<![CDATA[ABSTRACT Psychological safety refers to a psychological and relational condition in which employees feel safe to express opinions, share knowledge, acknowledge mistakes, and propose new ideas without fear of interpersonal consequences. Although research on psychological safety in organizational contexts has continued to grow, findings regarding its role in supporting organizational development remain dispersed across various variables and mechanisms. This study aims to examine the role of psychological safety in supporting organizational development and to identify the mechanisms and variables associated with it based on studies published between 2020 and 2025. A systematic literature review was conducted following the PRISMA 2020 guidelines. The literature search was performed using Scopus, Sinta, and DOAJ, with inclusion criteria covering peer-reviewed journal articles published in Indonesian or English that positioned psychological safety as a key variable in organizational or workplace contexts. Of the 37 records identified, 27 studies proceeded to the eligibility assessment, and 17 studies met the criteria for further analysis. The findings indicate that psychological safety is associated with organizational development, particularly through innovative work behavior and team learning, as well as its relationship with leadership and various organizational outcomes. Psychological safety also functions as a mechanism linking leadership characteristics with accountability and innovation, while supervision incivility is associated with lower levels of psychological safety. Overall, psychological safety can be understood as a condition that supports openness, learning, and innovation within organizations. However, the findings should be interpreted cautiously because most of the reviewed studies employed cross-sectional designs. ABSTRAK Psychological safety merupakan kondisi psikologis dan relasional yang memungkinkan karyawan merasa aman dalam menyampaikan pendapat, berbagi pengetahuan, mengakui kesalahan, dan mengemukakan ide tanpa takut terhadap konsekuensi interpersonal. Meskipun penelitian mengenai psychological safety dalam konteks organisasi terus berkembang, temuan mengenai perannya dalam mendukung pengembangan organisasi masih tersebar pada berbagai variabel dan mekanisme. Penelitian ini bertujuan untuk mengkaji peran psychological safety dalam mendukung pengembangan organisasi serta mengidentifikasi mekanisme dan variabel yang berkaitan dengannya berdasarkan penelitian yang diterbitkan pada periode 2020–2025. Penelitian ini menggunakan metode systematic literature review dengan mengacu pada pedoman PRISMA 2020. Pencarian literatur dilakukan melalui Scopus, Sinta, dan DOAJ terhadap artikel jurnal peer-reviewed berbahasa Indonesia dan Inggris. Dari 37 rekaman yang ditemukan, 27 studi memasuki tahap penilaian kelayakan dan 17 studi memenuhi kriteria untuk dianalisis lebih lanjut. Hasil kajian menunjukkan bahwa psychological safety berkaitan dengan pengembangan organisasi, terutama melalui perilaku kerja inovatif dan pembelajaran tim, serta memiliki keterkaitan dengan kepemimpinan dan berbagai outcome organisasi. Psychological safety juga berperan sebagai mekanisme yang menghubungkan karakteristik kepemimpinan dengan accountability dan inovasi, sedangkan supervision incivility berkaitan dengan penurunan psychological safety. Dengan demikian, psychological safety menjadi kondisi penting yang mendukung keterbukaan, pembelajaran, dan inovasi dalam organisasi. Namun, hasil perlu ditafsirkan secara hati-hati karena sebagian besar studi menggunakan desain cross-sectional.]]>
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