Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance?

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How researchers see this paper

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Benevolent leadership and psychological well-being (2016, methodology): “In such a work environment, it would be possible for managers’ to use BL in a more efficient way which, in turn, cause employees to perceive higher levels of PWB (Singh et al., 2013).”
The Role of Psychological Safety in Human Development (2016, unknown): “When the organization had a more accepting stance on racial diversity, all employees, regardless of their race, felt greater psychological safety and were more engaged at work (Singh, Winkel, & Selvarajan, 2013).”
CEO Entrepreneurial Leadership and Performance Outcomes of Top Management Teams in Entrepreneurial Ventures: The Mediating Effects of Psychological Safety* (2018, background): “…the job performance of top management team members, in light of a growing body of research confirming a strong link between leadership and psychological safety (e.g., Liu et al. 2014; Ortega et al. 2014), and psychological safety and job performance (e.g., Kark and Carmeli 2009; Singh et al. 2013).”
Inclusive Leadership: How Leaders Sustain or Discourage Work Group Inclusion (2021, background): “Singh et al. (2013) found that in a supportive diversity climate, employees felt psychologically safe expressing their identities, which influenced their in-role and extra-role performance.”