This paper by Amy Edmondson from Harvard University explores the concept of team psychological safety and its impact on learning behavior and performance in organizational work teams. The study introduces the construct of team psychological safety, defined as a shared belief that the team is safe for interpersonal risk-taking, and models the effects of this construct and team efficacy on learning and performance. A multimethod field study involving 51 work teams in a manufacturing company measures antecedent, process, and outcome variables. The results show that team psychological safety is positively associated with learning behavior but not with team efficacy when controlling for team psychological safety. Learning behavior mediates the relationship between team psychological safety and team performance. The study supports an integrative perspective where both team structures (such as context support and team leader coaching) and shared beliefs shape team outcomes. The findings highlight the importance of creating a safe environment where team members feel comfortable taking risks and sharing information, which is crucial for effective team learning and performance.This paper by Amy Edmondson from Harvard University explores the concept of team psychological safety and its impact on learning behavior and performance in organizational work teams. The study introduces the construct of team psychological safety, defined as a shared belief that the team is safe for interpersonal risk-taking, and models the effects of this construct and team efficacy on learning and performance. A multimethod field study involving 51 work teams in a manufacturing company measures antecedent, process, and outcome variables. The results show that team psychological safety is positively associated with learning behavior but not with team efficacy when controlling for team psychological safety. Learning behavior mediates the relationship between team psychological safety and team performance. The study supports an integrative perspective where both team structures (such as context support and team leader coaching) and shared beliefs shape team outcomes. The findings highlight the importance of creating a safe environment where team members feel comfortable taking risks and sharing information, which is crucial for effective team learning and performance.