Should psychosocial safety climate theory be extended to include climate strength?

Adaptive leadership and safety citizenship behaviors in Pakistan: the roles of readiness to change, psychosocial safety climate, and proactive personality

Challenging times have put organizations in a perilous and chaotic state that demands immediate resolution and calls for effective leadership to help navigate out of the crisis. In this context, we focused on psychosocial safety climate theory to investigate the influence of adaptive leadership on safety citizenship behaviors by looking at the mediating effect of readiness to change and the moderating impact of psychosocial safety climate and proactive personality, particularly in the Pakistani healthcare sector. To test the hypotheses, the data were collected from 397 employees working in the healthcare sector of Pakistan at two different times. The results of this study supported the model. The moderated path analysis revealed that psychosocial safety climate strengthens the direct effect of adaptive leadership on readiness to change, whereas the moderating impact of a proactive personality also strengthens the relationship between readiness to change and safety citizenship behaviors. Similarly, both moderators significantly moderated the indirect impact of adaptive leadership on safety citizenship behaviors via readiness to change. To conclude, the present study has significant implications for organizations and practitioners in both steady and uncertain environments.

Dynamics of organizational climate and job satisfaction in healthcare service practice and research: a protocol for a systematic review

Organizational climate and job satisfaction have been established as fundamental pillars of research and practice in organizational behavior and organizational psychology, inspiring many explanations and operationalizations over time. In most sectors, global trends such as labor shortages, high rates of turnover and absenteeism, the need to increase productivity, and the interest in new work models concur to keep climate and job satisfaction on top of the research agenda. The situation is particularly acute in the healthcare sector, where related factors have the capacity to influence all aspects of care provision, including patient safety and the physical and mental health of care providers. Nevertheless, a gap in knowledge persists regarding climate, job satisfaction, and their relationships in healthcare services. This protocol describes a study that aims to examine the dynamics of climate and job satisfaction in healthcare organizations from the practice and research perspectives. The protocol complies with PRISMA-P. PRISMA will be used to report the results of the study. Databases will be searched for published studies in May 2023, and we expect to complete the study by December 2024. A framework based on a multi-dimensional concept of quality in research will be used to examine the quality of any studies before inclusion. The results will be disseminated in two systematic reviews. We will describe proposed models depicting the dynamics of climate and job satisfaction in healthcare organizations. We will systematize and discuss available evidence regarding the outcomes of climate and job satisfaction in healthcare work environments. We will synthesize information on research designs and methodological options of included studies. We will identify measures of climate and job satisfaction used in healthcare settings, assess their psychometric properties, and appraise the overall quality of underlying studies. Finally, we expect to identify areas in need of further research.

Psychosocial safety climate and self-efficacy: Moderating role of job-related expectations in Pakistani private-sector employees during the COVID-19 pandemic

The labor force in Pakistan comprises 59.8 million individuals. The employees have faced major changes in work dynamics and psychosocial safety climate during the COVID-19 pandemic. The purpose of the current study is to find the relationship between psychosocial safety climate, self-efficacy, and job-related expectations. It explores the moderating role of job-related expectations on the relationship between psychosocial safety climate and self-efficacy. It was hypothesized that there is likely to be a significant relationship between psychosocial safety climate, self-efficacy, and job-related expectations, job-related expectations are likely to moderate the relationship between psychosocial safety climate and self-efficacy, and there are likely to be differences between married and unmarried employees; men and women; satisfied and unsatisfied employees with respect to psychosocial safety, self-efficacy, and job-related expectations. A correlational research design and a convenience sampling strategy were used. A total of 281 employees (M = 30.74 years, SD = 10.99) of the private-sector (including educational, industrial, and IT) organizations during the COVID-19 pandemic were part of the study. Results show that psychosocial safety climate had a positive significant relationship with job-related expectations and self-efficacy. Job expectations also significantly correlated with self-efficacy. There were significant differences in measures of study variables with respect to gender, marital status, and employee satisfaction. This research has implications for administration, managers, policymakers, and organizational psychologists.

The Construct of Job Insecurity at Multiple Levels: Implications for Its Conceptualization and Theory Development

Over the years, job insecurity has accumulated important scholarly work. As a result, research has identified multiple constructs that involve employees' concerns about job loss. Most of these are individual-level constructs (e.g., subjective and objective job insecurity), but, recently, an incipient body of literature has adopted a multilevel perspective by understanding job insecurity as a collective phenomenon (e.g., job insecurity climate, strength climate, downsizing or temporary hiring strategies). Furthermore, these constructs at different levels are underpinned by shared theoretical frameworks, such as stress theory or psychological contract theory. However, all this literature fails to present an integrative framework that contains the functional relationship for mapping job insecurity constructs across levels. Accordingly, the present study aims to examine job insecurity from a multilevel perspective, specifically by conceptualizing job insecurity at the individual level-understood as subjective and objective job insecurity-and at the organizational level, understood as job instability in an organization, job insecurity climate, and climate strength. The methodology of multilevel construct validation proposed by Chen, Mathieu and Bliese (2005) was applied; thus, (1) job insecurity were defined at each relevant level of analysis; (2) its nature and structure was specified at higher levels of analysis; (3) psychometric properties were tested across and/or at different levels of analysis; (4) the extent to which job insecurity varies between levels of analysis was estimated; and (5) the function of job insecurity was tested across different levels of analysis. The results showed significant relationships among these, and were related to an organizational antecedent (e.g., organization nature) and organizational and individual outcomes (collective and individual job satisfaction) in two European samples: Austria and Spain. Accordingly, this study exposed the multilevel validity of job insecurity constructs through an integrative framework in order to advance in the area of job insecurity theory and practice. The contributions and implications to job insecurity research and other multilevel research are discussed.

The double-edged sword effect of psychological safety climate: a theoretical framework

Purpose

Psychological safety climate has been commonly conceptualized as a facilitative team property. Despite the literature review and meta-analysis conducted recently, little is known about the potential dark side of psychological safety climate. The purpose of this paper is to develop a theoretical framework to advance our understanding of both the bright and dark sides of psychological safety.

Design/methodology/approach

Drawing on extant theories and previous literature, the authors propose a conceptual framework of the mechanisms and boundary conditions underlying the relationship between psychological safety climate and dysfunctional team behavior.

Findings

The authors propose that the relationship between psychological safety climate and dysfunctional behaviors in the team is directly contingent on psychological safety climate strength, and indirectly contingent on task interdependence, group faultlines, group conflict asymmetry and team power distance differentiation.

Originality/value

First, the authors attempt to expand psychological safety climate literature by considering its potential damaging outcomes. Second, they contribute to the theory of psychological safety climate by suggesting a theoretical model consisting of the boundary conditions wherein psychological safety climate could reduce team effectiveness. Finally, the authors incorporate climate strength into the psychological safety literature to probe the antecedents of psychological safety climate strength and when it matters to the subsequent negative outcomes.