![]() ![]() In the Mellor ( 2023) study, safe environments were defined in reference to a psychological construct developed by Edmondson ( 1999) to predict team outcomes such as “efficacy, creativity, and performance.” The construct, psychological safety, describes a shared belief by team members that meetings are safe for interpersonal risk-taking, a definition that is meant to suggest a sense of confidence held by members that the team will not embarrass, reject, or punish any member for speaking up. Through this lens, it was suggested that meetings provide employees with opportunities to experience safe environments, wherein they are encouraged to fulfill psychological needs related to work through interactions with other employees, examples of which include the need to voice and share concerns about the work environment, to participate in decisions about how work is parsed, distributed, and performed, to clarify and refine how work relationships are to be shaped and honored-and if not, how they are to be addressed and dealt with-and to be counted as a valued contributor to “our collective work effort” (see Ezorsky, 2007 Greenhouse, 2019 Kochan, 2005 McAlevey, 2020 Mellor & Holzer, 2018 Parker & Gruelle, 1999 for narrative accounts and like perspectives). In a recent study presented by Mellor ( 2023), the chronic problem of low local union meeting attendance was viewed through a psychological lens. Model relationships are discussed in relation to future sampling, modeling, and intervention. Test results for the expanded model indicated support, in which mediation was stronger for minority employees and for employees for which English is a Second Language, specifically links between safety and effectiveness ratings and between safety and attendance through effectiveness ratings. ![]() Because gender, minority status, and language of origin were linked to model variables in the Mellor study, and because discussions with local officers (“local reps”) about the problem of low attendance indicated interest in these demographics, the demographics were positioned as moderators in the mediation model. Support for replication was shown, in which employees who experienced more safety at meetings were more likely to rate meetings as effective, and in turn were more likely to indicate meeting attendance in the next 12 months. Viewing the problem of chronic low local union meeting attendance through a psychological lens, we sampled employees from 22 unions and 64 locals who attended meetings in the last 12 months ( N = 130) to replicate a mediation model presented in Mellor ( Employee Responsibilities and Rights Journal, 35, 189–208, 2023), in which psychological safety at meetings is linked to meeting attendance through rated meeting effectiveness.
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