In this paper, the author argues that psychological safety's established importance in private-sector management literature makes it a relevant subject of research focus for federal agencies. Given persistent personnel challenges that the U.S. Department of Homeland Security faces in employee job satisfaction and retention, interpersonal factors could serve as a meaningful area of exploration to improve these key personnel outcomes.
Authors
- Division
- RAND Homeland Security Research Division Management, Technology, and Capabilities
- Pages
- 24
- Published in
- United States
- RAND Identifier
- PE-A2891-1
- RAND Type
- commentary
- Rights
- RAND Corporation
- Series
- Expert Insights
- Source
- https://www.rand.org/pubs/perspectives/PEA2891-1.html
Table of Contents
- Overview 2
- Interpersonal Dynamics in Professional Spaces 3
- Work teams are not just technical or informational environments they are also relational environments . 3
- Psychological Safety 4
- The quality of an organizations relational environment can easily be the difference between success and failure. 4
- Harvard Business Review Harvard Business Review 6
- The U.S. Department of Homeland Security Context 8
- Lower levels of employee satisfaction engagement and retention than those at DHSs federal peers might derive from a cause other than technical or resource-related issues. 8
- Psychological Safety at the U.S. Department of Homeland Security 9
- A top-line comparison of key personnel outcome metrics between very large agencies gives the clear impression that DHS lags behind all but one of its peers the U.S. Department of Justice. 11
- Key Differences Reported Between the U.S. Department of Homeland Security and the Other Five Very Large Federal Agencies 12
- Conclusion 13
- Very LargeAgency Comparisons Personnel Outcomes 14
- In psychological safety leaders at DHS and in the public sector more broadly have a phenomenon that would if understood and cultivated likely drive improvements to suboptimal personnel outcomes. 14
- Responses to the Survey Item Considering Everything How Satisfied Are You with Your Job 15
- Responses to the Survey Item I Feel a Strong Personal Attachment to My Organization 15
- Responses to the Survey Item Are You Considering Leaving Your Current Organization 16
- Responses to the Survey Item Employees in My Work Unit Produce High-Quality Work 16
- Responses to the Survey Item Employees in My Work Unit Meet the Needs of Our Customers 17
- Responses to the Survey Item Employees in My Work Unit Contribute Positively to My Agencys Performance 17
- Responses to the Survey Item In My Work Unit Peoples Differences Are Respected 18
- Very LargeAgency Comparisons Interpersonal Perceptions 18
- Responses to the Survey Item I Am Comfortable Expressing Opinions That Are Different from Those of Other Employees in My Work Unit 19
- Responses to the Survey Item Employees in My Work Unit Treat Me as a Valued Member of the Team 19
- Responses to the Survey Item My Talents Are Used Well in the Workplace 20
- Responses to the Survey Item Employees in My Work Unit Share Job Knowledge 20
- Responses to the Survey Item I Feel Encouraged to Come Up with New and Better Ways of Doing Things 21
- Note 21
- References 21
- Acknowledgments 23
- About the Author 23
