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Limitations and future researchOne limitation of this study is that it does not examine the factors known to affect work engage-ment31) other than job resources (personal resources and job demands). Future studies focusing on these factors will reveal more details on the rela-tionship between psychological safety and work engagement. Another limitation of this study is that it did not consider other factors (e.g. a proac-tive personality, positive leader relations, work design characteristics, and supportive work context)32) known to affect psychological safety. To implement practical measures to enhance psycho-logical safety, the role played by these factors must be clarified. Psychological safety has been studied among various professions and industries, and the findings of the current study can be applied to not only the fitness industry and other related indus-tries but also a wide range of organisational enti-ties, including educational institutions. However, except for a study conducted by Higgins et al.33), who recently published a longitudinal study on psychological safety among school teachers, few studies have examined the impacts of psycholog-ical safety over time. We can expect future cross-sectional and longitudinal studies to further advance psychological safety research.According to Rosen34), ‘healthy people make healthy companies and healthy companies are more likely, more often and over a longer period of time, to make healthy profits and to have healthy returns on investments’. There has been wide-spread discussion about ‘health management’ based on Rosen’s ideas among Japanese companies. From the viewpoint of corporate social responsibility, it is important for companies to invest in the health of their employees. This is particularly important in human service companies such as fitness clubs. It is hoped that this research will contribute to the promotion of health management in various indus-tries.AcknowledgementsThis work was partially supported by the Joint Research Program of Juntendo University, Faculty of Health and Sports Science. 1) Schaufeli WB, Bakker AB: Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. J Organ Behav, 2004; 25: 293-315. 2) Maslach C, Jackson SE: The measurement of experi-enced burnout. J Organ Behav, 1981; 2: 99-113. 3) Schaufeli WB, Bakker AB, Salanova M: The measure-ment of work engagement with a short questionnaire. Educ Psychol Meas, 2006; 66: 701-716. 4) Michael T: Explorations in authority in the Daodejing: A Daoist engagement with Hannah Arendt. Religions, 2018; 9: 26. 5) Demerouti E, Bakker AB, Nachreiner F, Schaufeli WB: The job demands-resources model of burnout. J Appl Psychol, 2001; 86: 499-512. 6) Bakker AB, Demerouti E, Verbeke W: Using the job demands-resources model to predict burnout and performance. Hum Resour Manage, 2004; 43: 83-104. 7) Koyuncu M, Burke RJ, Fiksenbaum L: Work engage-ment among women managers and professionals in a Turkish bank. Equal Opportunities International, 2006; 25: 299-310. 8) Balducci C, Schaufeli WB, Fraccaroli F: The job demands–resources model and counterproductive work behaviour: The role of job-related affect. Eur J Work Organ Psy, 2011; 20: 467-496. 9) Edmondson A: Psychological safety and learning behavior in work teams. Adm Sci Q, 1999; 44: 350-383.10) Edmondson AC: Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy. John Wiley & Sons, 2012.11) Edmondson AC, Lei Z: Psychological safety: The history, renaissance, and future of an interpersonal construct. Annual Review of Organizational Psychology and Organizational Behavior, 2014; 1: 23-43.12) Kahn WA: Psychological conditions of personal engage-ment and disengagement at work. Acad Manage J, 1990; 33: 692-724.13) Lyu X: Effect of organizational justice on work engage-ment with psychological safety as a mediator: Evidence from China. Soc Behav Pers, 2016; 44: 1359-1370.14) Japan Productivity Center. (2020). Leisure White paper 2020. Japan Productivity Center. (in Japanese).15) Ministry of Health,Labor and Welfare: Turnover of new graduates. https://www.mhlw.go.jp/stf/seisakunit-suite/bunya/0000137940.html (Last accessed at May 14, 2021)16) Sugiuchi N, Tagawa T, Takeichi M: Sports instructor no shugyoujittai: tai･tenshokujoukyou wo chuushin-toshite. Proceedings of the 42nd Conference of the Japan Society of Physical Education, Health and Sport Sciences, 1991. (in Japanese).17) Kimura K, Oga J: Job Satisfaction and characteristics of commercial fitness club employees. Journal of Japan Society of Sports Industry, 1995; 5: 1-11. (in Japanese).18) Park M, Otake H, Yasuyuki Y, Iwaasa T, Mizuno M: Job stress and mental health among sports facility workers in Japan: Through comparison of office staff The authors declare that there are no conflicts of interest.365Conflicts of interestReferences