Interpersonal conflict and burnout in the workplace: the moderating role of psychological safety

Abstract

Burnout among employees is a growing concern in modern work environments, often resulting from chronic stressors such as interpersonal conflict. Burnout can lead to serious consequences for individuals and organizations, including decreased job performance, reduced job satisfaction, increased absenteeism, and long-term health problems. However, not all employees exposed to interpersonal conflict experience burnout to the same extent, suggesting the presence of protective factors. This study examined whether psychological safety moderates the relationship between interpersonal conflict and burnout. A cross- sectional survey was conducted among 203 employees from various sectors in the Netherlands and abroad. Participants completed validated questionnaires measuring interpersonal conflict, psychological safety, and burnout. Age, gender, education level, and job tenure were included as control variables. Results from a multiple regression analysis showed a significant positive relationship between interpersonal conflict and burnout, indicating that higher levels of interpersonal conflict are associated with higher levels of burnout symptoms. Psychological safety was negatively associated with burnout but did not significantly moderate the relationship, suggesting it does not reduce the harmful effect of interpersonal conflict. However, a post-hoc mediation analysis revealed that psychological safety may indirectly reduce burnout by lowering the occurrence of interpersonal conflict. These findings suggest that while psychological safety may not function as a buffer, it may play a preventive role by reducing workplace conflict. Promoting psychological safety and addressing conflict directly may both be important for reducing burnout. Future research should explore other potential moderators and use longitudinal or experimental designs with more diverse samples to better assess causality.