Team Psychological Safety Check
Team Psychological Safety Scale (Edmondson, 1999)のNOESIS適応版
~3 min · 7 問 · 無料の簡易レポート
Seven statements about what it costs to be honest on your team: to admit a mistake, ask for help, disagree out loud, or show up different. Psychological safety is not niceness and not comfort — it is the shared expectation that taking an interpersonal risk will not be punished, and three decades of research link it to whether teams learn or repeat their errors. This assessment reads how safe your team currently feels from where you sit. It is built on the team psychological safety construct of Edmondson (1999). The items are a NOESIS adaptation — independently written and not independently validated — so treat results as structured self-reflection rather than a validated diagnosis of your team.
What does it cost to admit a mistake, ask for help, or disagree on your team? Seven statements put a number on it.
- Name the specific behaviors your team's climate makes expensive — admitting error, asking for help, dissenting, being different — and see whether the discomfort you feel is personal caution or a property of the room.
登録不要で開始できます。簡易レポートは最後に無料で提供されます。 完全レポートは$6.90です。必要なときにお支払いください。
このテストで測定されるもの
Team Psychological Safety
Low Psychological Safety
Guarded Climate
Moderately Safe Climate
High Psychological Safety
あなたの結果はこれらのバンドのいずれかに該当します。
クリックからレポートまで。
手順はシンプルです：回答し、システムが計算し、結果が表示されます。事前登録不要、フォーム不要、待ち時間なし。
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「無料で始める」をクリック
開始時に登録は不要です。結果を保存したいときに、最後に本人確認を行います。テストはすぐに始まります。
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質問に答える
Likert 5-point scale (Strongly disagree to Strongly agree)。進捗バーが表示されます。本人確認後は、どのデバイスからでも中断・再開可能です。
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簡易レポートを受け取る
即座に無料で提供。各次元のテキスト要約と、高・中・低の指標が含まれます。
- 4
完全レポートが必要か決める
簡易レポートだけでも十分な価値があります。完全レポートには、パーセンタイル、基準比較、チャート、応用的推奨、検証可能な修了証が追加されます。
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統合チャットで探求する
AIとあなたの結果について対話できます。プロフィールがキャリアにどう活かせるか、高いスコアの意味、他のテストとの比較などを尋ねられます。
簡易レポートはすぐにあなたのものに。完全レポートは必要に応じて。
| 無料版と有料版の比較 | 簡易レポート (常に無料) | 完全レポート ($6.90) |
|---|---|---|
| 回答に基づいて生成された各次元の解釈テキスト | ✓ | ✓ |
| 各次元の素点スコア | ✓ | ✓ |
| 1段落の概要 | ✓ | ✓ |
| 簡易レポートの全内容を、各次元3〜5段落に拡張 | — | ✓ |
| 各次元のパーセンタイル（基準群との比較） | — | ✓ |
| アクセシブルなデータテーブル付きの次元間チャート | — | ✓ |
| キャリア、人間関係、セルフケアへの応用的推奨 | — | ✓ |
| 公開検証とPDFダウンロード付き修了証 | — | ✓ |
- ✓簡易レポートの全内容を、各次元3〜5段落に拡張
- ✓各次元のパーセンタイル（基準群との比較）
- ✓キャリア、人間関係、セルフケアへの応用的推奨
- ✓公開検証とPDFダウンロード付き修了証
テスト完了後、簡易レポートの先に進みたい場合のみお支払いいただきます。
PIX（即時）またはクレジットカードでお支払い。レポートへのアクセスは1年間。その後、レポートは読み取り専用モードで閲覧可能です。
このツールを信頼できる理由。
Based on the team psychological safety construct of Edmondson (1999), this assessment uses 7 independently developed items — one per conceptual facet, three negatively worded — on a 5-point agreement scale, scored as a raw 7-35 sum with NOESIS-labeled bands. The items were written by NOESIS to represent the published construct and have not been independently validated; the original scale's psychometrics do not apply to them. Treat results as structured self-reflection about your team experience.
- 著者:
- Edmondson
- 年:
- 1999
- デジタルオブジェクト識別子 — ジャーナル記事への直接リンク。:
- 10.2307/2666999
表示されている信頼性、基準、カットオフは、元のツール（Team Psychological Safety Scale (Edmondson, 1999)）のものです。
このNOESIS適応版はまだ独立した検証を受けていません。
- Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
このテストの背景にある理論。
Team Psychological Safety
Theory that teams differ in the shared belief that the group is safe for interpersonal risk taking — admitting error, asking for help, disagreeing, proposing unfinished ideas — and that this belief, more than talent or resources, governs whether a team learns. Psychological safety is a team-level climate, not an individual trait.
この理論について詳しく見る →ターゲット
Anyone who works in a team — as a member wondering why speaking up feels expensive, or as a lead wondering what their silence is costing them.
推奨年齢: 18+
レポートが答える質問。
What does honesty cost on your team right now?
Read the score as a price tag, not a grade. High safety means mistakes, questions, dissent, and difference are cheap to show — so information moves fast and problems surface while they are small. Low safety means each of those carries a tax, and people respond the way people respond to taxes: they minimize the taxed behavior. The team does not get fewer mistakes; it gets fewer reported ones.
最も効果的な方。
The newest person on the team
Everyone else seems to know the unwritten rules, and every question feels like it spends credibility. Scoring the climate separates normal new-job caution from a room that actually punishes not-knowing.
A team lead after a failed project
The retrospective was polite and useless — nobody named what everyone knew. A leader wondering why hears it here first: the price of honesty on this team got too high, and the retro was where that became visible.
Someone who has gone quiet in meetings
Six months ago they argued, proposed, pushed back. Now they nod. Whether that is burnout, disengagement, or a rational response to how their last three dissents were received is exactly the question worth taking apart.
よくある質問
What exactly is psychological safety?
The shared belief that your team will not punish you for interpersonal risks: admitting a mistake, asking a basic question, proposing a half-formed idea, disagreeing with someone senior. It was named and measured by Amy Edmondson in 1999, who found — counterintuitively — that better hospital teams appeared to make more errors. They did not. They reported more, because they could afford to.
Is this Edmondson's original scale?
No, and we say so plainly. The construct and its facets follow Edmondson (1999); the seven items are NOESIS's own wording and have not been independently validated. The original scale's published statistics do not apply to these items. If you need a validated instrument for research, use the original; if you want a structured, honest way to examine your own team experience, this is built for that.
I answered about my team. Whose safety does the score describe?
Yours, inside that team. Psychological safety is a team-level climate, but it is experienced — and reported — one person at a time, and it is routinely uneven: the room can be safe for the loudest tenured voice and unsafe for the newest hire. A single response reads one seat. If several teammates take it independently and the numbers diverge sharply, that spread is itself a finding.
My score is low. Does that mean my team is bad?
It means interpersonal risks currently feel expensive from where you sit — which is compatible with good people and bad habits. Low safety is usually built accidentally: a sharp reaction to bad news here, a mocked question there. It is also rebuildable, and the fastest lever is whoever has the most status spending some of it: admitting their own mistake first, asking the naive question themselves.
Should I share my result with my manager?
That is your call, and notice the irony: whether sharing it feels safe is itself a measurement. If it feels easy, your climate is probably better than your worst day suggests. If it feels risky, the result has already told you something — consider starting with the behaviors you would like to see rather than the score itself.
より充実したプロフィールのために、ツールを組み合わせましょう。
各テストは異なる次元を測定します。統合チャットは完了したすべてのテストの結果を横断し、単一のツールでは見えないつながりを明らかにします。
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無料で始める →このテストは情報提供を目的とした自己理解のためのツールです。心理学的または臨床的な診断を構成するものではなく、資格を持つ専門家による評価に代わるものでもありません。レポートにはテキスト生成に使用されたAIモデルが示されます。
© 2026 NOESIS. All items independently developed. Construct based on Edmondson (1999).