In this paper, we examine the effects of psychological safety on employee creativity. We propose that the autonomous help-seeking of employee serves as a mechanism reflecting how psychological safety affect individual creativity. We further argue that these relationships are moderated by the help-seeking delay of employee. We developed a moderated-mediation model to test our hypotheses. The results suggest that (1) there is a positive relationship between psychological safety and employee creativity, (2) autonomous help-seeking of employee mediated the relationship between psychological safety and employee creativity, (3) the indirect effect of psychological safety on employee creativity (via autonomous help-seeking of employee) is weaker when the employee tend to delay in help-seeking. The theoretical and practical implications of these findings are also discussed.