Moral Resilience and Its Associations with Workplace Gaslighting and Quiet Quitting: A Cross-Sectional Study of White-Collar Workers in Greece

Background/Objectives: Quiet quitting, workplace gaslighting, and moral resilience are increasingly recognized as important to employee wellbeing, yet they have rarely been studied together, and evidence from white-collar workforces outside healthcare is scarce. This study examined these three constructs, as well as the associations between them, among white-collar employees of a governmental organization in Greece. Methods: A cross-sectional study was conducted with a self-report questionnaire completed by 433 employees, about 90% of the target population. Quiet quitting, workplace gaslighting, and moral resilience were measured with the Quiet Quitting Scale, the Gaslighting at Work Scale, and the revised Rushton Moral Resilience Scale (RMRS-16). Results: The mean quiet quitting score was 2.26 (SD 0.69), the mean gaslighting score was 1.84 (SD 0.76), and the mean moral resilience score was 3.08 (SD 0.43). In multivariable analysis, higher moral resilience was independently associated with lower quiet quitting (b = −0.52, 95% CI: −0.65 to −0.39) and lower gaslighting (b = −0.49, 95% CI: −0.65 to −0.34). Higher gaslighting was associated with higher quiet quitting (b = 0.27, 95% CI: 0.19 to 0.35). Men and younger employees reported higher levels of both. Conclusions: Moral resilience was independently associated with both lower supervisory gaslighting and lower quiet quitting. These cross-sectional findings cannot establish causality. If confirmed in longitudinal research, interventions that strengthen moral resilience and improve supervisory practices may support employee engagement and wellbeing in white-collar workforces.