Discussion: Searching for Literature
Discussion: Searching for Literature
As a doctoral student, you are required to be thorough and exhaustive in your search for academic resources. This requirement not only exists so you can avoid duplicating existing research, it also empowers and prepares you to contribute to the thinking and practice in your chosen area of interest. One key to achieving this goal is to develop proficiency in literature searches. Discussion: Searching for Literature
Walden Library has numerous research databases. Some may be more useful than others for finding articles related to your topic. Before you begin to search for articles, it is important to identify the databases that will be most useful. It also is important to use the best searching strategies. If you search using keywords that are too broad, you may be inundated with useless information. If you search using keywords that are too specific, you may miss articles that are pertinent to your topic. It is key, therefore, to be both efficient and thorough in your search process.
In this Discussion, you will consider your search process, the keywords and databases you used, and how the articles you found inform your ongoing research.
To prepare for this Discussion:
- Using the Walden University library, find five articles based on the topic of Learning in Adults as it applies to your specific doctoral program area (see Week 1). Take note of the key words and terms you used.
- Review Chapter 3, “Selecting a Topic and Identifying Literature for Review” (pp. 17–28), in the Galvan text.
- Review Chapter 9, “Dissertation Chapter 2: Literature Review” (pp. 84–88), in the Stadtlander text.
- As needed, review Learning Resources provided this week related to the literature search process, including searching strategies, library tips, navigating library databases, and evaluating resources.
part 1 a response in which you do the following:
- Identify the keywords and databases you used to find your five articles. Provide full references for the five articles you selected.
- Explain why you chose these articles and how they relate to your program area. Discussion: Searching for Literature
Part 2 to two of your colleagues by making suggestions for additional keywords they could use or additional databases they could search.
Psychological Safety Dealing with Remote Workers
Psychological Safety Dealing with Remote Workers
The concept of psychological safety examines a workplace environment and culture in which workers and teams are allowed to take the risk, share ideas and concerns without any form of retribution (Guchait et al., 2014). The term psychological safety was widely recognized in 1999 research by Amy Edmondson at the Harvard Business School and gained popularity and increased application in 2015 after being identified as integral to teams’ success (Guchait et al., 2014). According to Edmondson, psychological safety entails perceiving the effects of taking interpersonal risks in a specific workplace context (Guchait et al., 2014). Therefore, a central aspect of psychological safety is that it facilitates willingness to contribute ideas and shared articles. However, not all organizations support the psychological safety of workers and hence may lead to detrimental consequences. Remote workers who work in an organization with a compelling psychological safety climate report a high level of productivity and performance than workers who are denied such a climate (Guchait et al., 2014).
Furthermore, workers in a workplace culture with a supportive psychological environment are likely to put forward bold ideas since they are not afraid of being criticized. They know that their opinions matter. The paper aims to explore psychological safety and how it is a problem for remote workers in organizations that do not support, psychological safety culture.
- What are the effects of the absence of psychological safety on workers’ performance?
- How does the absence of psychological safety contribute to the mental health of works?
- How can psychological safety be improved in the organization?
According to the study conducted by Guchait et al., (2014) it has been ascertained that only three of the ten United States workers mentions that their opinion count, implying that the concept of psychological safety is a practice that most organization do not embrace hence negatively impacting on workers including in such areas including productivity, socialization, and engagement (Guchait et al., 2014). However, with increased adoption of workers’ psychological safety mechanism to a ratio of six in every ten employees, the organization may realize about 27% workers turnover reduction, 41% reduced safety concerns, and increased productivity at 12%(Idris et al., 2012). Psychological safety workers have multiple challenges as lack of psychological safety compromise communication and engagement among the employees hence reducing employee performance. Furthermore, lack of psychological safety means separation and isolation of workers from their colleagues, which may negatively impact a worker’s development. Discussion: Searching for Literature
Moreover, lack of psychological safety makes remote workers feel out of the organization as they believe their existence and input are not recognized by the organization (Idris et al., 2012). Such aspects would lead to poor workers’ performance and translate to such effects, including mental health problems. While there is multiple positive mental health of working from home, including enhanced balance of life, remote work also has various challenges associated with mental health. According to the meta-analysis research conducted by Idris et al. (2012), lack of social connection among employees translates to such negative impacts, including smoking cigarettes. Therefore, loneliness and isolation are twice dangerous to mental and physical health as obesity. Workers do not necessarily need to be alone to feel isolated or lonely, but instead need to think that their relationship and social life are not essential and arise from emotional and physical isolation (Idris et al., 2012). Therefore, how can psychological safety accompanied by strong relationships be maintained among remote workers? Discussion: Searching for Literature
One of the approaches organization can incorporate to improve psychological safety is through setting clear expectations. Workers will feel more comfortable when they are aware of what the organization excepts from them. Notably, for the remote teams, this would be much efficient to plan work around life, hence helping them make good use of the flexible aspect of remote work rather than just having the freedom to work elsewhere (Idris et al., 2012). A great deal is to create effective trust by setting expected workers’ behaviors known by all employees. Moreover, the organization must understandits teams at personal levels. With increased interaction between employees and the management and amongst themselves, a culture of trust is also created. Getting to know employees at an individual level improves workplace engagement and hence improving organization performance. Silla & Gamero (2018) notes that a trust culture is more important than workers’ competence in professional relationship building.
Organizations should also measure psychological safety against a specific benchmark to determine the level of improvement. This can be achieved through direct questionnaires and surveys directed to the employees (Silla & Gamero, 2018). Asking such questions and survey engages employees and helps create an influential culture of psychological safety, which in the long run would improve team collaboration characterized by increased social interaction within the organization. Organizations can incorporate technology to encourage organizational conversation (Silla & Gamero, 2018). Tools and approaches that make it easier for an organization to have structured communication can significantly affect the quality and quality of collaboration and interaction among workers. The organization needs to develop and incorporate effective software to improve and engage their teams and improve psychological safety (Silla & Gamero, 2018). Remote work is gaining pace and becoming a norm in the contemporary business society. However, it comes as a risk that may negatively impact workers, including mental health hence the need for intervention. Discussion: Searching for Literature
Guchait, P., Paşamehmetoğlu, A., & Dawson, M. (2014). Perceived supervisor and co-worker support for error management: Impact on perceived psychological safety and service recovery performance. International Journal of Hospitality Management, 41, 28-37.
Idris, M. A., Dollard, M. F., Coward, J., & Dormann, C. (2012). Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health. Safety Science, 50(1), 19-28.
Silla, I., & Gamero, N. (2018). Psychological safety climate and professional drivers’ well-being: the mediating role of time pressure. Transportation research part F: traffic psychology and behavior, 53, 84-92.
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