ScholarWorks@숙명여자대학교

초록

This study examines structural differences in the factors influencing quiet quitting across age groups, with a particular focus on the mediating role of turnover intention. Perceived over qualification, career growth opportunity, and work overload were specified as explanatory variables, while turnover intention was treated as a mediator. A nationwide survey of employees in both the private and public sectors was conducted, and multi-group analysis was applied by dividing respondents into two cohorts: those aged 39 or younger and those aged 40 or older. The results revealed distinct pathways to quiet quitting across age groups. Among younger employees, perceived over qualification exerted significant positive effects on both turnover intention and quiet quitting, while work overload increased turnover intention but reduced quiet quitting. In this group, turnover intention did not significantly predict quiet quitting, indicating a predominantly direct-effect structure. In contrast, among older employees, perceived over qualification and work overload heightened turnover intention, whereas career growth opportunity reduced it. Turnover intention, in turn, significantly increased quiet quitting, suggesting an indirect-effect-dominant pathway. These findings highlight structural variations in the mechanisms underlying quiet quitting across generations and underscore the need for differentiated organizational strategies tailored to age-specific characteristics.

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