Team Psychological Safety
Edmondson, A. C. · 1999
別名: Psychological Safety
Team psychological safety is the shared belief among members of a team that the group is safe for interpersonal risk-taking — that speaking up with a question, a concern, a mistake or a dissenting idea will not lead to embarrassment, rejection or punishment. Two features of the definition are frequently lost in popular use. It is a group-level property, a shared perception belonging to the team rather than a trait of individuals. And it concerns interpersonal risk, not comfort or the absence of pressure: psychologically safe teams often have high performance standards, and the combination is what produces learning.
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.
- 出典:
- Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
- 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
この理論に基づいて構築された検証済みテストを受ける
構成概念について読むことは何であるかを教えてくれます。検証済み測定具はそこでの自分の位置を教えてくれます。無料で受けられ、数分で結果が出ます。
エビデンス概要
- 実証的サポート
- 強力なエビデンス
- 再現性
- 十分に再現
- 異文化
- ほぼ普遍的
- メタ分析
- 10件索引済み
これらの評価は、理論に関する公開文献を要約したもので、それに基づいて構築された個々のテストの品質ではありません。以下に記載された出典に基づく編集判断であり、エビデンスが蓄積されるにつれて変化します。
歴史的背景
Schein and Bennis used the term in the 1960s in the context of organizational change. Edmondson gave it its modern operational form in her 1999 Administrative Science Quarterly paper, which grew out of a counterintuitive finding in hospital data: better-performing nursing units reported more medication errors, not fewer, because they were reporting them rather than committing more. The construct spread far beyond academia after Google's Project Aristotle identified it in 2016 as the strongest differentiator among effective teams, a result that also accelerated its dilution in popular management use.
構成概念
チームの心理的安全性
The shared belief that a team is safe for interpersonal risk taking — admitting a mistake, asking for help, disagreeing out loud, proposing unfinished ideas (Edmondson, 1999). It is a property of the team climate rather than an individual trait, and is theorized as distinct from team cohesiveness and from trust in specific individuals. Where safety is high, information moves fast and problems surface while they are small; where it is low, the taxed behaviors are minimized and errors go unreported rather than unmade.
機器
- NOESIS Team Psychological Safety ScaleNOESIS2026
この理論に基づくテスト
実践的応用
Psychological safety predicts team learning behaviour, error reporting, innovation and, in healthcare, patient safety outcomes. It moderates the relationship between team diversity and performance, which is one reason diversity initiatives without it underdeliver. In practice it is treated as a leadership-influenced condition: leader inclusiveness, framing work as a learning problem, and explicit invitation to dissent are the interventions with the best evidential support. Measured for a real team, it functions as a diagnostic of whether the team can surface bad news early.
測定方法
Measured with a short self-report Likert scale (Edmondson's seven items) administered to team members and aggregated to the team, with within-group agreement reported to justify aggregation.
批評と制限事項
The construct is defined at the team level but overwhelmingly measured by aggregating individual self-reports, and agreement within teams is often too low to justify the aggregation — which means many published team-level findings rest on shaky measurement foundations. Cross-sectional designs with same-source measurement dominate, so causal claims outrun the evidence. Its popular reception has broadened it into a synonym for a pleasant workplace, dropping both the interpersonal-risk specificity and the high-standards half of Edmondson's framework. Cross-cultural work is thinner than the construct's global use implies, particularly regarding power distance.
主要文献
- Edmondson, A. C.. (1999). Psychological safety and learning behavior in work teams. 10.2307/2666999
- Edmondson, A. C. & Lei, Z.. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. 10.1146/annurev-orgpsych-031413-091305
- Frazier, M. L., Fainshmidt, S., Klinger, R. L., Pezeshkan, A. & Vracheva, V.. (2017). Psychological safety: A meta-analytic review and extension. 10.1111/peps.12183