ScholarWorks@숙명여자대학교

초록

This study empirically examined the effects of perceived overqualification, career growth opportunity, and work overload on quiet quitting and turnover intention among employees working in both private companies and public institutions in South Korea. Furthermore, the mediating role of turnover intention in the relationship between these organizational factors and quiet quitting was analyzed. The results revealed that perceived overqualification had a significant positive effect on both quiet quitting and turnover intention. Career growth opportunity showed a significant negative effect on turnover intention but did not have a statistically significant direct effect on quiet quitting. Work overload was found to negatively influence quiet quitting, while positively affecting turnover intention. In addition, turnover intention had a significant positive effect on quiet quitting. Mediation analysis showed that turnover intention positively mediated the relationship between perceived overqualification and quiet quitting, and negatively mediated the relationship between career growth opportunity and quiet quitting. A suppression effect of turnover intention was identified in the relationship between work overload and quiet quitting. Based on these empirical findings, this study discusses practical organizational strategies to mitigate quiet quitting behavior among employees.

키워드