Drawing on self-determination theory, this study proposes and tests a model investigating
the role of basic psychological need satisfaction in relation to workplace bullying
and employee functioning (burnout, work engagement, and turnover intention). For this
study, data were collected at 2 time points, over a 12-month period, from a sample
of 699 nurses. The results from cross-lagged analyses support the proposed model.
Results show that workplace bullying thwarts the satisfaction of employees' basic
psychological needs and fosters burnout 12 months later. In addition, when taking
into account the cross-lagged effect of workplace bullying on employee functioning,
basic need satisfaction fosters work engagement and hinders turnover intention over
time. Implications for workplace bullying research and managerial practices are discussed.