Deciphering how workplace hazing evokes quiet quitting among Gen Z employees in the hotel industry

Purpose The study employs the conservation of resources theory to investigate the impact of workplace hazing on quiet quitting intentions among Gen Z employees in the hotel industry. The study also aims to investigate the mediating effect of moral injury between workplace hazing and defensive silence. In addition, the study tests the moderating influence of authentic leadership between moral injury and defensive silence. Design/methodology/approach The study utilized PLS SEM to test the hypothesized association on a sample of 325 Gen Z employees, with less than one year of experience in hotel industry. Findings The findings reveal that workplace hazing leads to quiet quitting intentions via moral injury and defensive silence. Specifically, the study reveals that defensive silence is the outcome of moral injury and is more likely to stimulate Gen Z’s quiet quitting intentions. Additionally, the results show that authentic leadership does not moderate the relationship between moral injury and defensive silence, suggesting that strong leadership may not lessen the negative impact of moral injury in this case. Research limitations/implications The findings offer contributions for both theory advancement and practice. The study contributes to the literature on workplace hazing, by examining it as a stressor impacting Gen Z employees. It provides valuable insights for organizations to prioritize regulating workplace hazing to mitigate inclination of Gen Z towards quiet quitting. Originality/value The study urges organizations and managers to develop proactive strategies to combat hazing, to minimize quiet quitting. This pioneering study is the first of its kind to fill a critical gap by exploring the adverse effects of hazing on Gen Z’s quiet quitting intentions.