Which mediators must be present for team psychological safety to enhance team performance in organizations, and which moderators strengthen this relationship?

Abstract

This paper’s problem statement is: “Which mediators must be present for team psychological safety to enhance team performance in organizations, and which moderators strengthen this relationship?”. This paper used an integrative review approach to collect data to answer this problem statement, while data analyses were guided by Thematic analysis by Clarke & Braun (2006). The findings of Google’s Project Aristotle served as background and reasoning for researching team psychological safety. The results showed that learning from failures was found to be the sole mediator, while the five identified moderators were communication, performance, psychological empowerment, meaning and impact, and leadership. Additionally, psychological safety was examined through the lens of social exchange theory to understand the social process and examine areas for potential mediator- and moderator variables.

This paper’s problem statement is: “Which mediators must be present for team psychological safety to enhance team performance in organizations, and which moderators strengthen this relationship?”. This paper used an integrative review approach to collect data to answer this problem statement, while data analyses were guided by Thematic analysis by Clarke & Braun (2006). The findings of Google’s Project Aristotle served as background and reasoning for researching team psychological safety. The results showed that learning from failures was found to be the sole mediator, while the five identified moderators were communication, performance, psychological empowerment, meaning and impact, and leadership. Additionally, psychological safety was examined through the lens of social exchange theory to understand the social process and examine areas for potential mediator- and moderator variables.