Objectives:This study aimed to investigate the dual mediating roles of psychological safety and reporting attitudes in the association between ethics-centered leadership and internal whistleblowing among nurses.Method...Objectives:This study aimed to investigate the dual mediating roles of psychological safety and reporting attitudes in the association between ethics-centered leadership and internal whistleblowing among nurses.Methods:A multicenter,cross-sectional study design was employed,involving a convenience sample of 273 nurses among five university hospitals from August to October 2024.Data were collected using a demographic questionnaire,Ethical Leadership Scale,Psychological Safety Scale,Positive Attitudes Toward Whistleblowing Scale,and Internal Whistleblowing Scale.Pearson correlation and structural equation model were conducted to test the hypothesized dual mediation model.Results:The average score of nurses for ethical leadership was 4.14±0.57,psychological safety was 3.80±0.64,reporting attitudes was 4.12±0.67,internal whistleblowing was 3.93±0.52.Ethical leadership had a significant effect on psychological safety(β=0.38,P<0.001),reporting attitudes(β=0.44,P<0.001),and internal whistleblowing(β=0.21,P=0.009).Furthermore,psychological safety(β=0.26,P<0.001)and reporting attitudes(β=0.27,P<0.001)significantly influenced internal whistleblowing among the nurses.The indirect effect of ethics-centered leadership on internal whistleblowing intermediated by psychological safety was significant(β=0.10,P<0.001).Similarly,reporting attitudes demonstrated a significant mediating effect(β=0.12,P=0.003).Conclusions:Ethical leadership encourages internal whistleblowing among nurses by fostering psychological safety and positive reporting attitudes.Therefore,healthcare managers should prioritize ethical leadership development,enhance psychological safety,and foster constructive reporting attitudes that enable nurses to report ethical violations confidently,without apprehension.展开更多
Drawing upon the Conservation of Resources theory,this study investigated the relationship between proactive personality and strengths use,as well as the mediating role of psychological safety and the moderating role ...Drawing upon the Conservation of Resources theory,this study investigated the relationship between proactive personality and strengths use,as well as the mediating role of psychological safety and the moderating role of exploitative leadership within this relationship.Data were collected from 368 employees(females=57.61%;mean age=32.35;SD=6.31)working in various organizations in China at two points in time with a two-week interval.We conducted structural equation modeling and a moderated mediation path analysis to test our hypotheses.The results demonstrated that proactive personality is positively related to strengths use and psychological safety partially mediates the association of proactive personality and strengths use.Furthermore,this study also found that exploitative leadership weakens the direct relationship between proactive personality and psychological safety and the indirect relationship of proactive personality with strengths use through psychological safety.This study identified the underlying mechanisms between proactive personality and strengths use.展开更多
The development of electronic information technology has made workplace gossip more ubiquitous.As a part of interpersonal communication on informal occasions,positive workplace gossip affects individuals’mood,cogni-t...The development of electronic information technology has made workplace gossip more ubiquitous.As a part of interpersonal communication on informal occasions,positive workplace gossip affects individuals’mood,cogni-tion,and behaviors.In light of this and based on the Social Interdependence Theory,the study proposed that positive workplace gossip has a negative effect on employee silence,and psychological safety mediates this rela-tionship.In addition,the promotion-focused moderates the relationship between psychological safety and employee silence.Based on a two-wave sampling design from 311 innovative enterprises employees,the results of Structural Equation Model by AMOS 22.0 and Mplus 7.0 supported all the hypotheses.Results revealed that positive workplace gossip can decrease the employee silence through the mediating role of psychological safety and moderating role of promotion-focused.Thesefindings provided theoretical implications and practical sugges-tions for enterprise managers to create positive communication climate to reduce employee silence.展开更多
This study examined the relationship between inclusive leadership and authenticity at work in racial minority groups of South Africa,taking into account the mediating role of psychological safety and the moderator rol...This study examined the relationship between inclusive leadership and authenticity at work in racial minority groups of South Africa,taking into account the mediating role of psychological safety and the moderator role of gender,in that relationship.The sample was composed of 94 employees predominantly working in the professional services sector from South Africa(41.5%females;mean age=37.1),who self-identified as racial minority groups(coloured/black/Indian).Results indicate that inclusive leadership has no direct effect on authenticity at work;however,psychological safety fully mediates this relationship.Regarding the moderation effect of gender,results showed that males are more likely to diminish their self-alienation(a specific component of authenticity at work)when levels of psychological safety are higher.These results are consistent with Social Identity Theory,which posits that individuals derive part of their self-concept from their membership in social groups.In contexts where inclusive leadership fosters psychological safety,individuals(particularly men in traditionally male-dominated work environments)may feel a stronger sense of belonging and group identity,which in turn enhances their willingness to express their authentic selves and reduces self-alienation.Practical implications for companies include the need to improve leadership styles to foster more of an inclusive and psychologically safe culture,where minority groups can be authentic and flourish.展开更多
The bootlegging achievements initiated by employees play an important role in realizing high-quality development in China.Extant literature has not investigated the formation mechanism of bootleg innovation from the p...The bootlegging achievements initiated by employees play an important role in realizing high-quality development in China.Extant literature has not investigated the formation mechanism of bootleg innovation from the perspective of motivation.Therefore,this study integrates the cognitive factors of employees’creative self-efficacy and psychological safety based on social cognitive theory and introduces performance prove goal orientation as the mediator from the perspective of motivation to explore its influence on bootleg innovation.Data collected from 468 employees from 53 technological companies at three time nodes demonstrate that:Creative self-efficacy and psychological safety can promote employees’bootleg innovation;the combination of high creative self-efficacy and high psychological safety is more likely to drive bootleg innovation than the combination of double low levels of them;a consistent combination of creative self-efficacy and psychological safety is more likely to drive innovative behavior than an inconsistent combination of them;the combination of high creative self efficacy and low psychological security is more likely to drive bootleg innovation than the combination of the vice versa;employees’creative self-efficacy and psychological security affect bootleg innovation mainly through the formation of performance-prove goal orientation;and the error management climate can positively moderate the mediating effect of performance-prove goal orientation.This study provides a new perspective on the formation mechanism of bootleg innovation and can serve as a practical reference for enterprises to motivate employees’bootleg innovation.展开更多
This study examined the relationship between inclusive leadership and subordinates’upward voice,focusing on the mediating role of psychological safety and the moderating role of collectivism.Data were collected from ...This study examined the relationship between inclusive leadership and subordinates’upward voice,focusing on the mediating role of psychological safety and the moderating role of collectivism.Data were collected from 284 subordinates and supervisors across 11 organizations in China in three cross-lagged waves.Structural equation modeling results indicated that inclusive leadership was associated with subordinates’upward voice via psychological safety.Moreover,collectivism strengthens the association between inclusive leadership and upward voice via psychological safety,leading to a higher upward voice.These findings highlight the importance of inclusive leadership in fostering an environment that promotes open communication and psychological safety between supervisors and subordinates,ultimately enhancing workplace health and well-being.The implications of these findings suggest that management practices should cultivate inclusive leadership behaviors for enhancing psychological safety,and encouraging subordinates to voice their opinions for the overall success of the organization.展开更多
文摘Objectives:This study aimed to investigate the dual mediating roles of psychological safety and reporting attitudes in the association between ethics-centered leadership and internal whistleblowing among nurses.Methods:A multicenter,cross-sectional study design was employed,involving a convenience sample of 273 nurses among five university hospitals from August to October 2024.Data were collected using a demographic questionnaire,Ethical Leadership Scale,Psychological Safety Scale,Positive Attitudes Toward Whistleblowing Scale,and Internal Whistleblowing Scale.Pearson correlation and structural equation model were conducted to test the hypothesized dual mediation model.Results:The average score of nurses for ethical leadership was 4.14±0.57,psychological safety was 3.80±0.64,reporting attitudes was 4.12±0.67,internal whistleblowing was 3.93±0.52.Ethical leadership had a significant effect on psychological safety(β=0.38,P<0.001),reporting attitudes(β=0.44,P<0.001),and internal whistleblowing(β=0.21,P=0.009).Furthermore,psychological safety(β=0.26,P<0.001)and reporting attitudes(β=0.27,P<0.001)significantly influenced internal whistleblowing among the nurses.The indirect effect of ethics-centered leadership on internal whistleblowing intermediated by psychological safety was significant(β=0.10,P<0.001).Similarly,reporting attitudes demonstrated a significant mediating effect(β=0.12,P=0.003).Conclusions:Ethical leadership encourages internal whistleblowing among nurses by fostering psychological safety and positive reporting attitudes.Therefore,healthcare managers should prioritize ethical leadership development,enhance psychological safety,and foster constructive reporting attitudes that enable nurses to report ethical violations confidently,without apprehension.
基金supported by Youth Foundation of Beijing Wuzi University(Grant No.2024XJQN26).
文摘Drawing upon the Conservation of Resources theory,this study investigated the relationship between proactive personality and strengths use,as well as the mediating role of psychological safety and the moderating role of exploitative leadership within this relationship.Data were collected from 368 employees(females=57.61%;mean age=32.35;SD=6.31)working in various organizations in China at two points in time with a two-week interval.We conducted structural equation modeling and a moderated mediation path analysis to test our hypotheses.The results demonstrated that proactive personality is positively related to strengths use and psychological safety partially mediates the association of proactive personality and strengths use.Furthermore,this study also found that exploitative leadership weakens the direct relationship between proactive personality and psychological safety and the indirect relationship of proactive personality with strengths use through psychological safety.This study identified the underlying mechanisms between proactive personality and strengths use.
基金funded by the National Natural Science Foundation of China Project(71801017,72002016,71901031,71802025)Project of Beijing Social Science(No.18GLC064).
文摘The development of electronic information technology has made workplace gossip more ubiquitous.As a part of interpersonal communication on informal occasions,positive workplace gossip affects individuals’mood,cogni-tion,and behaviors.In light of this and based on the Social Interdependence Theory,the study proposed that positive workplace gossip has a negative effect on employee silence,and psychological safety mediates this rela-tionship.In addition,the promotion-focused moderates the relationship between psychological safety and employee silence.Based on a two-wave sampling design from 311 innovative enterprises employees,the results of Structural Equation Model by AMOS 22.0 and Mplus 7.0 supported all the hypotheses.Results revealed that positive workplace gossip can decrease the employee silence through the mediating role of psychological safety and moderating role of promotion-focused.Thesefindings provided theoretical implications and practical sugges-tions for enterprise managers to create positive communication climate to reduce employee silence.
文摘This study examined the relationship between inclusive leadership and authenticity at work in racial minority groups of South Africa,taking into account the mediating role of psychological safety and the moderator role of gender,in that relationship.The sample was composed of 94 employees predominantly working in the professional services sector from South Africa(41.5%females;mean age=37.1),who self-identified as racial minority groups(coloured/black/Indian).Results indicate that inclusive leadership has no direct effect on authenticity at work;however,psychological safety fully mediates this relationship.Regarding the moderation effect of gender,results showed that males are more likely to diminish their self-alienation(a specific component of authenticity at work)when levels of psychological safety are higher.These results are consistent with Social Identity Theory,which posits that individuals derive part of their self-concept from their membership in social groups.In contexts where inclusive leadership fosters psychological safety,individuals(particularly men in traditionally male-dominated work environments)may feel a stronger sense of belonging and group identity,which in turn enhances their willingness to express their authentic selves and reduces self-alienation.Practical implications for companies include the need to improve leadership styles to foster more of an inclusive and psychologically safe culture,where minority groups can be authentic and flourish.
基金supported by the general project of the National Natural Science Foundation of China(No.72072086,72272057).
文摘The bootlegging achievements initiated by employees play an important role in realizing high-quality development in China.Extant literature has not investigated the formation mechanism of bootleg innovation from the perspective of motivation.Therefore,this study integrates the cognitive factors of employees’creative self-efficacy and psychological safety based on social cognitive theory and introduces performance prove goal orientation as the mediator from the perspective of motivation to explore its influence on bootleg innovation.Data collected from 468 employees from 53 technological companies at three time nodes demonstrate that:Creative self-efficacy and psychological safety can promote employees’bootleg innovation;the combination of high creative self-efficacy and high psychological safety is more likely to drive bootleg innovation than the combination of double low levels of them;a consistent combination of creative self-efficacy and psychological safety is more likely to drive innovative behavior than an inconsistent combination of them;the combination of high creative self efficacy and low psychological security is more likely to drive bootleg innovation than the combination of the vice versa;employees’creative self-efficacy and psychological security affect bootleg innovation mainly through the formation of performance-prove goal orientation;and the error management climate can positively moderate the mediating effect of performance-prove goal orientation.This study provides a new perspective on the formation mechanism of bootleg innovation and can serve as a practical reference for enterprises to motivate employees’bootleg innovation.
基金supported by the China Postdoctoral Science Foundation(Certificate Number:2024M760126).
文摘This study examined the relationship between inclusive leadership and subordinates’upward voice,focusing on the mediating role of psychological safety and the moderating role of collectivism.Data were collected from 284 subordinates and supervisors across 11 organizations in China in three cross-lagged waves.Structural equation modeling results indicated that inclusive leadership was associated with subordinates’upward voice via psychological safety.Moreover,collectivism strengthens the association between inclusive leadership and upward voice via psychological safety,leading to a higher upward voice.These findings highlight the importance of inclusive leadership in fostering an environment that promotes open communication and psychological safety between supervisors and subordinates,ultimately enhancing workplace health and well-being.The implications of these findings suggest that management practices should cultivate inclusive leadership behaviors for enhancing psychological safety,and encouraging subordinates to voice their opinions for the overall success of the organization.
