Curse of 35: The significance of work culture, ageism, and quiet quitting among the youth workforces

This study explored the phenomenon of increased insecurity and prejudices faced by Chinese employees approaching age 35, known as the “Curse of 35.” Using social exchange and stereotype threat theories, we analyzed the effects of organizational injustice, unhealthy work environment, work-life imbalance, effort-reward imbalance, limited career development opportunities, and age discrimination at work on stress and anxiety, burnout fatigue, and quiet quitting. This study also explored the moderating roles of occupational self-efficacy and age discrimination in the labor market. Employing a cross-sectional survey design, survey data were collected from 610 Chinese employees and analyzed using partial least-squares structural equation modeling and multigroup analysis. The results revealed that forms of organizational injustice, an unhealthy work environment, work-life imbalance, effort-reward imbalance, limited career development opportunities, and age discrimination at work all contribute to stress and anxiety, as well as burnout fatigue. Findings also confirmed the effect of stress, anxiety, and burnout fatigue on quiet quitting. Additionally, stress and anxiety, and burnout fatigue mediate all relationships between organizational factors and quiet quitting. Hence, our findings advocate practical interventions to combat age bias within organizations and urge policymakers to align regulations with evolving demographics to foster a more inclusive and supportive work environment.