the casual relationship of basic psychological needs with psychological well-being, job burnout, organizational citizenship behavior and turnover intention: the mediating role of thriving at work

This study aimed to explore the fitness of the model of the basic psychological needs relationship with psychological well-being, job burnout, organizational citizenship behavior and turnover intention, considering the mediating role of thriving at work. the study’s sample consisted of 418 employees from the national iranian south oil company (nisoc), ahvaz, iran, using stratified random sampling. the participants were asked to complete the thriving at work scale (porath, spreitzer, gibson, & garnett, 2012), basic need satisfaction at work scale (deci, & ryan, 2000), psychological well-being questionnaire (diener & biswas-diener, 2008), maslach burnout inventory (schaufeli, leiter, maslach & jackson, 1996), organizational citizenship behavior checklist (spector, bauer, & fox, 2010), turnover intention questionnaire (cammann, fichman, jenkins & klesh, 1979). this study employed a correlational research design, utilizing structural equation modeling (sem) to analyze the proposed model. the bootstrap method was used to test indirect effects. the study’s results showed that the proposed model accurately represented the data. all direct relationships were statistically significant. results of indirect effects supported the mediating role of thriving at work. our findings highlight the important role of satisfying basic psychological needs (autonomy, competence and relatedness) in fostering employees’ psychological well-being, organizational citizenship behavior and decreasing job burnout and turnover intention with exploring the critical mediating role of thriving at work. in order to promote employees with positive outcomes at work, it is important to guide organizations to adjust and optimize the ratio of autonomy, feeling of competent and relatedness at work-settings.