• Work

• Feedback Cycles

• Reconciling stakeholder interests

Organizations and regulators aiming to limit aggression, bullying, sexual harassment, and discrimination at the workplace often focus on formal policies and procedures mandated by labour market authorities. At the same time, social psychological research predominantly examines employees’ perceptions of feeling psychosocially safe at work, while less attention is given to how these perceptions are shaped by the formal policies and procedures in place. Overlooking this interaction can lead to miscommunications and misconceptions about the actual level of psychosocial safety within organizations. This gap also poses challenges for regulators in supervising organizations’ obligations to ensure fair, healthy, and safe working conditions. Therefore, we propose a new systemic model that illustrates how formal organizational procedures and employees' perceptions interact. This model provides a more holistic understanding of psychosocial safety and equips both organizations and regulators with practical tools and guidelines to sustainably enhance workplace safety.

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