Energy psychological safety, which comes from manager’s and co-workers’ support, may have a relation to employment equity psychological safety. Previous studies have contended that support from supervisor and co-workers leads to employee safety climate (Dysvik and Kuvaas, 2012, Babin and Boles, 1996, Burt et al., 2008). For example, Babin and Boles (1996) have examined key aspects of employee’s work environment (climate) and how employee’s perceptions on these aspects relate to work-related outcomes. In this study, Babin and Boles emphasise that supervisor’s and co-workers’ support relate to role of conflict which refers to the unpleasant condition at work due to different understanding of a job order. Moreover, Burt et al. (2008) note that
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(2013) have investigated four perpetrators of discrimination in the mental health workplace, including managers/supervisors, co-workers, patients, and visitors. They emphasise that managers and co-workers are potential sources of discrimination at work. Whilst, support from managers and co-workers is related to energy psychological safety. Hence, it may argue that energy psychological safety has a link to discrimination at work which relates to employment equity psychological safety. Additionally, Ghumman et al. (2013) in their systematic literature review have revealed that one of discrimination practices at work by managers or co-workers is religious discrimination. They note that religious harassment might be occurred when employees faced a hostile or offensive work environment due to their religion. Managers or co-workers treat an employee differently because of his/her religion. Thus, it might be assumed that support from managers or co-workers which relates to energy psychological safety has a relation to employee’s safety feeling from discrimination (employment equity psychological safety. However, research on this relationship remains neglected and it still need more studies. Regarding the above discussion, this study hypothesises
(2013) have investigated four perpetrators of discrimination in the mental health workplace, including managers/supervisors, co-workers, patients, and visitors. They emphasise that managers and co-workers are potential sources of discrimination at work. Whilst, support from managers and co-workers is related to energy psychological safety. Hence, it may argue that energy psychological safety has a link to discrimination at work which relates to employment equity psychological safety. Additionally, Ghumman et al. (2013) in their systematic literature review have revealed that one of discrimination practices at work by managers or co-workers is religious discrimination. They note that religious harassment might be occurred when employees faced a hostile or offensive work environment due to their religion. Managers or co-workers treat an employee differently because of his/her religion. Thus, it might be assumed that support from managers or co-workers which relates to energy psychological safety has a relation to employee’s safety feeling from discrimination (employment equity psychological safety. However, research on this relationship remains neglected and it still need more studies. Regarding the above discussion, this study hypothesises