Comparar métodos
Examine os métodos selecionados lado a lado; as linhas que diferem ficam destacadas.
| Team Psychological Safety Measurement× | Escala de Comportamento de Cidadania Organizacional× | |
|---|---|---|
| Área | Comportamento organizacional | Comportamento organizacional |
| Família≠ | Latent structure | Process / pipeline |
| Ano de origem≠ | 1999 | 1988 |
| Autor original≠ | Amy C. Edmondson | Dennis W. Organ |
| Tipo≠ | Team-level climate construct and measurement model | Self-report scale |
| Fonte seminal≠ | Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383. DOI ↗ | Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books. ISBN: 978-0-669-16934-9 |
| Outros nomes≠ | Psychological Safety Scale, Edmondson Psychological Safety, Team Psychological Safety, Interpersonal Risk-Taking Climate | OCB Scale, Williams & Anderson Scale |
| Relacionados≠ | 3 | 4 |
| Resumo≠ | Team psychological safety is the shared belief among members of a team that the team is safe for interpersonal risk-taking — that one can speak up, ask questions, admit mistakes, and propose ideas without fear of being embarrassed, rejected, or punished. Amy Edmondson introduced and measured the construct in her 1999 Administrative Science Quarterly study of work teams in a manufacturing company, showing that it is a property of the team, not just the individual, and that it enables team learning behavior. Her measurement approach treats psychological safety as a latent belief captured by self-report items, aggregated to the team level once within-team agreement justifies it. The pivotal finding was that psychological safety predicts learning behavior, which in turn mediates the relationship between safety and team performance. The construct has since become central to research and practice on teams, learning, and high-reliability work. | The Organizational Citizenship Behavior Scale (OCBS) is a 16-item instrument measuring discretionary employee contributions beyond formal job requirements. Developed by Organ in 1988 and operationalized by Williams and Anderson in 1991, the OCBS assesses two dimensions: helping behaviors toward coworkers and support for the organization. |
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