The Influence of Organizational Support, Workplace Bullying, and Occupational Stress on Quiet Quitting via Job Burnout and Coping Strategies Among Generation Z Employees

Quiet quitting has become increasingly prevalent in the post-pandemic workplace, particularly among Generation Z employees facing high-pressure work environments. This study examines the effects of Organizational Support, Workplace Bullying, and Occupational Stress on Quiet Quitting, focusing on the mediating roles of Job Burnout and Coping Strategies among Generation Z employees in Jabodetabek. Using an explanatory quantitative approach, data were collected through online questionnaires from 211 full-time Generation Z employees selected through purposive sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that Organizational Support negatively affects Job Burnout, while Job Burnout positively affects Quiet Quitting. Workplace Bullying negatively affects Coping Strategies, which in turn negatively affects Quiet Quitting. Organizational Support, Workplace Bullying, and Occupational Stress have no direct effects on Quiet Quitting. However, Job Burnout and Coping Strategies fully mediate these relationships. The study highlights the dual mediation role of Job Burnout and Coping Strategies in explaining the psychological mechanisms underlying Quiet Quitting among Generation Z employees. Future research should consider longitudinal designs, broader samples, and additional contextual variables.