Systems-informed PERMA+4 and psychological safety: predicting work-related well-being and performance across an international sample

Although past reviews have documented the associations between PERMA+4 and psychological safety on work performance, few studies have examined the interaction of each construct on work outcomes using a systems-informed approach. This study examined the predictive validity of employee and team PERMA+4 and psychological safety on employee and team work-related outcomes. Full-time employees were recruited to take an online survey assessing their work-related well-being and performance (N = 1,200). At the employee level, PERMA+4 and psychological safety significantly predicted job-related affective positive well-being (b = 0.04, 95%CI = 0.02, 0.07, p < .05) and job stress (b = -0.03, 95%CI = -0.05, −0.01, p < .05). At the team level, PERMA+4 and psychological safety significantly predicted team proficiency (b = 0.03, 95%CI = 0.01, 0.05, p < .05), team adaptivity (b = 0.05, 95%CI = 0.02, 0.08, p < .05), and team proactivity (b = 0.05, 95%CI = 0.01, 0.09, p < .05). Scholars and practitioners may consider using a systems-informed approach with PERMA+4 and psychological safety to measure and evaluate workplace well-being programs and interventions.