This study investigates the mediator role of psychological need satisfaction for the effects of job demands and resources on turnover intentions, psychological distress, and work-to-family conflict, simultaneously at the employee and work unit levels. In doing so, we consider how need satisfaction, when considered at the work unit level, creates a context likely to play an additional role in the prediction of these outcomes. These questions were investigated using a combination of doubly latent multilevel confirmatory factor analyses and structural equation models applied to responses provided by a large sample (N = 5716 employees nested within 50 work units) of Canadian Armed Forces/Department of National Defence personnel. The results supported the idea that work environment effects on the outcomes considered in this study were mediated by psychological need satisfaction at the individual and work unit levels and demonstrated that these associations were driven by global work environment perceptions and global need satisfaction. Furthermore, need satisfaction was found to create a context, at the work unit level, leading employees working in units including more highly satisfied co-workers to present higher levels of turnover intentions but lower levels of work-to-family conflict than would be expected based on their individual levels of need satisfaction.

本研究同时在员工和工作单位层面调查了心理需求满足对工作需求和资源对离职意向、心理困扰和工作与家庭冲突的影响的中介作用。这样做时，我们考虑了在工作单位级别考虑需求满足时如何创建可能在预测这些结果中发挥额外作用的环境。这些问题是使用双重潜在多级验证性因素分析和应用于大样本提供的响应的结构方程模型的组合进行调查的（N = 5716 名雇员嵌套在 50 个工作单位中）加拿大武装部队/国防部人员。结果支持这样一种观点，即工作环境对本研究中考虑的结果的影响是由个人和工作单位层面的心理需求满足所调节的，并证明这些关联是由全球工作环境感知和全球需求满足驱动的。此外，发现需要满足会在工作单位层面创造一种环境，导致在单位工作的员工（包括更满意的同事）表现出更高水平的离职意向，但工作与家庭的冲突水平低于预期根据他们个人的需求满足程度。