Collaborative Research: Uncovering and Enhancing Pathways to Psychological Safety at Work for Racial Minority Women

合作研究：发现和加强少数族裔女性工作心理安全的途径

• 批准号: 2243905
• 负责人: Kristen Jones
• 金额: $ 14.8万
• 依托单位: University of Memphis
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-07-01 至 2025-06-30
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2243905&HistoricalAwards=false
• 关键词: Collaborative; Research; Uncovering; Enhancing; Pathways

Employee psychological safety, or the belief that one can take interpersonal risks at work without fear of retaliation, has been shown to have several health and productivity benefits for employees and organizations. One factor that is critical to building psychological safety is leader behavior. Most of the research has failed to consider that psychological safety may be cultivated in unique ways for employees who are members of socially disadvantaged groups, particularly for those in intersecting demographic categories who often experience unique challenges based on their intersecting social identities. Given the workforce has become increasingly diverse, building understanding of how leaders can best cultivate psychological safety among these groups of employees is a critical step to fully realizing the advantages of a workforce in which employees feel psychologically safe. As such, the project team is collecting data to support the development of actionable, evidence-based interventions that will help managers develop communication and leadership skills that effectively cultivate psychological safety of employees. The findings will support the development of leader skill trainings in organizations. The primary objective of this project is to build a more comprehensive understanding of the specific contextual factors that impact the psychological safety of members of some demographic categories at work, with the broader goal of improving diverse employees’ work lives and helping organizations to retain top diverse talent. Across three studies, the project team is interviewing both employees and managers whom those employees identify as having made them feel psychologically safe in the past to gain a better understanding of the unique needs of these employees to build psychological safety at work. Investigators are using this information to design, implement, and evaluate the effectiveness of an intervention that trains managers to cultivate work environments that support and enhance the psychological safety of employees.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

员工心理安全，或者说人们可以在工作中承担人际风险而不必担心遭到报复的信念，已被证明对员工和组织有多种健康和生产力益处，对于建立心理安全至关重要的因素之一是领导者的行为。该研究未能考虑到，对于社会弱势群体的员工来说，心理安全可以通过独特的方式培养，特别是对于那些处于交叉人口类别的员工来说，他们经常因其交叉的社会身份而面临独特的挑战，因为劳动力已经变得越来越多。多样化，建立对领导者如何最好地发挥作用的理解培养这些员工群体的心理安全感是充分实现员工感到心理安全的劳动力优势的关键一步，因此，项目团队正在收集数据，以支持制定可行的、基于证据的干预措施，以提供帮助。管理者培养有效培养员工心理安全的沟通和领导技能。该研究结果将支持组织中领导者技能培训的发展。该项目的主要目标是更全面地了解影响心理安全的具体背景因素。工作中某些人口类别的成员，其更广泛的目标是改善多元化员工的工作生活并帮助组织留住顶尖的多元化人才，项目团队正在采访这些员工认为过去让他们感到心理安全的员工和经理，以更好地了解独特的需求。调查人员正在利用这些信息来设计、实施和评估一项干预措施的有效性，该干预措施旨在培训管理人员营造支持和增强员工心理安全的工作环境。该奖项反映了 NSF 的法定使命。并通过使用评估被认为值得支持基金会的智力价值和更广泛的影响审查标准。