![]() ![]() The common definition of psychological safety is that it is a state in which workers are able to speak out what they really think without worrying about their impression, position, or negative impact on the workplace. Edmondson’s definition 4) of team psychological safety was that it is a “shared belief held by members of a team that the team is safe for interpersonal risk taking”. Detert & Buriss 6) defined psychological safety as “the extent to which individuals believe their colleagues (e.g., supervisors, coworkers) will not punish or misunderstand them for taking risks, such as speaking up with suggestions or concerns”. Kahn 3) defined psychological safety as “workers’ feeling able to show and employ one’s self without fear of negative consequences to self-image, status, or career”. Psychological safety has been defined in many ways. ![]() Studies on psychological safety have increased since the 2000s in relation to a supportive work environment, workers’ learning behaviors, leadership, speaking-up behavior, and work engagement 5). 1, 2) and Kahn 3) focused on individual perceptions of psychological safety, Edmondson 4) casted psychological safety as a group level construct. Edmonson 4) introduced the concept of psychological safety at the team level, and that psychological safety promotes team learning behavior and team performance. Having supportive and trusting relationships at the person level allows people to create connections with one another to compensate for gaps between people with different gender or organizational position. ![]() Kahn proposed that four factors influenced psychological safety: interpersonal relationships, group and intergroup dynamics, management style and process, and organizational norms. Kahn considered that workers are more likely to feel psychological safety in workplaces where social support and trust among workers exist. In 1990, Kahn 3) introduced a new focus on psychological safety as a state of mind in which an individual worker can take interpersonal risks of self-expression and engage in their work roles. In contrast, employees who have experienced traumatic events such as downsizing or reorganization would be anxious about trying new ideas 1). Schein indicated that workers who feel psychological safety have cognition that they are at a safe place, will be treated equally with fair procedures, will be able to learn new things, and try new ways 1, 2). Psychological safety was described as the degree to which workers feel secure and confident in dealing with organizational learning and changes 1). Psychological safety was first introduced to the organizational sciences in the context of organizational change by Schein and Bennis in 1965 1). In conclusion, the Japanese version of the Psychological Safety Scale had acceptable levels of reliability and validity, and may be applicable for use in Japanese workers. Overall, the Japanese Psychological Safety Scale had moderate to strong correlations with other scales. Confirmatory factor analysis demonstrated a marginally acceptable fit. Cronbach’s alphas of the Psychological Safety Scale were 0.91 (baseline) and 0.88 (follow-up), and ICC was 0.87. The results of the survey showed that respondents were 287 at baseline and 236 at follow-up. Cronbach’s alphas and intra-class correlation coefficient (ICC) were examined for reliability, and its validity was tested by confirmatory factor analysis and correlational analyses. Social support at workplace, work engagement, organization-based self-esteem, organizational justice, and job satisfaction were measured. The Psychological Safety Scale was translated into Japanese according to international guidelines. Japanese workers were invited to participate in online surveys at baseline and at one-month follow-up (N=320). Our purpose was to investigate the validity and reliability of the Japanese version of the Psychological Safety Scale. Although an increasing number of studies on psychological safety at workplaces has been conducted in both western and eastern countries, there are few empirically validated measures in Japan. ![]()
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