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In this week’s Discussion, you will describe a theory that you found referenced consistently throughout the studies you read

Sociology

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In this week’s Discussion, you will describe a theory that you found referenced consistently throughout the studies you read. You will also draw a connection between the theory and the gap you identified in the literature.

To prepare for this Discussion:

• Consider, based upon your literature review thus far, what theories have been recurrent.
• Review Chapter 3, “Writing” (pp. 23–25), in the Stadtlander text.
• Review the media piece Research Approaches and Theoretical Frameworks.

BY DAY 3

Post by Day 3 a response describing one theory in your own words, and explain its relationship with the gap in the literature you identified.

1 Psychological Safety Dealing with Remote Workers The concept of psychological safety examines a workplace environment and culture in which workers and teams are allowed to take the risk, share ideas and concerns without any form of retribution (Guchait et al., 2014). The term psychological safety was widely recognized in 1999 research by Amy Edmondson at the Harvard Business School and gained popularity and increased application in 2015 after being identified as integral to teams’ success (Guchait et al., 2014). Remote workers who work in an organization with a compelling psychological safety climate report a high level of productivity and performance than workers who are denied such a climate (Edmondson, 2018). Furthermore, workers in a workplace culture with a supportive psychological environment are likely to put forward bold ideas since they are not afraid of being criticized. Problem Statement Psychological safety means perceiving the impacts of taking the interpersonal risks that are particular to a workplace setting. Typically, remote working comes with many challenges despite the many advantages, like having an enhanced work-life balance. Javed et al. (2019) noted that psychological safety plays an increasing role in impacting innovative working behavior among employees. Hence, the main focus of psychological safety rotates around its facilitation of willingness to be part of ideas and shared articles. Psychological safety entails perceiving the effects of taking interpersonal risks in a specific workplace context (Guchait et al., 2014). Therefore, a central aspect of psychological safety is that it facilitates willingness to contribute ideas and shared articles. However, not all organizations support the psychological safety of workers and hence may lead to detrimental consequences. Notably, psychological 2 safety workers have many problems like lack of safety compromise communication and commitment with others, thus reducing their performance. Purpose This research explores psychological safety and how it is a problem for remote workers in organizations that do not support, psychological safety culture. Research Questions i. How do workers describe the implication of the absence of psychological safety on their performance? Does the absence of psychological safety contribute to increased workers’ mental health ii. issues? iii. How can an organization promote a sense of psychological safety among workers? Approach The research will use the qualitative method, mainly social constructivism and narrative inquiry, in performing investigation related to the subject under assessment. The rationale for selecting the social constructivism and narrative inquiry is because the approach would enhance my ability to use psychology and sociology as the discipline root. The second reason for using the technique is that it would help address how individuals in the setting constructed the reality and what the employee perceives as accurate. Further, the research approach will enhance the ability to evaluate the staff thought on what is perceived as accurate concerning the issue of psychology safety when dealing with remote workers, making the qualitative approach the most appropriate in this case. The third reason for selecting social constructivism and narrative inquiry is the ability to use the interview and written test while undertaking the investigation, thereby informing the 3 subject under investigation and promoting the research questions’ knowledge. Thus, social constructivism and narrative inquiry will facilitate the ability to use in-depth interviews to gather pivotal information in responding to the research problem. The study will utilize semi-structured interviews conducted in a reasonably open context that allowed focused and conversational communication in a two-way approach. The research questions will be prepared before the time of the interview to enable preparation that will make us appear competent during the interview process (Bertrand & Bourdeau, 2010). The semi-structured interviews will allow participants to express their views in their terms they understand better. The most common advantage of this type of interview is that it encourages two-way communication. Moreover, social constructivism and narrative inquiry use selected individual who has a direct experience with the respective phenomena of interest enhancing the ability to attain accurate results promoting the validity and reliability of the study. The last reason behind selected social constructionism and narrative inquiry is providing a narrative that reveals the selected viewpoints. 4 References Bertrand¹, C., & Bourdeau¹, L. (2010). Research interviews by Skype: A new data collection method. In-paper Presented at the 9th European Conference on Research Methodology for Business and Management Studies, Madrid, Spain Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons. Guchait, P., Pa?amehmeto?lu, A., & Dawson, M. (2014). Perceived supervisor and co-worker support for error management: Impact on perceived psychological safety and service recovery performance. International Journal of Hospitality Management, 41, 28-37. Javed, B., Naqvi, S. M. M. R., Khan, A. K., Arjoon, S., & Tayyeb, H. H. (2019). Impact of inclusive leadership on innovative work behavior: The role of psychological safety. Journal of Management & Organization, 25(1), 117-136. Psychological Safety Dealing with Remote Workers 5 Psychological Safety Dealing with Remote Workers The concept of psychological safety examines a workplace environment and culture in which workers and teams are allowed to take the risk, share ideas and concerns without any form of retribution (Guchait et al., 2014). The term psychological safety was widely recognized in 1999 research by Amy Edmondson at the Harvard Business School and gained popularity and increased application in 2015 after being identified as integral to teams' success (Guchait et al., 2014). According to Edmondson, psychological safety entails perceiving the effects of taking interpersonal risks in a specific workplace context (Guchait et al., 2014). Therefore, a central aspect of psychological safety is that it facilitates willingness to contribute ideas and shared articles. However, not all organizations support the psychological safety of workers and hence may lead to detrimental consequences. Remote workers who work in an organization with a compelling psychological safety climate report a high level of productivity and performance than workers who are denied such a climate (Guchait et al., 2014). Furthermore, workers in a workplace culture with a supportive psychological environment are likely to put forward bold ideas since they are not afraid of being criticized. They know that their opinions matter. The paper aims to explore psychological safety and how it 6 is a problem for remote workers in organizations that do not support, psychological safety culture. Research Questions/Problems 1. What are the effects of the absence of psychological safety on workers' performance? 2. How does the absence of psychological safety contribute to the mental health of works? 3. How can psychological safety be improved in the organization? According to the study conducted by Guchait et al., (2014) it has been ascertained that only three of the ten United States workers mentions that their opinion count, implying that the concept of psychological safety is a practice that most organization do not embrace hence negatively impacting on workers including in such areas including productivity, socialization, and engagement (Guchait et al., 2014). However, with increased adoption of workers' psychological safety mechanism to a ratio of six in every ten employees, the organization may realize about 27% workers turnover reduction, 41% reduced safety concerns, and increased productivity at 12% (Idris et al., 2012). Psychological safety workers have multiple challenges as lack of psychological safety compromise communication and engagement among the employees hence reducing employee performance. Furthermore, lack of psychological safety means separation and isolation of workers from their colleagues, which may negatively impact a worker's development. Moreover, lack of psychological safety makes remote workers feel out of the organization as they believe their existence and input are not recognized by the organization (Idris et al., 2012). Such aspects would lead to poor workers' performance and translate to such effects, including mental health problems. While there is multiple positive mental health of working from home, including enhanced balance of life, remote work also has various challenges 7 associated with mental health. According to the meta-analysis research conducted by Idris et al. (2012), lack of social connection among employees translates to such negative impacts, including smoking cigarettes. Therefore, loneliness and isolation are twice dangerous to mental and physical health as obesity. Workers do not necessarily need to be alone to feel isolated or lonely, but instead need to think that their relationship and social life are not essential and arise from emotional and physical isolation (Idris et al., 2012). Therefore, how can psychological safety accompanied by strong relationships be maintained among remote workers? One of the approaches organization can incorporate to improve psychological safety is through setting clear expectations. Workers will feel more comfortable when they are aware of what the organization excepts from them. Notably, for the remote teams, this would be much efficient to plan work around life, hence helping them make good use of the flexible aspect of remote work rather than just having the freedom to work elsewhere (Idris et al., 2012). A great deal is to create effective trust by setting expected workers' behaviors known by all employees. Moreover, the organization must understand its teams at personal levels. With increased interaction between employees and the management and amongst themselves, a culture of trust is also created. Getting to know employees at an individual level improves workplace engagement and hence improving organization performance. Silla & Gamero (2018) notes that a trust culture is more important than workers' competence in professional relationship building. Organizations should also measure psychological safety against a specific benchmark to determine the level of improvement. This can be achieved through direct questionnaires and surveys directed to the employees (Silla & Gamero, 2018). Asking such questions and survey engages employees and helps create an influential culture of psychological safety, which in the long run would improve team collaboration characterized by increased social interaction within 8 the organization. Organizations can incorporate technology to encourage organizational conversation (Silla & Gamero, 2018). Tools and approaches that make it easier for an organization to have structured communication can significantly affect the quality and quality of collaboration and interaction among workers. The organization needs to develop and incorporate effective software to improve and engage their teams and improve psychological safety (Silla & Gamero, 2018). Remote work is gaining pace and becoming a norm in the contemporary business society. However, it comes as a risk that may negatively impact workers, including mental health hence the need for intervention. References Guchait, P., Pa?amehmeto?lu, A., & Dawson, M. (2014). Perceived supervisor and co-worker support for error management: Impact on perceived psychological safety and service recovery performance. International Journal of Hospitality Management, 41, 28-37. Idris, M. A., Dollard, M. F., Coward, J., & Dormann, C. (2012). Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health. Safety Science, 50(1), 19-28. Silla, I., & Gamero, N. (2018). Psychological safety climate and professional drivers' well-being: the mediating role of time pressure. Transportation research part F: traffic psychology and behavior, 53, 84-92. 9 Narrative Comprehending the different qualitative research methods fosters the ability of a researcher to select the best and most appropriate techniques that fit their research questions and the subject under investigation. Comparison and Contrast Between the Qualitative Approach One of the comparisons of between social constructivism and narrative inquiry and system theory entails the discipline root, whereby the two approaches use psychology with interview being the main source of the data. Besides, the social constructivism and narrative inquiry, system theory, ethnography and autoethnography and interactive and participatory qualitative applications involves experienced participants. On the other hand, different listed qualitative approaches use varying discipline roots which include sociology, psychology, anthropology and sociology, forming the significant difference between different qualitative approaches. Similarities and Differences between Different Type of Qualitative Studies From the qualitative matrix evaluating the different types of qualitative research, it is apparent that varying approaches use a common source of the data. For instance, while undertaking an essential qualitative inquiry, qualitative case studies, Grounded theory, and phenomenological utilize interviews as the source of data among other sources such as the focus group discussion. Besides, the type of qualitative research depicts similar sampling challenges; for instance, the approaches face limited samples to inform the subject under investigation. Moreover, different methods in qualitative analysis using significantly similar analysis plan guidelines, for example, the use of content analysis and thematic analysis, focused on identifying different themes among other evaluations such as the interpretative analysis. 10 The approach I will Use Research Question The research questions for my investigation on psychological safety dealing with remote workers are 1. What are the effects of the absence of psychological safety on workers’ performance? 2. How does the absence of psychological safety contribute to the mental health of works? 3. How can psychological safety be improved in the organization? In this case, I will use social constructivism and narrative inquiry in performing an investigation related to the subject under investigation. Rationale The rationale for selecting the social constructivism and narrative inquiry is because the approach would enhance my ability to use psychology and sociology as the discipline root. Besides, another reason for using the technique is that it would help address how individuals in the setting constructed the reality and what the employee perceives as accurate. Further, the research approach will enhance the ability to evaluate the staff thought on what is perceived as accurate concerning the issue of psychology safety when dealing with remote workers, making the qualitative approach the most appropriate in this case. Another reason for selecting social constructivism and narrative inquiry is the ability to use the interview and written test while undertaking the investigation, thereby informing the subject under investigation and promoting the research questions’ knowledge. Moreover, social constructivism and narrative inquiry use selected individual who has a direct experience with the respective phenomena of interest enhancing the ability to attain accurate results promoting the validity and reliability of the study. The last reason behind selected social constructionism and narrative inquiry is providing a narrative that reveals the selected viewpoints. 11 Part 1 Searching For Literature It is worth mentioning that searching for literature is an imperative component of a systematic review that involves searching for studies and aiming for a transparent review of research identification. As a result, effective literature search leaves readers clear concerning what was done to identify the studies and how the findings are located in relevant evidence. Moreover, a literature search is a primary step in carrying out authentic research. Literature searching enables a researcher to formulate a research question and plan the study. Thus, selecting the proper articles relevant for the research topic is an art, time-consuming, and can culminate in the abandonment of the search if it is not carried out in a step-wise strategy (Grewal & Dhawan, 2016). Noteworthy, different databases are often available for carrying out the literature search. It is essential to consider the research problem as a crucial step in the literature search. It offers direction on the keywords to focus on and allows a researcher to narrow down the problem, hence seeking and assessing the existing literature (Grewal & Dhawan, 2016). Thus, this paper examines the literature search process by indicating the keywords and databases used and explaining why the selected five peer-reviewed articles relate to the topic: Psychological Safety Dealing with Remote Workers. The literature search was directed by the research questions that focused on the absence of psychological safety on workers’ performance and mental health. SEARCHING FOR LITERATURE 2 Dollard, M. F., Dormann, C., Tuckey, M. R., & Escartín, J. (2017). Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction. European Journal of Work and Organizational Psychology, 26(6), 844-857. https://doi.org/10.1080/1359432X.2017.1380626 The article was found on the Taylor and Francis database, whereby after searching for the primary keyword, psychological safety, I received 138,271 results. I then searched by the selected filters like the date (2017) and subject (psychology) and narrowed the search articles to 6,018. To narrow the research topic further, I selected “only show content I have full access to, which narrowed to 524, with the selected article appearing the first on that page. The article is relevant to the research topic and the field of I/O psychology because it addressed the issue of lack of psychological safety on employees' emotional well-being, such as depression and stress. Idris, M. A., Dollard, M. F., Coward, J., & Dormann, C. (2012). Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health. Safety Science, 50(1), 19-28. https://doi.org/10.1016/j.ssci.2011.06.005 The article came from the Science Direct database, Safety Science journal. After inserting the keyword: psychological safety, I had 1,234 results. I narrowed the search by including another keyword, climate, and found 486 results. I narrowed the search further by including keywords like workers' psychological safety and had 343 results. I then filtered the article using date (2012) and issue (1) and found only 4 results, with the selected article appearing first on that page. I/O psychologists focus on understanding employees' behaviors and understanding what motivates them. Therefore, the article will be relevant in this case because it offers insights into SEARCHING FOR LITERATURE 3 the psychological safety factors affecting employees’ performance, such as team psychological safety, physical safety climate, and perceived management support. Kim, S., Lee, H., & Connerton, T. P. (2020). How Psychological Safety Affects Team Performance: Mediating Role of Efficacy and Learning Behavior. Frontiers in psychology, 11, 1581. https://doi.org/10.3389/fpsyg.2020.01581 The article emanated from Frontier in Psychology database. I searched for the key term psychological safety and found 3,851 articles related to the topic. Thus, to narrow down to the research topic, I included other key terms like team performance and found 1,533 articles. I then searched based on date and authors. The article is imperative to I/O psychology because it addressed the importance of teams in promoting individual performance. The authors indicate that teamwork is a psychological safety that allows employees to feel safe concerning the interpersonal risks, which may arise concerning their conduct in a team context. Teamwork promotes interaction and sharing of skills and knowledge, which are indispensable psychological safety that impacts workers performance—thereby answering the research question about the influence of psychological safety on employees’ performance Silla, I., & Gamero, N. (2018). Psychological safety climate and professional drivers’ well-being: the mediating role of time pressure. Transportation Research Part F: Traffic Psychology and Behaviour, 53, 84-92. https://doi.org/10.1016/j.trf.2017.12.002 The article was found in the Elsevier database in the section of journal articles. Therefore, to find the relevant article, I searched for psychological safety climate and found 480 results. I narrowed the search by searching under the subject of psychology and found 85 results and then SEARCHING FOR LITERATURE 4 searched for Transportation Research Part F: Traffic Psychology and Behaviour to find the article. The article contributes to the research topic by addressing how the organization supports employees by promoting psychological safety through reduced work burnout, thereby promoting their overall health and well-being. Wang, Y., Liu, J., & Zhu, Y. (2018). Humble leadership, psychological safety, knowledge sharing, and follower creativity: a cross-level investigation. Frontiers in psychology, 9, 1727. https://doi.org/10.3389/fpsyg.2018.01727 The article came from the Frontiers in psychology database. I searched for the keywords like psychological safety, innovation, creativity, and knowledge sharing and found 98 results. I narrowed the search by date to find the article. The article is relevant to this research topic because it examines psychological safety in promoting employees’ performance through knowledge sharing and creativity. The article emphasizes the importance of leadership in promoting a safe climate by depicting behaviors that promote employees’ psychological safety and encouraging them to take risks and realizes their growth potential. SEARCHING FOR LITERATURE 5 References Dollard, M. F., Dormann, C., Tuckey, M. R., & Escartín, J. (2017). Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction. European Journal of Work and Organizational Psychology, 26(6), 844-857. https://doi.org/10.1080/1359432X.2017.1380626 Grewal, A., Kataria, H., & Dhawan, I. (2016). Literature search for research planning and identification of research problem. Indian journal of anaesthesia, 60(9), 635–639. https://doi.org/10.4103/0019-5049.190618 Idris, M. A., Dollard, M. F., Coward, J., & Dormann, C. (2012). Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health. Safety science, 50(1), 19-28. https://doi.org/10.1016/j.ssci.2011.06.005 Kim, S., Lee, H., & Connerton, T. P. (2020). How Psychological Safety Affects Team Performance: Mediating Role of Efficacy and Learning Behavior. Frontiers in psychology, 11, 1581. https://doi.org/10.3389/fpsyg.2020.01581 Silla, I., & Gamero, N. (2018). Psychological safety climate and professional drivers’ well-being: the mediating role of time pressure. Transportation research part F: traffic psychology and behaviour, 53, 84-92. https://doi.org/10.1016/j.trf.2017.12.002 Wang, Y., Liu, J., & Zhu, Y. (2018). Humble leadership, psychological safety, knowledge sharing, and follower creativity: a cross-level investigation. Frontiers in psychology, 9, 1727. https://doi.org/10.3389/fpsyg.2018.01727 SEARCHING FOR LITERATURE 6 Annotated Bibliography on Psychological Safety Barker, K. C. (2017). Sexual harassment experience, psychological climate, and sex effect on perception of safety (Doctoral dissertation, Walden University). The topic on psychological safety addresses the interactive risks in the workplace environment and how they can affect the general workforce outcomes. From the peer's feedback, I acknowledged that people working remotely have various challenges and a hard time balancing working in the assigned environment and personal life. The workers' safety in the working environment addresses the need for employers to consider employees' decisions and social life to prevent depressions for quality outcomes in the waged places. According to the author, Dr. Kenneth Barker, a psychology expert and corporate trainer from the Prairie State College and Walden University, relates sexual harassment in the perception of psychological safety in the working environment. The research paper examines the effects of sexual pestering and how it influences business operations. However, it is necessary to address the patient's security regarding how they get molested in the workplace. In natural settings, psychological safety encompasses all the general behaviors amongst the team members and how they can effectively relate to practical decision-making. The study examined the psychological climate of the workers following bodily manipulations and their effects on the harassed individual and the organization. The researcher used a sample of 414 workers from the United States who had completed the psychological climate of victimization. The sample of twelve workers in the psychology of health climate got incorporated for the credibility of the results. The questionnaire approach of the study validated the reliability of the survey through deep intrusive methods. Data collected got analyzed based on testing and several regressions. Form the topic of study, and the results revealed a significant association between workplace victimization and SEARCHING FOR LITERATURE 7 laborers' perceived protection from the victimization. Employers need to enact anti-harassment policies to protect the mental safety of workers. The suggestions from the research on the formation of programs on sexual harassments aids in reducing the menace in working environs. Policies are destined to give directions upon which team members get administrated for efficient production. An emerging storyline from the study "sexual harassment" can directly influence profits. In tortures the workers psychological safety and impact how they interact and socialize in the working places. Socialization requires peace of mind without external influences preventing related distresses such as illnesses. The author describes the transition of literature review to the problem state of psychological safety. Sexual harassment got significant physical and emotional consequences. Workers suffering from mental safety begin to abscond duties with poor timekeeping. Besides, the employers and staff team members must practice counseling services to boost the victim's low morale. When an employee feels low due to mental safety problems, they rarely participate in decision-making, which is crucial for organizational growth. Employees' complaints should get prioritized in the working environment to create room for team members' participation in corporate developments. Butler, R. W. (2020). Enhancing Leadership Strategies to Reduce Stress on Employees for Organizational Success. ScholarWorks | Walden UniversityResearch. https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=1 0607&context=dissertations The peer's articles emphasized the employers' significance to address the association among the team member's supervisors and the employees. Usually, the relationship between the two personnel affects service delivery if one provokes the role of the other. I agree with the peer's feedback that adequate leadership quality based on guided moral standards reduces the SEARCHING FOR LITERATURE 8 psychological safety problems between team members. As per the study paper conducted by Reginald W, Butler from Walden College of management, organizational leaders can result in work-related stress among team members. The researcher highlights the need for leaders to effectively manage administrative issues to avoid mental disorders among team members. When employees suffer from psychological safety problems, it rises to stress; job performance reduces, leading to high staff turnover. The articles relate directly with the peers' information on the need for leaders to conduct qualities that would not compromise service delivery efficiently. The case study explores effective strategies and techniques used in stress reductions and how to improve the psychological health of team members. The examiner conducted face-to-face interviews among the three high-ranking leaders from the financial institutions in South Eastern US. The senior leaders had effectually reduced stress among the workers. The collection of organizational documents aided in analyzation process to assess the specificities of research questions. However, the study conducted insight into the need to trust leaders and the efficacy of respect in working employments. The emerging storyline, according to the articles, is based on governance abilities. Mental safety requires a trusted leader who can handle issues effectively within the organization. Some problems such as employee's health status affecting service delivery can result in psychological issues. Individual team members find it challenging to communicate to fellow workers and frontrunners due to trust issues. Influential leaders should keep such matters confidential and avoid disclosing individual conceals to other team members. Leaders should also practice the art of equality when handling team members. Fairness in resource allocations creates equality in workplaces. In most organizations, employees are treated differently in the distribution of jobs. Leaders and supervisors tend to place their favorite individuals in better working places despite SEARCHING FOR LITERATURE 9 having the same or lower qualifications. In such cases, exploited persons feel mentally unstable, decreasing their productivity level. The outlined articles tend to share themes on current governance in working areas. It's upon the administrators of various entities to ensure junior members are actively motivated in working places. Motivations in working environments include; job promotions and token appreciation when team members have attained the organizational objectives. Creating a healthy corporate culture also improves the mental safety of individuals through drafting policies that guide how employees are supposed to behave within the organization. A psychological safety climate has significance in developing organizations culture through goal attainment, increase in productivity, and preventing losses that result in organizational compensations. Annotated Bibliography – Psychological Safety on Workers Performance Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons. Edmondson discusses workplace confidence and how psychological issues of individuals are a major hindrance to a person's creative instincts. In his book, he makes the argument that having psychological safety nets in the workplace boosts a person's confidence, increasing their chance for growth and innovation. Apart from pointing out the importance of having awareness regarding psychological issues, Edmondson provides the various ways through which organizations can integrate psychological safety into their organizations. Individuals with psychological issues are often perceptive to patterns, while some of them are interested in recognition. Organizations can institute programs and policies that will be focused on creating an environment and a workplace that will be more receptive to individuals afflicted with psychological issues. Furthermore, having an environment that is committed to addressing SEARCHING FOR LITERATURE 10 people’s psychological needs will eventually be a harmonious workplace, preventing any other employees from developing any psychological issues. Edmond’s motivation for writing his book was the realization that many managers were unaware of the implications of the new technological innovations and how they can psychologically affect individuals in the workplace. The theme that can be identified from the book is the initiation of psychological safety in the workplace. Individuals with psychological issues have to be assured that their safety is always assured. Hu, J., Erdogan, B., Jiang, K., Bauer, T. N., & Liu, S. (2018). Leader humility and team creativity: the role of team information sharing, psychological safety, and power distance. Journal of Applied Psychology, 103(3), 313. Hu et al. focused their research on how workers can work together in creating psychological safety in the workplace. The study established that humility is often associated with low self-evaluation. The majority of workers that consider themselves humble often have issues with their self-evaluation. Hu et al. suggested that employees working together on the same concept, for instance, being humble, and being led by a leader, will often help employees with low-self-evaluation have a higher opinion of themselves. In doing so, the employees inevitably end up creating psychological safety in the workplace. Psychological safety is not only important for patients with self-esteem issues. It also helps other employees live up to their full potential. Furthermore, the study makes the suggestion that humble leaders are more important when it comes to creating psychological safety in the workplace. Leaders who display humility are trusted more by the employees, which in turn makes the employees free to engage with the leaders and bring, to their attention, issues that they think the leaders should address. Based on SEARCHING FOR LITERATURE 11 the results and conclusion of the study, a theme that can be learned from the study is the effect of perception on psychological safety. Yang, Y., Li, Z., Liang, L., & Zhang, X. (2019). Why and when paradoxical leader behavior impacts employee creativity: Thriving at work and psychological safety. Current Psychology, 1-12. Yang, Liang, and Zhang conducted a study to investigate the effects leaders have on employees with psychological issues. They made found out that the mental stability of the targeted employees was always dependent on the mood of the leader. The study also worked on the assumption that individuals with psychological issues required support systems and established routines that helped them stay focused. When focused, these employees were creative and capable of solving problems with innovative ideas. However, when the work environment changed or the manager changed behavior, the environment for these individuals is distorted. As such, they become distressed, and their creative efforts are diminished. Without adequate concentration, these individuals have a difficult time adjusting to a slightly different environment. As such, it is important that psychology safety in the workplace be maintained so as to enhance and promote the creativity of employees. The study also established that leaders have a crucial role when it comes to psychological safety in the workplace. As such, it is important, according to Yang, Liang, and Zhang, that leaders exhibit certain behavioral patterns for the benefit of the employees. The study made the conclusion that changes in the behavior of leaders sometimes impact the creativity of employees. From the study, the theme of leaders and their role in psychological safety in the workplace can be established. SEARCHING FOR LITERATURE 12 PSYCHOLOGICAL SAFETY 1 Psychological Safety in Working Environments Larry Standfield Walden University PSYCHOLOGICAL SAFETY 2 Topic: Psychological Safety Dealing with Remote Workers. I. Introduction A. Psychological safety climate in the workplace environment incorporates the organization's shared insights on procedures and practices that guarantee the team members' mental and general safety. B. The climate also prevents the likelihood of distress, poor performance, and stress in working places (Idris et al., 2012). C. Managers should be at the front in addressing organizational issues affecting team member's service delivery. Thesis Statement: For effective production in organizations, team leaders and frontrunners should provide employees with mental safety through knowledge sharing and team cooperation to prevent anxiety, distress and enhance team member's emotional well-being. Theme 1: Workplace Environment II. Sexual Harassment as a Perception of Mental Safety in Workplaces. A. Managers in the working environment should protect workers from victimization. B. When employees get bodily manipulations, it affects their decision-making and quality of service delivery in the workplace (Barker, 2017). C. Sexual harassment influences socialization in the working environment as a result of low self-esteem. D. Leaders in organizations should respect personal decisions made by employees in their individual lives. Besides, they should enact policies that prevent sexual harassment in working places. III. Workplace Bullying As A Psychological Health Problem PSYCHOLOGICAL SAFETY 3 A. Intimidation and abuse in workplaces affect individual and organizational performance. B. Creating a profound psychological safety climate (PSC) prevents harassment (Dollard et al., 2020). C. Managers should have a practical approach to addressing bullying, work design, and conflict resolution. Theme 2: psychological safety IV. Learning Team Member's Behaviors Affect The Mental Safety Of Individuals. A. Team creativity, as the behavioral outcome, is affected by psychological safety. B. The team's mental safety through socialization influences the interactive risks. C. Addressing individual and team learning helps in gaining and sharing knowledge and skills about hence increasing organizational productivity (Kim & Connerton, 2020) V. Psychological Climate A. A psychological safety climate is significant in reducing burnouts and poor health. B. Time pressure is also essential in working places to create a culture of maximum production. C. The organization is responsible for creating psychological safety by decreasing work exhaustion for the emotional wellness of workers (Wang & Zhu, 2018). VI. Need For Workplace Confidence In Addressing Psychological Safety A. Individuals working in a psychologically safe environment have creativity and enthusiasm. B. Workers having psychological issues are often sensitive to patterns with curiosity in recognition. PSYCHOLOGICAL SAFETY 4 C. Managers require awareness of how new technology influences the individual's psychological safety (Edmondson, 2018). D. Organizations should implement policies and programs that employees can access with psychological problems. VII. Organizations Require Humble Leaders For Psychological Safety A. Employees with low self-evaluation need influential leaders to address mental issues (Hu et al., 2018). B. Employees tend to trust humble leaders, unlike arrogant leaders. C. Leaders should always portray humility to incorporate team members in addressing organizational mental issues. Theme 3: Leadership VIII. Need For Humble Leadership, Knowledge Sharing, And Creativity In Addressing Psychological Safety A. Leadership influences the level of creativity amongst the team members. B. Creativity involves the generation of new ideas crucial for organizational success (Wang, 2018). C. A transformational and empowering leadership got skills essential in handling mental issues among team members. IX. Enhancing Leadership Approaches In Reducing Workplace Stress A. The association between frontrunners and team members can affect the effectiveness of team members in working places (Butler, 2020). B. Leaders require guidelines on moral standards and a professional code of conduct. C. Leaders should handle administrative issues such as conflicts amiably to prevent mental distress. PSYCHOLOGICAL SAFETY X. 5 Conclusion A. There is a need for team leaders and frontrunners to provide employees with mental safety through knowledge sharing and team cooperation to prevent stress and enhance team member's emotional well-being. B. Leaders require skills and knowledge to implement policies that enable employee's psychological safety in workplaces. PSYCHOLOGICAL SAFETY 6 References Barker, K. C. (2017). Sexual harassment experience, psychological climate, and sex effect on the perception of safety (Doctoral dissertation, Walden University). Butler, R. W. (2020). Enhancing Leadership Strategies to Reduce Stress on Employees for Organizational Success. ScholarWorks | Walden UniversityResearch. https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=10 607&context=dissertations Dollard, M. F., Dormann, C., Tuckey, M. R., & Escartín, J. (2017). Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction. European Journal of Work and Organizational Psychology, 26(6), 844-857. https://doi.org/10.1080/1359432X.2017.1380626 Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons. Hu, J., Erdogan, B., Jiang, K., Bauer, T. N., & Liu, S. (2018). Leader humility and team creativity: the role of team information sharing, psychological safety, and power distance. Journal of Applied Psychology, 103(3), 313. Idris, M. A., Dollard, M. F., Coward, J., & Dormann, C. (2012). Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health. Safety Science, 50(1), 19-28. https://doi.org/10.1016/j.ssci.2011.06.005 Kim, S., Lee, H., & Connerton, T. P. (2020). How Psychological Safety Affects Team Performance: Mediating Role of Efficacy and Learning Behavior. Frontiers in psychology, 11, 1581. https://doi.org/10.3389/fpsyg.2020.01581 Silla, I., & Gamero, N. (2018). Psychological safety climate and professional drivers' wellbeing: the mediating role of time pressure. Transportation Research Part F: Traffic Psychology and Behaviour, 53, 84-92. https://doi.org/10.1016/j.trf.2017.12.002 PSYCHOLOGICAL SAFETY Wang, Y., Liu, J., & Zhu, Y. (2018). Humble leadership, psychological safety, knowledge sharing, and follower creativity: a cross-level investigation. Frontiers in psychology, 9, 1727. https://doi.org/10.3389/fpsyg.2018.01727 7 Assignment 2 Larry Standfield Literature Review Lab Premise Completion Title Psychological Safety Dealing with Department of Energy Remote Workers Problem statement Psychological safety incorporates interpersonal risks that are specific to the workplace environment. Generally, those who work remotely are faced with tremendous challenges as they are tasked with balancing life and work. As Javed et al. (2019) denote, psychological safety is vital in the innovative aspect of the employees in a workplace. Psychological safety takes into account the rationale and effects associated with the employees who incorporate interpersonal risks while in work (Guchait et al., 2014). Psychological safety revolves around facilitating the worker's willingness to present their innovative ideas to the organization and their incorporation in the decision-making process. Nonetheless, few organizations are conversant with the psychological safety of the associates leading to devastating impacts. As a result, workers in such organizations experience numerous issues that impact their performance, commitment while compromising their communication. Approach (i.e., proposed methodology) for the study The study will employ a qualitative method that incorporates social constructivism and narrative inquiry. The approach will be essentials in investigating the topic under review as it will incorporate the ability to integrate psychology and sociology as the foundation. References Javed, B., Naqvi, S. M. M. R., Khan, A. K., Arjoon, S., & Tayyeb, H. H. (2019). Impact of inclusive leadership on innovative work behavior: The role of psychological safety. Journal of Management & Organization, 25(1), 117-136. Guchait, P., Pa?amehmeto?lu, A., & Dawson, M. (2014). Perceived supervisor and co-worker support for error management: Impact on perceived psychological safety and service recovery performance. International Journal of Hospitality Management, 41, 28-37.