Abstract
This study aimed to identify a new lever to prevent workers' burnout, work-family conflict, and turnover intentions by investigating psychosocial safety climate's relation to these undesirable outcomes. More specifically, drawing on self-determination theory, we explored the mediating role of psychological need thwarting in these relationships. Study 1 used a cross-sectional design to demonstrate that psychosocial safety climate was negatively related to employees' work-family conflict and turnover intentions, through the mediation of psychological need thwarting. Study 2 built upon these results by using a cross-lagged design to show that psychosocial safety climate, through its relation with psychological need thwarting, related to a decrease in burnout three months later. Burnout itself explained an increase in work-family conflict and turnover intentions. Altogether, this paper contributes to self-determination theory in organizations and sheds light on the longitudinal beneficial effect of psychosocial safety climate to prevent undesirable consequences for employees and organizations both. Theoretical contributions and perspectives, as well as implications for practice are discussed.
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