Shared Beliefs ◽  
Primary Care Teams ◽  
Facilitators And Barriers

Abstract Background Psychological safety is the concept by which individuals feel comfortable expressing themselves in a work environment, without fear of embarrassment or criticism from others. Psychological safety in healthcare is associated with improved patient safety outcomes, enhanced physician engagement and fostering a creative learning environment. Therefore, it is important to establish the key levers which can act as facilitators or barriers to establishing psychological safety. Existing literature on psychological safety in healthcare teams has focused on secondary care, primarily from an individual profession perspective. In light of the increased focus on multidisciplinary work in primary care and the need for team-based studies, given that psychological safety is a team-based construct, this study sought to investigate the facilitators and barriers to psychological safety in primary care multidisciplinary teams. Methods A mono-method qualitative research design was chosen for this study. Healthcare professionals from four primary care teams (n = 20) were recruited using snowball sampling. Data collection was through semi-structured interviews. Thematic analysis was used to generate findings. Results Three meta themes surfaced: shared beliefs, facilitators and barriers to psychological safety. The shared beliefs offered insights into the teams’ background functioning, providing important context to the facilitators and barriers of psychological safety specific to each team. Four barriers to psychological safety were identified: hierarchy, perceived lack of knowledge, personality and authoritarian leadership. Eight facilitators surfaced: leader and leader inclusiveness, open culture, vocal personality, support in silos, boundary spanner, chairing meetings, strong interpersonal relationships and small groups. Conclusion This study emphasises that factors influencing psychological safety can be individualistic, team-based or organisational. Although previous literature has largely focused on the role of leaders in promoting psychological safety, safe environments can be created by all team members. Members can facilitate psychological safety in instances where positive leadership behaviours are lacking - for example, strengthening interpersonal relationships, finding support in silos or rotating the chairperson in team meetings. It is anticipated that these findings will encourage practices to reflect on their team dynamics and adopt strategies to ensure every member’s voice is heard.

scholarly journals Healthcare Professionals Experience of Psychological Safety, Voice, and Silence

2021 ◽  
Vol 12 ◽  
Author(s):  
Róisín O'Donovan ◽  
Aoife De Brún ◽  
Eilish McAuliffe
Keyword(s):  
Interpersonal Relationships ◽  
Healthcare Professionals ◽  
Psychological Safety ◽  
Personal Characteristics ◽  
Individual Characteristics ◽  
Voice Behavior ◽  
Theoretical Frameworks ◽  
Individual Level ◽  
Past Experiences ◽  
Voice And Silence

Healthcare professionals who feel psychologically safe believe it is safe to take interpersonal risks such as voicing concerns, asking questions and giving feedback. Psychological safety is a complex phenomenon which is influenced by organizational, team and individual level factors. However, it has primarily been assessed as a team-level phenomenon. This study focused on understanding healthcare professionals' individual experiences of psychological safety. We aim to gain a fuller understanding of the influence team leaders, interpersonal relationships and individual characteristics have on individuals' psychological safety and their decisions to engage in voice or silence behavior. Thirty-four interviews were conducted with healthcare professionals from across five teams working within an acute, suburban hospital. Hybrid inductive-deductive thematic analysis focused on identifying themes which captured the complexities of individuals' varied experiences of psychological safety. The themes identified were: “Personal Characteristics,” “Past Experiences,” “Individual Perceptions of Being Valued,” and “Judged Appropriateness of Issues/Concerns.” These themes are explored within the context of motivating and inhibiting factors associated with the influence of leadership, interpersonal relationships and individual characteristics on experiences of psychological safety and voice behavior. These results extend existing theoretical frameworks guiding our understanding of psychological safety by accounting for the variation in individuals' experiences and studying these significant influences on voice behavior. Important considerations for the development of interventions to enhance psychological safety are discussed.

scholarly journals What Makes Product Development Market Oriented? Towards a Conceptual Framework

2003 ◽  
Vol 07 (02) ◽  
pp. 137-162 ◽  
Author(s):  
Robert A. W. Kok ◽  
Bas Hillebrand ◽  
Wim G. Biemans
Keyword(s):  
Information Processing ◽  
Product Development ◽  
Conceptual Framework ◽  
Organisational Learning ◽  
Knowledge Systems ◽  
Learning Behaviour ◽  
Learning Capability ◽  
Managerial Knowledge ◽  
Market Learning ◽  
The Relationship

While there is quite some literature on the relationship between market orientation and product development, it is still unclear what market-oriented product development really is. In this article the authors present a conceptual framework detailing the elements of market-oriented product development and the relationships between these elements. More specifically, market-oriented product development is conceptualised as a combination of specific capabilities and market information processing activities. These capabilities encapsulate the values and norms, knowledge and skills, technical and managerial knowledge systems, which enable learning about markets through information processing behaviour in product development and improve this market learning behaviour. As such it is argued that market-oriented product development may be regarded as an organisational learning capability.

scholarly journals Behavioural operations in healthcare: a knowledge sharing perspective

2016 ◽  
Vol 36 (10) ◽  
pp. 1222-1246 ◽  
Author(s):  
Matteo Mura ◽  
Emanuele Lettieri ◽  
Giovanni Radaelli ◽  
Nicola Spiller
Keyword(s):  
Best Practices ◽  
Knowledge Sharing ◽  
Interpersonal Relationships ◽  
Idea Generation ◽  
Psychological Safety ◽  
Structural Equations ◽  
Knowledge Assets ◽  
Content Type ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose The purpose of this paper is to provide arguments and empirical evidence that different knowledge sharing behaviours – i.e. sharing best practices, sharing mistakes, seeking feedbacks – are promoted and enabled by different types of knowledge assets, and differently affect employees’ innovative work behaviours. Design/methodology/approach The research framework includes four sets of constructs: employees’ innovative work behaviour, knowledge sharing, knowledge assets, psychological safety. The literature-grounded hypotheses were tested collecting data from healthcare professionals from three hospice and palliative care organisations in Italy. In all, 195 questionnaires were analysed using structural equations modelling technique. Findings First, findings show that the linkage between knowledge assets and knowledge sharing is both direct and indirect with psychological safety as relevant mediating construct. The linkage between relational and structural social capital and seeking feedbacks and sharing mistakes is fully mediated by psychological safety. Second, findings show that each dimension of knowledge sharing affects the different dimensions of employees’ innovative work behaviour – i.e. idea generation, idea promotion, idea implementation – in a distinct manner. While sharing of best practices influences all of them, seeking feedbacks affects idea promotion and sharing mistakes influences idea implementation. Practical implications The results provide operations managers with a clearer picture of how to pursue improvements of current operations by leveraging on knowledge sharing among employees through the creation of numerous, high-quality interpersonal relationships among employees, based on rich and cohesive network ties. Originality/value This study, by adopting a micro-level perspective, offers an original perspective on how knowledge assets and knowledge sharing initiatives may contribute to the engagement of innovative work behaviour by employees.

Tools & Resources: Impairment and Disability Web Sites

1999 ◽  
Vol 4 (6) ◽  
pp. 5-6
Keyword(s):  
Personality Disorder ◽  
Personality Disorders ◽  
Interpersonal Relationships ◽  
Web Sites ◽  
Outpatient Psychotherapy ◽  
Obsessive Compulsive ◽  
Not Otherwise Specified ◽  
Cluster B Personality Disorders ◽  
Clinically Significant ◽  
And Behavior

Abstract Personality disorders are enduring patterns of inner experience and behavior that deviate markedly from those expected by the individual's culture; these inflexible and pervasive patterns reflect issues with cognition, affectivity, interpersonal functioning and impulse control, and lead to clinically significant distress or impairment in social, occupational, or other important areas of functioning. The AMA Guides to the Evaluation of Permanent Impairment, Fourth Edition, defines two specific personality disorders, in addition to an eleventh condition, Personality Disorder Not Otherwise Specified. Cluster A personality disorders include paranoid, schizoid, and schizotypal personalities; of these, Paranoid Personality Disorder probably is most common in the legal arena. Cluster B personality disorders include antisocial, borderline, histrionic, and narcissistic personality. Such people may suffer from frantic efforts to avoid perceived abandonment, patterns of unstable and intense interpersonal relationships, an identity disturbance, and impulsivity. Legal issues that involve individuals with cluster B personality disorders often involve determination of causation of the person's problems, assessment of claims of harassment, and assessment of the person's fitness for employment. Cluster C personality disorders include avoidant, dependent, and obsessive-compulsive personality. Two case histories illustrate some of the complexities of assessing impairment in workers with personality disorders, including drug abuse, hospitalizations, and inpatient and outpatient psychotherapy.

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