Secondly, this study introduces another dimension of psychological safety in this study, called employment equity psychological safety. Psychological safety related to employment equity is actually linked to the psychological safety of employees in specific contexts, such as discrimination based on religious beliefs, ethnicity, or gender (Feild and Holley, 1982; Ghumman et al., 2013; , 2008). This dimension describes an employee's psychological safety from being rejected and being treated equally by coworkers and managers when exhibiting different characteristics, such as gender, religious beliefs, or ethnicity. According to Makin and Winder (2008), discrimination based on gender, sexuality, religious beliefs and bullying (i.e. racial harassment) become one of the sources of danger for people in a organization (p. 937). Additionally, Feild and Holley (1982) reveal that one of the sources of discrimination is discrimination based on race, creed, sex, national origin, or age (p. 394). Therefore, when an employee is subjected to such discrimination, it will psychologically affect his or her safety. Additionally, Braeken, Niven, and Wood (2013) highlight that workplace discrimination can take the form of a systematic denial of people's rights, such as gender, religious belief, ethnicity, age, sexual orientation, etc. They argue that denial can be formed, such as workplace violence, bullying, incivility, abusive action of the supervisor, etc. Furthermore, del Carmen Triana, Kim, and García ( 2011) argue that perceived discrimination against minorities is linked to civic behavior toward minorities. They argue that discrimination against minorities is discriminating...... middle of paper ...... punishing them for speaking out (Huang, Chu, & Jiang, 2008). In other words, when an employee expects his team members to treat him with respect, he will benefit from better psychological safety within his team Schulte, Cohen and Klein (2010). In addition, to measure this feeling of security, certain indicators can be used, such as the mutual support of my team members (Carmeli, 2007; Edmondson, 1999). However, some authors, such as May et al. (2004) and Huang et al. (2008) point out that the literature on team psychological safety and its antecedents is relatively limited in previous studies. Therefore, it can be stated that more studies are needed on this topic. Consistent with the discussion above, this study uses team psychological safety as a dimension of psychological safety. Therefore, the following part examines the relationships between all dimensions of psychological safety.