Exploring the Effects of Psychological Safety, Organization-Based Self-Esteem, and Self-Efficacy on Job Performance

Year 2025, , 1 - 28, 26.03.2025

Meral Kızrak

https://doi.org/10.54733/smar.1619101

Abstract

This study investigates the direct and indirect relationships between psychological safety and job performance, with organization-based self-esteem as a mediator and self-efficacy as a moderator. Drawn from the Job Demands-Resources model and social cognitive theory, the hypothesized moderated mediation model was tested using data collected from 387 employees working in an industrial-iron casting company through face-to-face and online surveys. The results show that higher levels of psychological safety positively impact job performance both directly and indirectly via organization-based self-esteem. Additionally, the indirect impact of psychological safety on job performance via organization-based self-esteem is contingent upon employees' levels of self-efficacy. Overall, the results highlight the importance of contextual and individual psychological resources in organizational settings.

Keywords

psychological safety, organization-based self-esteem, self-efficacy, job performance, JD-R model, social cognitive theory

Psikolojik Güvenlik, Örgüt-Temelli Öz-Saygı ve Öz-Yeterliliğin İş Performansı Üzerindeki Etkileri

Abstract

Bu çalışma, psikolojik güvenliğin iş performansı üzerindeki doğrudan ve dolaylı etkisini inceleyerek, örgüt-temelli öz-saygının aracı, öz-yeterliliğin de düzenleyici rolünü ele almıştır. İş talepleri-kaynakları modeli ve sosyal bilişsel kurama dayanan çalışmanın aracı düzenleyici modeli, demir döküm üretimi yapan bir şirkette çalışan 387 bireyden, yüz yüze ve çevrimiçi anketler aracılığıyla toplanan verilerle test edilmiştir. Bulgulara göre psikolojik güvenlik, iş performansını hem doğrudan, hem de örgüt-temelli öz-saygı aracılığıyla dolaylı olarak olumlu yönde etkilemektedir. Ayrıca bulgulara göre, psikolojik güvenliğin, örgüt-temelli öz-saygı aracılık etkisiyle iş performansı üzerindeki dolaylı etkisi, çalışanların öz-yeterlilik düzeylerine bağlı olarak değişmektedir. Genel olarak, sonuçlar bağlamsal ve bireysel psikolojik kaynakların iş ortamındaki önemini vurgulamaktadır.

Keywords

psikolojik güvenlik, örgüt-temelli öz-saygı, öz-yeterlilik, iş performansı, JD-R modeli, sosyal biliş kuramı

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