The Effects Of Psychological Safety On Employee Creativity

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However, studies on this relationship are neglected. Thus, more studies to confirm that relationship is needed. Furthermore, several previous studies propose that psychological safety is related to employee creativity (Gong et al., 2009; Hirak et al., 2012; Kark & Carmeli, 2009; Oldham & Cummings, 1996). For example, Oldham and Cummings (1996) employe personal characteristics such as confident as an antecedent of employee creativity. Slightly different, Scott and Bruce (1994) disclose that innovative behaviour of an employee is affected by the employee psychological conditions such as environment support which makes the employee feel safe. Thus, when an employee feels safe, he/she can do his/her work creatively because he/she feels comfortable and can develop innovative way in doing his/her job. In addition, Amabile et al. (1996) reveal that employee creativity depends on individual aspects such as workload pressure and the freedom of employee. Hence, we argue that individual or inner-psychological safety which comes from individual aspects has an impact on employee creativity. In other words, to increase an employee creativity, he/she should be safe psychologically. However, to the best of our knowledge, the number of studies which emphasise the relationship between psychological safety in individual context and creativity is very limited. Hence, from the above discussion, we predict two hypotheses as follows: H3a. Inner-psychological safety relates to team psychological

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