Building Learning Agility Through Psychological Safety

2021 ◽  
pp. 365-381
Author(s):  
Lorraine Stomski ◽  
Kelly Jensen
Keyword(s):  
Risk Taking ◽  
Positive Impact ◽  
Psychological Safety ◽  
Learning Skills ◽  
Learning Agility ◽  
Safe Environment ◽  
Team Environment ◽  
Intrinsic Motivations ◽  
Interpersonal Risk

“Building Learning Agility through Psychological Safety” examines psychological safety, a shared belief held by members of a team that it is safe for interpersonal risk-taking and its positive impact on learning agility. This chapter postulates that learning agility is enabled and accelerated by a culture of risk-taking, openness, and experimentation. The chapter also discusses the role of the leader in activating and accelerating team learning. Beyond the intrinsic motivations and learning skills an individual embodies, there is an important role a leader plays in creating the team environment and culture where employees feel empowered to learn by taking risks and trying new skills, practicing, failing fast, reflecting, and learning. By creating a psychologically safe environment, the leader creates the conditions necessary for building and nurturing learning agility.

scholarly journals Female on boards and the risk-taking of microfinance institutions: The moderating role of outreach

2020 ◽  
Vol 16 (2) ◽  
pp. 19-34
Author(s):  
Michael Adusei
Keyword(s):  
Risk Taking ◽  
Fixed Effects ◽  
Positive Impact ◽  
Microfinance Institutions ◽  
Female Representation ◽  
Return On Assets ◽  
Omitted Variable Bias ◽  
Variable Bias ◽  
Moderating Role

This study examines the effect of female on boards on risk-taking with data from 401 microfinance institutions (MFIs) drawn from 64 countries. The study also investigates whether the effect is sensitive to the outreach performance of MFIs. The MFIs sampled for this study are spread across the six MFI regions. The study measures MFI risk by its risk-taking Z-score and risk-adjusted return on assets. The fixed effects estimation technique, known to overcome the omitted variable bias, is deployed to analyze the data. The results show that female representation in the boardroom increases the risk-taking of MFIs. However, when female on boards interacts with the depth of outreach performance of an MFI, its positive impact on MFI risk is observed. It suggests that female directors are more likely to be beneficial to risk management in MFIs that lend more to indigent clients. Several tests, including an instrumental variable test for endogeneity, have been conducted to confirm the robustness of these results.

Building psychological safety for employee engagement in post-recession

2016 ◽  
Vol 30 (1) ◽  
pp. 19-22 ◽  
Author(s):  
Binita Tiwari ◽  
Usha Lenka
Keyword(s):  
Employee Engagement ◽  
Design Methodology ◽  
Economic Recession ◽  
Psychological Safety ◽  
Review Of Literature ◽  
Content Type ◽  
Safe Environment

Purpose – The purpose of this paper is to illustrate the role of psychological safety in engaging employees at times of economic recession. Design/methodology/approach – Review of literature. Findings – On perceiving a psychologically safe environment, employees freely share their knowledge, learn, and take risks to build their intrapreneurial abilities that would facilitate their level of engagement toward organization. Originality/value – Focuses on employee engagement by taking into consideration the key measurements of psychological safety in post-recession.

scholarly journals Theory Model for the Integration

2021 ◽  
Author(s):  
Boyd Novak
Keyword(s):  
Human Resource Development ◽  
Psychological Safety ◽  
Theory Model ◽  
Theory And Practice ◽  
Theory Building ◽  
The Past ◽  
Interpersonal Risk ◽  
Prior Experiences ◽  
Systems Framework

<p>This article develops a theory integrating psychological safety and psychological availability within the context of human resource development (HRD) objectives. While research on psychological safety, a willingness to take an interpersonal risk, has blossomed over the past two decades, no theoretical modeling has been offered with links to psychological availability as originally proposed by Kahn (1990). Through the employment of Dubin's (1969) theory-building method, this article develops the integration of psychological safety and psychological availability with a systems framework. A literature review is conducted to define and assess the proposed operational units within the theoretical model focused on inputs, mediating processes, outputs, and feedback input. Implicit voice is proposed as a feedback input that attempts to assess the role of an individual’s prior experiences in the system process. Dubin's (1969) remaining steps for theory construction are completed, up to the point of empirical research. Finally, implications of research, theory, and practice within the field of HRD are examined.</p>

Authentic leadership, knowledge sharing, and employees’ creativity

2019 ◽  
Vol 43 (6) ◽  
pp. 669-690 ◽  
Author(s):  
Ali Zeb ◽  
Nor Hazana Abdullah ◽  
Altaf Hussain ◽  
Adnan Safi
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Psychological Safety ◽  
The Body ◽  
Content Type ◽  
Team Members ◽  
Practical Applications ◽  
Team Environment

Purpose This paper aims to analyze the influence of authentic leadership on knowledge sharing and employee’s creativity through the mediating role of team environment of psychological safety and trust. Design/methodology/approach The participants in this study were 60 team leaders and 300 team members’ working in different Overseas Employment Promoters Agencies (OEPA) at Islamabad region, Pakistan. In addition to the authentic leadership of their supervisors, employees reported their perception of being psychologically safe and in the environment of team trust at work, whereas supervisors rated employee’s creativity at work areas. Confirmatory factor analysis (CFA) was carried out using structural equation modelling (SEM) for validation of results among the variables. Findings The major findings of the study were (a) authentic leadership positively predicted knowledge sharing and employees’ creativity through the mediator’s role of team environment (psychological safety and team environment of trust), and (b) team environment of psychological safety and team environment of trust affected both the knowledge sharing and employee’s creativity. Practical implications Authentic leadership has to be synergized with environment of psychological safety and team environment of trust, to enhance employees’ creativity. The results of the study delineated practical applications for both the researchers and policymakers. The results of this study would also augment the body of knowledge on human resource practices in both developed and developing countries. Originality/value This is one of the first studies to empirically examine the influence of authentic leadership on knowledge sharing and employee’s creativity through the mediator role of team environment of psychological safety and trust in OEPA in Pakistan.

scholarly journals Are your students safe to learn? The role of lecturer’s authentic leadership in the creation of psychologically safe environments and their impact on academic performance

2017 ◽  
Vol 21 (1) ◽  
pp. 65-78
Author(s):  
André Escórcio Soares ◽  
Miguel Pereira Lopes
Keyword(s):  
Higher Education ◽  
Academic Performance ◽  
Undergraduate Students ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Psychological Safety ◽  
Network Density ◽  
The Social ◽  
The Impact

As the role of students and lecturers in higher education changes, several questions emerge about the role of each of them on students’ academic performance. This includes questions regarding the impact of the relationships between students, lecturer’s characteristics and the social environment on students’ performance. To address these questions, this article reports a study of the impact of lecturer authentic leadership, psychological safety and network density on academic performance. It explores the relationship between network density, psychological safety and lecturer authentic leadership. A questionnaire was distributed to undergraduate students. A positive impact of lecturer authentic leadership and psychological safety on academic performance was found. Students from high-density groups tended to show better academic performance, higher psychological safety and tended to see their lecturers as being more authentic. A reflection on the role of the lecturer in higher education settings is presented. It also presents some recommendations on how student academic performance can be improved by the adoption of specific behaviours by their lecturer.

How Engineering Design Students’ Psychological Safety Impacts Team Concept Generation and Screening Practices

2020 ◽  
Author(s):  
Courtney Cole ◽  
Jacqueline Marhefka ◽  
Kathryn Jablokow ◽  
Susan Mohammed ◽  
Sarah Ritter ◽  
...  
Keyword(s):  
Engineering Design ◽  
Creative Process ◽  
Psychological Safety ◽  
Concept Generation ◽  
Screening Process ◽  
Team Members ◽  
Student Teams ◽  
Team Environment ◽  
Team Concept

Abstract Psychological safety has been shown to be a consistent, generalizable, and multilevel predictor of outcomes in performance and learning across fields. While work in this field has suggested that psychological safety can impact the creative process, particularly in the generation of ideas and in the discussions surrounding idea development, there has been limited investigations of psychological safety in the engineering domain. Without this knowledge we do not know when fostering psychological safety in a team environment is most important. This study provides the first attempt at answering this question through an empirical study with 53 engineering design student teams over the course of a 4- and 8-week design project. Specifically, we sought to identify the role of psychological safety on the number and quality (judged by goodness) of ideas generated. In addition, we explored the role of psychological safety on ownership bias and goodness in the concept screening process. The results of the study identified that while psychological safety was not related to the number of ideas a team developed, it was positively related to the quality (goodness) of the ideas developed. In addition, while no relationship was found between psychological safety and ownership bias during concept screening, the results showed that teams with high psychological safety selected a higher percentage of their team members ideas.

scholarly journals Theory Model for the Integration

2021 ◽  
Author(s):  
Boyd Novak
Keyword(s):  
Human Resource Development ◽  
Psychological Safety ◽  
Theory Model ◽  
Theory And Practice ◽  
Theory Building ◽  
The Past ◽  
Interpersonal Risk ◽  
Prior Experiences ◽  
Systems Framework

<p>This article develops a theory integrating psychological safety and psychological availability within the context of human resource development (HRD) objectives. While research on psychological safety, a willingness to take an interpersonal risk, has blossomed over the past two decades, no theoretical modeling has been offered with links to psychological availability as originally proposed by Kahn (1990). Through the employment of Dubin's (1969) theory-building method, this article develops the integration of psychological safety and psychological availability with a systems framework. A literature review is conducted to define and assess the proposed operational units within the theoretical model focused on inputs, mediating processes, outputs, and feedback input. Implicit voice is proposed as a feedback input that attempts to assess the role of an individual’s prior experiences in the system process. Dubin's (1969) remaining steps for theory construction are completed, up to the point of empirical research. Finally, implications of research, theory, and practice within the field of HRD are examined.</p>

Learning Goal Orientation and Creativity: Role of Psychological Safety

2011 ◽  
Author(s):  
Warren C. K. Chiu ◽  
Humphrey Leung ◽  
Kaylee Kong ◽  
Cynthia Lee
Keyword(s):  
Goal Orientation ◽  
Psychological Safety ◽  
Learning Goal ◽  
Learning Goal Orientation

Potential effect of pharmaceutical care to improve outcomes in patients with chronic kidney disease-mineral bone disorder in Sulaimani dialysis centers

2020 ◽  
pp. 82-94
Keyword(s):  
Chronic Kidney Disease ◽  
Kidney Disease ◽  
Pharmaceutical Care ◽  
Biochemical Parameters ◽  
Positive Impact ◽  
Potential Effect ◽  
Care Group ◽  
Mineral Bone Disorder ◽  
Bone Disorder

Objective: the present study was aimed to evaluate the role of pharmaceutical services in improving the outcome of mineral bone disorder in patients with advanced chronic kidney disease. Methodology: One hundred and twenty patients with chronic kidney disease-mineral bone disorder (CKD-MBD) screened for eligibility, seventy-six patients enrolled in the study and randomly allocated into two groups: pharmaceutical care and usual care, both groups interviewed by the pharmacist using specific questionnaire for assessing the quality of life (QoL). All the drug related problems (DRPs) including drug-drug interactions (DDIs) were recorded by the pharmacist. Blood samples were collected and utilized for analyzing the levels of vitamin D, phosphorous, calcium, albumin and parathyroid hormone at baseline and three months after. The pharmaceutical care group received all the educations about their medications and how to minimize DRPs; improve the QoL. Additionally, the pharmaceutical intervention included correcting the biochemical parameters. Results: Pharmaceutical care significantly improved patients QoL and minimized DRPs and DDIs. It was also effective in improving the biochemical parameters. Conclusion: Pharmaceutical care has a positive impact on improving the outcome of patients with CKD-MBD through attenuating DRPs, improving the biochemical parameters and the QoL.

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