Abstract
The purpose of this study is to investigate the role of career adaptability, feedback environment, and goal-self concordance in improving police psychological safety. Questionnaires with integral and regular answers were collected from 295 police officers from four provinces in China. The police officers completed a questionnaire that included items measuring goal-self concordance, supervisor feedback environment, psychological safety, and demographics. In a separate questionnaire, each supervisor rated the subordinate’s career adaptability. Career adaptability indirectly influences psychological safety through the feedback environment. Career adaptability has a greater influence on improving psychological safety for police officers with lower goal-self concordance than for individuals with higher goal-self concordance. Police officers with lower goal-self concordance must care about their future work roles, control their personal professional activities, make education and career choices based on curiosity, and be confident in their own careers to improve their psychological safety.
Highlights
Psychological safety is a belief that the workplace is safe for interpersonal risk taking (Frazier et al, 2017)
In view of the above research, this study offered the following hypothesis: Hypothesis 2 (H2): The leadership feedback environment mediates the relationship between career adaptability and psychological safety
This study found that for individuals with low goalself concordance, the path coefficient of career adaptability through the feedback environment, the effect on psychological safety is higher, and the influence is larger, which is consistent with the Conservation of Resources Theory (Hobfoll, 1989)
Summary
Psychological safety is a belief that the workplace is safe for interpersonal risk taking (Frazier et al, 2017). Some studies documented that problems related to the economic crisis may improve unemployment and affect the psychological safety of workers (Mucci et al, 2016), especially for police. Police face more interpersonal risks than ever before in a highly competitive environment (Perez & Ross, 2008) and still need to contribute to the continued development through individual learning behaviors (Frazier et al, 2017). Learning behaviors are beneficial to the development of the organization, there are still certain risks to individuals. Considering the importance of psychological safety to organizations and individuals, it is necessary to examine how to improve police psychological safety
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