Journal of Advanced Nursing

EMPIRICAL RESEARCH QUANTITATIVE OPEN ACCESS

Mediating Effect of Turnover Intention on the Relationship

Between Job Burnout and Quiet Quitting in Nurses
İbrahim Gün1 | Feyza Çetinkaya Kutun2 | Selma Söyük3

1Department of Health Management, Faculty of Health Sciences, Batman University, Batman, Turkey | 2Ministry of Health, Sultan 2. Abdulhamid Han
Training and Research Hospital, Istanbul, Turkey | 3Department of Health Management, Faculty of Health Sciences, İstanbul University-­Cerrahpasa,
Istanbul, Turkey

Correspondence: İbrahim Gün (ibrahim.gun@batman.edu.tr)

Received: 2 August 2024 | Revised: 22 January 2025 | Accepted: 28 January 2025

Funding: The authors received no specific funding for this work.

Keywords: job burnout | nurse | nursing | quiet quitting | turnover intention

ABSTRACT
Aim: This study aimed to investigate the potential mediating role of turnover intention in the relationship between job burnout
and quiet quitting among nurses and shed light on the associations between job burnout, turnover intention and quiet quitting
intention.
Design: This study was designed as a descriptive, cross-­sectional study.
Methods: A total of 317 nurses were selected using convenience sampling approach from a training and research hospital in
Turkey. Quiet quitting, job burnout and turnover intention data were collected using the self-­reported questionnaires using
paper-­and-­pencil versions. Pearson correlation analysis, independent sample t-­test and mediation analysis was conducted with
Process v4.3.
Results: Statistically significant associations among job burnout, turnover intention and quiet quitting were found (p < 0.05).
Job burnout had a positive effect on turnover intention (β = 0.339, p < 0.001) and quiet quitting (β = 0.245, p < 0.001). Additionally,
turnover intention had a positive and significant effect on quiet quitting intention of nurses (β = 0.336, p < 0.001). Moreover,
mediation analysis revealed that the association of job burnout with quiet quitting was partially mediated by turnover intention
(β = 0.034, 95% CI [0.019, 0.054]).
Conclusion: This study enrich our understanding of the associations among study variables and suggest that focusing solely on
job burnout without considering the mediating effects of turnover intention might not be adequate for reducing the quiet quitting
intention among nurses.
Impact: This study shed light on how job burnout and turnover intention of nurses affect their quiet quitting intention. It has
been proven that turnover intention is a significant factor in the relationship between job burnout and quiet quitting. These find-
ings could provide guidance for managers in the administration of nurses.
Patient or Public Contribution: No patient or public contribution.

1   |   Introduction the concepts of the great resignation and quiet quitting

emerged for the first time (Anand et al. 2023). The spread of
COVID-­19 has caused significant changes in business life. remote working culture during the pandemic has caused prob-
After the devastating effect of the pandemic was left behind, lems such as the blurring of the boundaries between work and

This is an open access article under the terms of the Creative Commons Attribution License, which permits use, distribution and reproduction in any medium, provided the original work is
properly cited.

© 2025 The Author(s). Journal of Advanced Nursing published by John Wiley & Sons Ltd.

Journal of Advanced Nursing, 2025; 0:1–9 1 of 9

https://doi.org/10.1111/jan.16807
 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
family spheres. Then, when demands to return to work began, et al. 2024). All of these factors may ultimately lead to pro-
disappointment and disengagement began on the part of the longed hospitalisations, which, in turn, can increase risks to
employees (Aydin and Azizoğlu 2022; Scheyett 2023). Since patient safety and result in higher costs (Galanis, Moisoglou,
March 2021, with the Great Resignation, workers in many et al. 2024).
sectors have started voluntarily quitting their jobs (Formica
and Sfodera 2022). Quitting job was also triggered unexpected According to Anand et al. (2023), although turnover intention
effects for individuals, organisations, and entire nations and quiet quitting share similarities, quiet quitting differs
(Serenko 2023). Among these unexpected outcomes, perhaps from voluntary turnover and work withdrawal. While it in-
the most striking was the strong resonance of quiet quitting volves psychological distancing through reduced output, low
behaviour among employees. engagement, and satisfaction, quiet quitting does not imply
an intent to leave one's position. Although there are some
Quiet quitting could be described as ‘one does not literally quit different definitions, turnover intention refers ‘the desire of
one's job, but rather simply does the work that is expected of an employee to quit their current job within a certain time
the position, without going above and beyond what is expected’ period’ (Tolksdorf et al. 2022). Turnover intention in nurses
(Scheyett 2023). In other words, while the individual does not is an important issue in terms of increasing working hours,
leave their job, they put forth only minimal effort, refraining nurse turnover costs, financial costs, loss of trained employees
from additional responsibilities or extra initiative; they fulfil and affecting service performance (Takase 2010). Nurse turn-
solely the duties required by their job description. Formica and over is an issue that has plagued many healthcare institutions
Sfodera (2022) defined the term quiet quitting refers to ‘the lim- for years (Labrague et al. 2020). Increasing turnover inten-
ited commitment of employees to carry out the assigned duties tion among nurses COVID-­19 pandemic-­related factors, pa-
and to relinquish from any other task not specified in their job tient–physician-­related factors, psychosocial factors are also
description’. Definitions of the concept of quiet quitting gener- effective. Evidence suggests that, high turnover rate in nurses
ally converge on the idea that employees, rather than leaving causes decrease in the services, patient safety and quality of
their jobs, continue working with minimal effort, doing just services that nurses provided (Gebregziabher et al. 2020; Hou
enough to avoid termination while refraining from putting et al. 2021). Turnover intention which occurs due to unsat-
in any additional effort. Quiet quitting is such a prevalent be- isfactory, stressful working environments and work overload
haviour that a recent Gallup study of 15,000 workers aged 18 has adverse outcomes to the healthcare institutions (Yildiz
and older revealed that half of the US workforce consists of quiet et al. 2021) and the rate of turnover intention among nurses
quitters (Zuzelo 2023). is considerably high among nurses (Gebregziabher et al. 2020;
Galanis, Moisoglou, et al. 2024). Nurses, in particular, have
COVID-­19 has brought many challenges to working life and faced great challenges such as burnout, depression, anxiety
especially healthcare workers faced difficulties in work life. and post-­traumatic stress during the pandemic as they are
Following the COVID-­ 19 pandemic, remote work gained front-­l ine healthcare workers (Galanis et al. 2023a). Therefore,
global popularity. As pandemic effects waned, many US em- nurses experience a high level of turnover intention (Galanis
ployees resisted returning to workplaces, initiating the ‘Great et al. 2023a). In addition, It is believed that individuals wish-
Resignation’ (Formica and Sfodera 2022). Those unable to leave ing to remain in the sector will explore alternative roles, ei-
due to low retirement benefits, job insecurity and challenging ther within the same field or in different professions, that offer
work conditions have instead adopted quiet quitting (Formica reduced working hours and lighter workloads (Formica and
and Sfodera 2022; Zuzelo 2023). Thus, quiet quitting emerged Sfodera 2022). On the other side, being a quiet quitter would
as an alternative for individuals intending to leave their jobs but be an option for nurses.
unable to do so (Anand et al. 2023; Scheyett 2023). Therefore,
understanding the connections between job burnout, turnover Nurses are one of the groups most affected by COVID-­19
intention, and quiet quitting will be a critical step in determin- among healthcare professionals (Yıldırım and Solmaz 2022).
ing intervention strategies aimed at helping them to cope with The situation is at such a critical level that a study conducted
work life challenges in nurses. Moreover, measuring quiet quit- in the United States found that up to 47% of healthcare work-
ting is very useful in reducing the lack of commitment to work, ers plan to resign from their jobs by 2025, with this rate rising
protecting and developing the healthcare workforce, facilitating to 90% for nurses (Galanis, Katsiroumpa, et al. 2024). Nurses
the work of human resources managers, improving the qual- play a vital role in the delivery of healthcare services. They are
ity of the service provided by nurses and gaining competitive expected to be willing to work overtime and remain ready to
advantage. respond in case of emergencies (Zuzelo 2023). WHO recently
declared the healthcare workforce a 5-­year policy priority in
The impact of quiet quitting on the organisation is also related the 52nd session of the Executive Board. WHO underlined
to patient care, as a decline in nurses' performance can result healthcare workforce shortages in the meeting (WHO 2023).
in failing to meet patients' needs and inadequate care (Galanis, The shortage of nurses is a significant issue in many countries
Moisoglou, et al. 2024). Some studies have already shown that and one of the main challenges faced globally (Takase 2010;
nurses do not have enough time to meet patients' needs during Gebregziabher et al. 2020). Moreover, the shortage of health-
their shifts (Cho et al. 2020) and this situation may be further care workers (including physicians, nurses, and midwives) was
exacerbated by quiet quitting. Additionally, the widespread oc- estimated at 7.2 million and is expected to rise to 12.9 million
currence of quiet quitting among nurses presents a significant worldwide by 2035 (Gün et al. 2021). The worldwide shortage
threat to the healthcare system, given their essential role in of nurses is around 6 million (Tolksdorf et al. 2022). One of the
patient care and the long working hours they often face (Gün main causes of the shortage of nurses is turnover intention.

2 of 9 Journal of Advanced Nursing, 2025

 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
Nurses with turnover intentions who cannot leave their jobs nurses via job burnout. Considering the gaps mentioned above,
for various reasons also become quiet quitters, which in turn this study examined the mediating effect of turnover intention
contributes to workforce issues in healthcare (Formica and in the relationship between job burnout and nurses' quiet quit-
Sfodera 2022). ting. To end that, we hypothesised that (i) turnover intention
and job burnout mean scores differs based on whether nurses
Maslach and Jackson (1981) described burnout as a syndrome are quiet quitters or not. (ii) Job burnout would have direct effect
characterised by emotional exhaustion and cynicism, com- on turnover intention and quiet quitting. (iii) Turnover inten-
monly experienced by individuals engaged in some form of peo- tion would have direct effect on quiet quitting. (iv) Turnover in-
ple's work. Burnout is the depletion of psychological resources tention would mediate the association of job burnout with quiet
(Murali et al. 2018). High levels of burnout among healthcare quitting.
professionals are recognised as a major factor contributing to
the widespread occurrence of quiet quitting within the health-
care sector (Kang et al. 2023; Pevec 2023). There are several 2   |   Method
pieces of evidence that prove job burnout results in negative con-
sequences on nurses' work life. Job burnout is associated with This study was designed as a descriptive, cross-­sectional study.
depressive syndromes (Huo et al. 2021), turnover intention (Ran The data were collected between February 2024 and March 2024.
et al. 2020), low level of quality of life (Khatatbeh et al. 2022)
and job satisfaction (Acea-­López et al. 2021; Alzailai et al. 2021).
Additionally, burnout is one of the most significant predictors 2.1   |   Procedure
of turnover intention (Özkan 2022). Turnover intention and job
burnout are associated factors (Ran et al. 2020) and the burnout In the beginning of the study, the required permissions for using
is a threat to the performance and well-­being of the employees the scales were obtained from the authors via email correspon-
(Özkan 2022). Especially in the pandemic burnout due to long dence. Then, ethical committee approval was received from the
work hours, being far away from families for many days, the in- Batman University Ethics Committee (Ethic code: 2024/01–04).
fection risk and the psychological harm of uncertainty affected Informed consent was obtained from the nurses who agreed to
the physical and psychological well-­being of healthcare workers participate in the study and they were assured of confidentiality
(Yáñez et al. 2020). Nurses are regularly facing multiple types of and anonymity of responses. Additionally, the data were col-
conflicting situations at the workplace (Kumar et al. 2015) and lected in accordance with the Helsinki Declaration. The study
they are described as frontline fighters and nearly half of the was conducted with 317 nurses in İstanbul, Türkiye. The in-
healthcare workers experienced burnout from the beginning of clusion criteria of the study were being over the age of 18 and
the COVID-­19 pandemic (Ghahramani et al. 2021). Workload, working in the hospital at least 6 months. A convenience sam-
control, reward, community, fairness and values are defined as pling approach was used in the present study due to the time and
factors underlying factor of burnout (Maslach 1998; Maslach money constraints. This sampling method has been chosen as
and Leiter 2016; Maslach et al. 2001; Dall'Ora et al. 2020). As nurses work under a high workload, and accessing them, partic-
quiet quitting is a novel concept in the literature, there are a lim- ularly in units such as intensive care, is challenging. This study
ited number of studies on this topic (Gün et al. 2024; Galanis used paper-­and-­pencil versions of the questionnaires to collect
et al. 2023a). To the best of our knowledge, the effect of job burn- the data. The data of the study were collected between February
out on quiet quitting and also the mediating role of turnover in- 2024 and March 2024. The scales take approximately 10 min to
tention was assessed among nurses assessed for the first time in complete. Paper-­and-­pencil versions of the questionnaire were
the present study. applied to nurses who agreed to participate in the study.

The aim of the study was to investigate the potential mediating

role of turnover intention on the relationship between job burn- 2.2   |   Measures
out and quiet quitting among nurses. Furthermore, this study
aimed to shed light on the associations between job burnout, 2.2.1   |   Quiet Quitting (QQ) Scale
turnover intention and quiet quitting intention. In the light of
evidences provided above, the present study aimed to investi- The quiet quitting scale was developed by Galanis et al. (2023b).
gate whether turnover intention mediated the effect of job burn- Scale has nine self-­reported items rated on a 5-­point Likert-­
out on quiet quitting. In this regard, it is considered turnover type (1 = strongly disagree; 5 = strongly agree). A sample item
intention will be an important factor to explain the underlying is ‘I do the basic or minimum amount of work without going
mechanism in the relationship between job burnout and quiet above and beyond.’ The scale's internal consistency was 0.80. A
quitting. Understanding the underlying mechanism between higher score obtained from the scale indicates high level of quiet
job burnout, turnover intention and quiet quitting would be use- quitting. While quiet quitting scale was used in the first time in
ful for both nurses and healthcare administrators. On the basis Turkish, language validity was assured and confirmatory fac-
of the literature job burnout had a significant effect on turnover tor analysis was conducted. Cronbach's alpha value was found
intention (Ran et al. 2020; Chen et al. 2019) and quiet quitting to be 0.92 in the present study. According to the confirmatory
(Galanis et al. 2023a; Gün et al. 2024). However, to the best of factor analysis results, indices for the measurement model was
our knowledge, there is no study examined the effect of turn- CIMIN/DF = 4.42, CFI = 0.97, TLI = 0.96, RMSEA = 0.07 and
over intention on quiet quitting. In addition, to the best of our SRMR = 0.03. The standardised factor loadings ranged from
knowledge, there were no studies in the literature that explored 0.69 (Item 6) to 0.96 (Item 2). Composite reliability of the scale
the direct and indirect effects job burnout on quiet quitting in was 0.93 and average variance extracted (AVE) was 0.66. Results

3 of 9
 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
showed that there was a good model fit (Hu and Bentler 1999). 3   |   Results
The results showed that the scale was reliable.
Participants of the present study were composed of 317 nurses
who working in a research and training hospital which was a
2.2.2   |   Turnover Intention Scale public hospital located in İstanbul, Türkiye. The majority of re-
spondents ranged in between 20 and 31 years old (71.3%) were
The turnover intention scale's reliability and validity conducted female (79.5%), single (59.9%) and had a bachelor's degree (59%).
by Nadiri and Tanova (2010). The scale was used to measure An analysis of the hospital units indicates that 34.1% of the par-
turnover intentions of the employees. The scale had three ticipants are employed in hospital clinics, and the rate of those
self-­reported items and it was rated on a 5-­point Likert-­type who have been working in the hospital for 1–3 years was 53.9%.
(1 = strongly disagree; 5 = strongly agree). Items of the scale were Of the participants 49.2% declared that their income was lower
as follows: ‘Often thought of quitting, looking for a new job next than expenditure. A full description of the participants is pre-
year probably, leaving the job next year.’ The Cronbach alpha of sented in Table 1.
the scale was 0.85. In the current study Cronbach's alpha was
found to be 0.83.
TABLE 1    |    Demographic characteristics of participants (N = 317).

2.2.3   |   Job Burnout Scale Variable Number %

Age
To assess individuals' job burnout levels, a job burnout scale
was used. The scale that evaluates an individual's physical, 20–25 100 31.5
emotional, and mental exhaustion levels has 10 self-­reported
26–31 126 39.7
items rated on a 7-­point Likert-­type (1 never and 7 always)
(Pines 2005). Pines (2005) developed the scale and the Turkish 32 and more 91 28.7
validation of the scale was carried out by Çapri (2013). Higher Gender
scores refer to higher burnout related to the job. The Cronbach
alpha of the scale was over 0.85. In our study, it was 0.96. Female 252 79.5
Male 65 20.5

2.3   |   Data Analysis Marital status

Single 190 59.9
No missing data were detected in the current study. The gath-
ered data were analysed using SPSS (v20) and Process v4.3 for Married 127 40.1
SPSS (Hayes 2017). Percentages of variables, frequency of vari- Education
ables, mean scores of scales and standard deviation were calcu-
Associate degree 74 23.3
lated as descriptive statistics. The assumption of normality was
controlled by estimating the values of skewness and kurtosis. Bachelor's degree 187 59.0
Prior to testing the mediation model, descriptive statistics, re-
Master degree 56 17.7
liability, assumption of normal distribution and correlation co-
efficients were estimated. Assumption of normal distribution Unit
estimated with skewness and kurtosis values ranged between
Polyclinic 39 12.3
−1.02 and +0.96, based on the rule of thumb of ±2 suggested
by George and Mallery (2010) the data normally distributed. Clinic 108 34.1
Cronbach's alpha coefficient was used to test internal consis- Intensive care unit 17 5.4
tency. The independent-­sample t-­test was applied to determine
the differences in the mean scores of turnover intention and Surgical units 22 6.9
job burnout based on whether nurses are quiet quitters or not. Emergency room 40 12.6
Equality of variance was tested with Levene's test. Confirmatory
factor analysis was carried out to the quiet quitting scale to test Laboratory 91 28.7
its construct validity. Pearson's correlation coefficient was used Years of working at the hospital
to explore the relationships between the study variables. To
test the mediating role of turnover intention in relationship job 1–3 years 171 53.9
burnout with and quiet quitting model four was used. The con- 4 years and more 146 46.1
fidence interval was assumed to be 95% at a significance level
of p < 0.05 and number of bootstrap samples for percentile boot- Income
strap confidence intervals was 5000 (Preacher and Hayes 2008). Income is lower than expenditure 156 49.2
The results of mediation analysis were evaluated using squared-­
Income equals expenditure 126 39.7
multiple correlations (R 2) and standardised regression estimates
(β). In the literature effect sizes: 0.01–0.059 referring to small, Income is higher than expenditure 35 11.0
0.06–0.139 referring to moderate and 0.14 referring to large
Total 317 100.0
(Yıldırım et al. 2023).

4 of 9 Journal of Advanced Nursing, 2025

 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
Of the participants, 62.5% were quiet quitters according to the quiet quitting occurs in part through turnover intention which
cutoff point of scale (2.06). Using t-­test, we also found a sig- serves as a mediator role in this relationship.
nificant difference on the mean score of turnover intention
(t = −4.907, p < 0.001) and job burnout life (t = −4.660, p < 0.001), As far as we know, limited studies exist on quiet quitting. To
based on being quiet quitter or not. Mean scores obtained from date, to the best of our knowledge, no study examined the me-
turnover intention and job burnout were higher in quiet quit- diation role of turnover intention in the relation between job
ters (2.798 ± 1.27; 4.281 ± 1.73, respectively) against none quiet burnout and quiet quitting. Following literature review, this
quitters (2.173 ± 0.97; 3.433 ± 1.46, respectively). Additionally, study proposed four main hypotheses. Based on the direct and
correlation analysis revealed that quiet quitting was positively indirect relationships we proposed, the findings validated all
correlated with turnover intention (r = 0.41, p < 0.01) and job hypotheses. Additionally, the result of the correlation analysis
burnout (r = 0.35, p < 0.01). Furthermore, there was a positive indicated that quiet quitting was positively influenced by turn-
correlation was found between turnover intention and job burn- over intention and job burnout. Furthermore, the results of the
out (r = 0.33, p < 0.01) (see Table 2). present study indicated that job burnout and turnover intention
were positively associated variables. As job burnout increases,
Prior to the mediation analysis, the direct effects between job turnover intention also increases. In support of these findings,
burnout, turnover intention and quiet quitting were assessed earlier studies found that job burnout showed a significant pos-
and the standardised coefficients were presented in Figure 1. itive correlation between turnover intention and burnout (Ran
The direct relationship findings revealed that job burnout had et al. 2020; Chen et al. 2019).
a significant predictive effect on nurses' turnover intention
(β = 0.339, p < 0.001) and quiet quitting (β = 0.245, p < 0.001). In the present study, of the participants, 62.5% of nurses were
Additionally, turnover intention displayed a significant predic- quiet quitters. Consistent with earlier research, based on lon-
tive effect on quiet quitting (β = 0.336, p < 0.001) (see Figure 1). gitudinal data collected by Gallup at least 50% of the US work-
Job burnout explained 11% of the variance of job burnout. Job force is represented by quiet quitters in the second quarter of
burnout and turnover intention together explained 22% of the 2022 (Formica and Sfodera 2022). In our study rate of quiet
variance of quiet quitting (see Table 3). quitters was found 62.5%. Additionally, mean score of quiet
quitters on the job burnout and turnover intention scales were
Mediation analyses were carried out to figure out whether turn- also higher than non-­quiet quitters. In the literature, as far we
over intention mediates the relationship between job burnout know there was no study that examined mean score differences
and quiet quitting. The indirect effect of job burnout on quiet on job burnout and turnover intention based on being quiet
quitting (β = 0.034, 95% CI [0.019, 0.054]) through turnover in- quitter or not. On the basis of the results, the first hypothesis
tention was significant. The level of the indirect effect was pos- was validated.
itive and significant since the BootLLCI and BootULCI values
did not contain zero. The results indicated that turnover inten- Our research findings confirmed the hypothesis that job burnout
tion partially mediated the relationship between job burnout would have a direct effect on turnover intention. The association
and quiet quitting. Turnover intention plays a mediating role between job burnout and quiet quitting was also examined in a
in the effect of job burnout and quiet quitting, and turnover in- limited number of studies. Present study demonstrated that pos-
tention is a significant variable in the relationship between job itive and significant relationship between job burnout and quiet
burnout and quiet quitting. Total effect, direct effect and indi- quitting. Moreover, job burnout was an important predictor of
rect effect are presented in Table 4. quiet quitting. In parallel with our findings, in a study conducted
by Lu et al. (2023), there was a positive correlation between these
variables and they stated that job burnout was a predictor of quiet
4   |   Discussion quitting. In a novel study conducted by Gün et al. (2024), job burn-
out had a positive effect on quiet quitting intention. As job burnout
This study investigated the mediating role of turnover intention increases, quiet quitting intention also increases. Furthermore,
on the relationship between job burnout and quiet quitting and according to Galanis et al. (2023a) study, findings of multivariable
the associations among job burnout, turnover intention and quiet analysis showed a positive relationship between burnout and quiet
quitting. Job burnout positively affected both turnover intention quitting as in our study. In a study conducted among Chinese Gen
and quiet quitting. Additionally, turnover intention was a pre- Z employees, factors that affect quiet quitting intention were as-
dictor of quiet quitting intention among nurses. Furthermore, sessed. Based on the findings, job burnout had a significant posi-
turnover intention partially mediated the relationship between tive influence on China's Gen Z employees' quiet quitting decision
job burnout and quiet quitting. The impact of job burnout on (Xueyun et al. 2023). These results are in parallel with our results.

TABLE 2    |    Descriptive statistics and correlations between the study variables.

Variable Mean SD Skew Kurt α 1 2 3

1. Quiet quitting 2.31 0.51 0.71 −0.16 0.92 — 0.41 0.35
2. Turnover intention 2.56 1.20 0.51 −0.71 0.83 — 0.33
3. Job burnout 3.96 1.68 0.14 −1.02 0.96 —
Note: All correlations are significant at the 0.001 level (two-­t ailed).

5 of 9
 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
On the other hand, there is a substantial number of research in- There is a gap in the literature that examines the relationship be-
dicating that job burnout significantly impacts turnover intention tween turnover intention and quiet quitting. Our findings prove
among nurses. (Lestari and Amalia 2024; Qu et al. 2023; Hassan that the relationship between turnover intention and quiet quitting
et al. 2023). The findings of this studies in the literature, similar to was positive and significant. The effect of turnover intention on
our research, confirm that job burnout affects turnover intention quiet quitting was significant and the correlation between vari-
and that individuals experiencing job burnout are more inclined ables was positive. On the basis of the results, third hypothesis
towards turnover intention. was accepted. In the literature, it was stated employee dissatis-
faction and disengagement are additional factors contributing to
quiet quitting. These factors are also known to impact employees'
turnover intention (Anand et al. 2023). While some studies in
the literature suggest that the intention of quiet quitting influ-
ences turnover intention (Galanis, Moisoglou, et al. 2024; Kim
and Sohn 2024), the quiet quitting literature indicates that indi-
viduals with turnover intention who are unable to resign for var-
ious reasons may exhibit quiet quitting behaviour (Formica and
Sfodera 2022; Scheyett 2023). On the basis of literature, this study
suggests that turnover intention affected quiet quitting intention of
nurses. The novelty of the concept of quiet quitting contributes to
FIGURE 1    |    Mediation model indicating the mediating effect of the ambiguity of the exact nature of this relationship. Accordingly,
turnover intention in the relationship between job burnout with quiet the present study adds valuable evidence to the literature.
quitting. **Standardised coefficients, p < 0.05.
The subsequent aim of this research was to investigate the mediat-
ing role of turnover intention in elucidating the underlying mech-
TABLE 3    |    Unstandardised coefficients for the mediation model.
anism between job burnout and quiet quitting intention of nurses.
Outcome To the best of our knowledge, this is the first study that investi-
gate mediator role of turnover intention in relationship between
M (Turnover intention) job burnout and quiet quitting. The results typically confirmed the
Predictor Coeff. SE t p associations between job burnout, turnover intention, and quiet
quitting. Nurses who experience job burnout are significantly as-
X (Job burnout) 0.243 0.038 6.396 0.000 sociated with turnover intention and quiet quitting. Results of the
Constant 1.599 0.163 9.768 0.000 present study indicated that turnover intention partially mediated
the association between job burnout and quiet quitting. In other
R2 = 0.115
words, job burnout was positively correlated with turnover inten-
F = 40,920; p < 0.01 tion, which was, in turn, positively correlated with quiet quitting.
Therefore, the fourth hypothesis was validated. In parallel with
Y (Quiet quitting)
our research, significant associations were found between organ-
Predictor Coeff. SE t p isational support, job burnout and quiet quitting. In this study job
burnout was partially mediated the relationship organisational
X (Job burnout) 0.074 0.016 4.650 0.000
support with quiet quitting (Gün et al. 2024).
M (Turnover 0.142 0.022 6.368 0.000
intention)
4.1   |   Implications of the Findings
Constant 1.650 0.074 22.254 0.000
R2 = 0.228 4.1.1   |   Theoretical Implications
F = 46.478; p < 0.01
As the concept of quiet quitting has just emerged in the last
Note: Number of bootstrap samples for percentile bootstrap confidence intervals: quarter of 2022, this study makes a significant contribution to
5000.
Abbreviations: Coeff, unstandardised coefficient; M, mediator variable; SE, the quiet quitting literature by examining the mediating role of
standard error; X, independent variable; Y, outcomes variable. turnover intention in the effect of job burnout on quiet quitting.

TABLE 4    |    Unstandardised and standardised total, direct and indirect effects of job burnout on quiet quitting.

Effect Path Effect SE BootLLCI BootULCI

Total effect Job burnout Quiet quitting 0.109 0.16 0.077 0.140
Direct effect Job burnout Quiet quitting 0.074 0.016 0.043 0.106
indirect effect Job burnout Turnover intention Quiet quitting 0.034 0.009 0.019 0.054
Standardised
Job burnout Turnover intention Quiet quitting 0.113 0.028 0.064 0.175
indirect effect

6 of 9 Journal of Advanced Nursing, 2025

 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
The results of the research reveal that both job burnout and turn- limitation of the study was the study used convenience sampling
over intention influence quiet quitting behaviour. Furthermore, method resulted in a greater inclusion of easily accessible nurses
the study highlights that addressing the direct effect of job in the study. Furhermore, the study conducted among nurses.
burnout on quiet quitting is insufficient, as turnover intention Therefore, it cannot be generalised to all healthcare workers.
also plays a role in this relationship. In other words, focusing Lastly, we examined effects of two variables on quiet quitting.
solely on job burnout may not be adequate to reduce quiet quit-
ting intention. Through exploring the interconnections between
these factors, this study demonstrates that quiet quitting is not 5   |   Conclusions
merely an outcome, but a complex phenomenon influenced by
variables like job burnout and turnover intention. This offers The findings obtained from the research contain significant in-
a fresh insight into the existing literature. The originality and sights for organisational practices and policymakers in the health-
significance of this study are highlighted by its demonstration care sector, particularly concerning nurses. Our findings highlight
of how job burnout and turnover intention influence quiet quit- the substantial impact of job burnout on quiet quitting intention,
ting behaviours among nurses working under high workloads. while also indicating that turnover intention should not be over-
The findings of this study emphasise the importance of turnover looked in this relationship. The findings obtained from the present
intention as a key factor in understanding the relationship be- study should be taken into account in management and strategy
tween job burnout and quiet quitting, especially in demanding development processes. They provide important evidence that
work environments. job burnout, which influences quiet quitting intention, should
not be considered alone and that other factors, such as turnover
intention, should also be considered. It is crucial for managers
4.1.2   |   Practical Implications to establish policies and develop strategies aimed at reducing job
burnout. Another important point is to identify the factors influ-
Our model that we tested has important practical implications encing nurses' turnover intention and to create practices, policies
for line managers and administrators. It is anticipated that ad- and strategies that encourage their retention within the organisa-
dressing the factors contributing to nurses' turnover intention tion. These measures could be highly beneficial in facilitating a
and job burnout will result in a reduction of quiet quitting be- reduction in nurses' quiet quitting intentions. Another important
haviours. Thus, mitigating the factors that negatively impact the aspect is improving nurses' working conditions, balancing their
mental and physical well-­being of nurses will facilitate their re- workloads, particularly in Turkey, increasing and diversifying
tention within the organisation. the healthcare workforce, improving economic conditions and
providing social and psychological support to address their issues.
The findings of this study provide valuable insights for man- These practices could help eliminate job burnout, turnover inten-
agers. Focusing solely on job burnout may not be sufficient to tion, and, consequently, quiet quitting intentions among nurses.
control nurses' quiet quitting intentions. In addition, turnover Improving nurses' job well-­being will directly impact the quality
intention should also be assessed and considered. Nurses who of the healthcare and care they provide, leading to a reduction in
do not exhibit quiet quitting tendencies are expected to demon- healthcare costs, more effective service delivery, and consequently,
strate higher quality of care, better motivation, and greater job an increase in patient satisfaction in return.
satisfaction compared to others. Furthermore, developing strat-
egies to enhance nurses' motivation may improve the quality Although the subject of quiet quitting has received a lot of at-
of care they provide to patients, thereby enhancing the overall tention, the number of studies on quiet quitting in the litera-
quality of healthcare services. Understanding the interactions ture is quite limited. This study is one of the first studies to
between job burnout and turnover intention is a crucial step in investigate the reasons behind quiet quitting intention and to
addressing workforce challenges in the healthcare sector. The identify problems that may be encountered in the provision of
findings of this study suggest that better support for healthcare health services by following this in nurses. It is thought that
workers is necessary, which could, in turn, enhance workforce this study will also contribute to the field of human resources
productivity. management, nursing management and organisational be-
haviour. The intention of quiet quitting has the potential to
profoundly impact and reshape the workforce and there is a
4.2   |   Limitation big gap in the literature on quiet quitting. Therefore, it is es-
sential to conduct a deeper exploration of this phenomenon,
As with many studies, this study also has some limitations and further studies on the subject should be encouraged. It
that should be acknowledged. First, the present study designed may be useful to examine the effects of other variables (work
as cross-­sectional research. Researches in the future on quiet overload, change fatigue, income level, job satisfaction, organ-
quitting should be conducted on longitudinal design to assess isational support, organisational culture, etc.) on quiet quit-
causal link between the variables. Second, the data collected ting in further studies.
based on self-­reports of nurses that is susceptible to the biases
and limitations inherent in self-­reporting. In future researches
self-­reporting biases and limitations issues should be consid-
ered. Another limitation of the current study is it was conducted Author Contributions
only in one hospital. Therefore, the data's findings represent Study conception and design: All authors. Data collection: F.Ç.K. Data
self-­reports of nurses that are working in the same hospital so analysis and interpretation: İ.G. and S.S. Drafting of the article: All au-
generalisation of the findings may not be possible. Yet another thors. Critical revision of the article: All authors.

7 of 9
 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
Acknowledgements Job Satisfaction.” Health 12, no. 79: 1–11. https://​doi.​org/​10.​3390/​healt​
hcare​12010079.
We thank all participants who voluntarily contributed to this study.
Galanis, P., A. Katsiroumpa, I. Vraka, et al. 2023b. “The “Quiet Quitting”
Scale: Development and Initial Validation.” AIMS Public Health 10, no.
Ethics Statement
4: 828–848. https://​doi.​org/​10.​3934/​publi​cheal​th.​2 023055.
The study was approved by the Batman University Ethics Committee
Galanis, P., A. Katsiroumpa, I. Vraka, et al. 2024. “Quiet Quitting
(REF:2024/01–04), and the work was conducted in accordance with the
Among Employees: A Proposed Cut-­Off Score for the “Quiet Quitting”
Declaration of Helsinki.
Scale.” Archives of Hellenic Medicine 41, no. 3: 381–387. https://​doi.​org/​
10.​21203/​​rs.3.​rs-­​30765​41/​v1.
Conflicts of Interest
Galanis, P., I. Moisoglou, M. Malliarou, et al. 2024. “Quiet Quitting
The authors declare no conflicts of interest. Among Nurses Increases Their Turnover Intention: Evidence From
Greece in the Post-­Covid-­19 Era.” Healthcare 12, no. 79: 1–11. https://​
doi.​org/​10.​3390/​healt​hcare​12010079.
Data Availability Statement
Data analysed during the current research can be obtained from the Gebregziabher, D., E. Berhanie, H. Berihu, et al. 2020. “The Relationship
corresponding author upon reasonable request. Between Job Satisfaction and Turnover Intention Among Nurses in
Axum Comprehensive and Specialized Hospital Tigray, Ethiopia.” BMC
Nursing 19: 19–79. https://​doi.​org/​10.​1186/​s1291​2-­​020-­​0 0468​-­​0.
Peer Review
George, D., and P. Mallery. 2010. Spss for Windows Step by Step: A Simple
The peer review history for this article is available at https://​w ww.​webof​ Guide and Reference, 17.0 Update. Pearson.
scien​ce.​com/​api/​gatew​ay/​wos/​peer-­​review/​10.​1111/​jan.​16807​.
Ghahramani, S., K. B. Lankarani, M. Yousefi, et al. 2021. “A Systematic
Review and Meta-­ A nalysis of Burnout Among Healthcare Workers
References During Covid-­19.” Frontiers in Psychiatry 12: 758849. https://​doi.​org/​10.​
3389/​f psyt.​2 021.​758849.
Acea-­ L ópez, L., M. D. M. Pastor-­ Bravo, E. Rubinat-­
A rnaldo, et al.
2021. “Burnout and Job Satisfaction Among Nurses in Three Spanish Gün, İ., H. Balsak, and F. Ayhan. 2024. “Mediating Effect of Job
Regions.” Journal of Nursing Management 29, no. 7: 2208–2215. https://​ Burnout on the Relationship Between Organisational Support and
doi.​org/​10.​3389/​f psyt.​2 021.​758849. Quiet Quitting in Nurses.” Journal of Advanced Nursing 1–9. https://​doi.​
org/​10.​1111/​jan.​16599​.
Alzailai, N., L. Barriball, and A. Xyrichis. 2021. “Burnout and Job
Satisfaction Among Critical Care Nurses in Saudi Arabia and Their Gün, İ., S. Söyük, and S. H. Özsarı. 2021. “Effects of Job Satisfaction,
Contributing Factors: A Scoping Review.” Nursing Open 8, no. 5: 2331– Affective Commitment, and Organizational Support on Job
2344. https://​doi.​org/​10.​1002/​nop2.​8 43. Performance and Turnover Intention in Healthcare Workers.” Archives
of Health Science and Research 8, no. 2: 89–95. https://​doi.​org/​10.​5152/​
Anand, A., J. Doll, and P. Ray. 2023. “Drowning in Silence: A Scale ArcHe​althS​ciRes.​2 021.​21044​.
Development and Validation of Quiet Quitting and Quiet Firing.”
International Journal of Organizational Analysis 32, no. 4: 721–743. Hassan, N., M. M. Halif, N. Ariffin, et al. 2023. “Burnout as Predictor
https://​doi.​org/​10.​1108/​I JOA-­​01-­​2 023-­​3600. Towards Employee Turnover Intention: The Moderating Roles of
Emotional Intelligence.” Journal of Survey in Fisheries Sciences 10, no.
Aydin, E., and Ö. Azizoğlu. 2022. “A New Term for an Existing Concept: 1: 2168–2177. https://​doi.​org/​10.​53555/​​sfs.​v10i1.​1119.
Quiet Quitting-­A Self-­Determination Perspective. In V. International
Congress on Critical Debates in Social Sciences İzmir.” Hayes, A. F. 2017. Introduction to Mediation, Moderation, and Conditional
Process Analysis: A Regression-­Based Approach. Guilford Publications.
Çapri, B. 2013. “The Turkish Adaptation of the Burnout Measure-­Short
Version (BMS) and Couple Burnout Measure-­Short Version (CBMS) Hou, H., Y. Pei, Y. Yang, et al. 2021. “Factors Associated With Turnover
and the Relationship Between Career and Couple Burnout Based Intention Among Healthcare Workers During the Coronavirus Disease
on Psychoanalytic-­ E xistential Perspective.” Educational Sciences: 2019 (Covid-­19) Pandemic in China.” Risk Management and Healthcare
Theory & Practice 13, no. 3: 1393–1418. https://​doi.​org/​10.​12738/​​estp.​ Policy 14: 4953–4965. https://​doi.​org/​10.​2147/​R MHP.​S318106.
2013.3.​1576. Hu, L., and P. M. Bentler. 1999. “Cutoff Criteria for Fit Indexes in
Chen, X., L. Ran, Y. Zhang, et al. 2019. “Moderating Role of Covariance Structure Analysis: Conventional Criteria Versus New
Job Satisfaction on Turnover Intention and Burnout Among Alternatives.” Structural Equation Modeling: A Multidisciplinary
Workers in Primary Care Institutions: A Cross-­ S ectional Study.” Journal 6, no. 1: 1–55.
BMC Public Health 19, no. 1: 1–10. https://​doi.​org/​10.​1186/​s1288​ Huo, L., Y. Zhou, S. Li, et al. 2021. “Burnout and Its Relationship With
9-­​019-­​7894-­​7. Depressive Symptoms in Medical Staff During the Covid-­19 Epidemic
Cho, S. H., J. Y. Lee, S. J. You, K. J. Song, and K. J. Hong. 2020. “Nurse in China.” Frontiers in Psychology 12: 616369. https://​doi.​org/​10.​3389/​
Staffing, Nurses Prioritization, Missed Care, Quality of Nursing Care, fpsyg.​2 021.​616369.
and Nurse Outcomes.” International Journal of Nursing Practice 26, no. Kang, J., H. Kim, and O.-­ H. Cho. 2023. “Quiet Quitting Among
1: e12803. https://​doi.​org/​10.​1111/​ijn.​12803​. Healthcare Professionals in Hospital Environments: A Concept
Dall'Ora, C., J. Ball, M. Reinius, et al. 2020. “Burnout in Nursing: A Analysis and Scoping Review Protocol.” BMJ Open 13, no. 11: e077811.
Theoretical Review.” Human Resources for Health 18, no. 1–17: e9. https://​doi.​org/​10.​1136/​bmjop​en-­​2 023-­​077811.
https://​doi.​org/​10.​1186/​s1296​0 -­​020-­​0 0469​-­​9.
Khatatbeh, H., A. Pakai, T. Al-­D waikat, et al. 2022. “Nurses' Burnout
Formica, S., and F. Sfodera. 2022. “The Great Resignation and Quiet and Quality of Life: A Systematic Review and Critical Analysis of
Quitting Paradigm Shifts: An Overview of Current Situation and Future Measures Used.” Nursing Open 9, no. 3: 1564–1574. https://​doi.​org/​10.​
Research Directions.” Journal of Hospitality Marketing & Management 1186/​s1288​9 - ­​023-­​16248​-­​9.
31, no. 8: 899–907.
Kim, K. T., and Y. W. Sohn. 2024. “The Impact of Quiet Quitting
Galanis, P., A. Katsiroumpa, I. Vraka, et al. 2023a. “The Influence of on Turnover Intentions in the Era of Digital Transformation: The
Job Burnout on Quiet Quitting Among Nurses: The Mediating Effect of Mediating Roles of Job Satisfaction and Affective Commitment, and

8 of 9 Journal of Advanced Nursing, 2025

 13652648, 0, Downloaded from https://onlinelibrary.wiley.com/doi/10.1111/jan.16807 by Nat Prov Indonesia, Wiley Online Library on [07/04/2025]. See the Terms and Conditions (https://onlinelibrary.wiley.com/terms-and-conditions) on Wiley Online Library for rules of use; OA articles are governed by the applicable Creative Commons License
the Moderating Role of Psychological Safety.” Systems 12, no. 11: 460. Takase, M. 2010. “A Concept Analysis of Turnover Intention:
https://​doi.​org/​10.​3390/​syste​ms121​10460​. Implications for Nursing Management.” Collegian 17, no. 1: 3–12.
https://​doi.​org/​10.​1016/j.​colegn.​2 009.​05.​0 01.
Kumar, R., G. Kaur, and A. Dhillon. 2015. “Organizational Role Stress
and Job Satisfaction Among Nurses.” Journal of Mental Health and Tolksdorf, K. H., U. Tischler, and K. Heinrichs. 2022. “Correlates of
Human Behaviour 20, no. 2: 71–75. https://​doi.​org/​10.​4103/​0 971-­​8990.​ Turnover Intention Among Nursing Staff in the Covid-­19 Pandemic: A
174597. Systematic Review.” BMC Nursing 21, no. 1: 174. https://​doi.​org/​10.​1186/​
s1291​2- ­​022- ­​0 0949​- ­​4.
Labrague, L., J. De Los Santos, C. Falguera, et al. 2020. “Predictors of
Nurses' Turnover Intention at One and Five Years' Time.” International WHO. 2023. “Health Workforce.”
Nursing Review 67, no. 2: 191–198. https://​doi.​org/​10.​1111/​inr.​12581​.
Xueyun, Z., A. Al Mamun, M. Masukujjaman, et al. 2023. “Modelling the
Lestari, F., and F. Amalia. 2024. “The Impact of Workload, Job Significance of Organizational Conditions on Quiet Quitting Intention
Satisfaction and Job Burnout on Turnover Intention Nurses in the Among Gen Z Workforce in an Emerging Economy.” Scientific Reports
Public Hospital.” Indonesian Journal of Business Analytics 4, no. 3: 13, no. 1: 15438. https://​doi.​org/​10.​1038/​s 4159​8-­​023-­​42591​-­​3.
1280–1295. https://​doi.​org/​10.​55927/​​ijba.​v4i3.​10000​.
Yáñez, J. A., A. A. Jahanshahi, A. Alvarez-­R isco, et al. 2020. “Anxiety,
Lu, M., A. Al Mamun, X. Chen, et al. 2023. “Quiet Quitting During Distress, and Turnover Intention of Healthcare Workers in Peru by
Covid-­19: The Role of Psychological Empowerment.” Humanities and Their Distance to the Epicenter During the Covid-­19 Crisis.” American
Social Sciences Communications 10, no. 1: 1–16. https://​doi.​org/​10.​1057/​ Journal of Tropical Medicine and Hygiene 103, no. 4: 1614–1620. https://​
s4159​9 - ­​023- ­​02012​-­​2 . doi.​org/​10.​4269/​ajtmh.​2 0-­​0800.
Maslach, C. 1998. “A Multidimensional Theory of Burnout.” Theories of Yıldırım, M., Ö. Kaynar, G. Arslan, and F. Chirico. 2023. “Fear of
Organizational Stress 68, no. 85: 16. Covid-­19, Resilience, and Future Anxiety: Psychometric Properties of
the Turkish Version of the Dark Future Scale.” Journal of Personalized
Maslach, C., and S. E. Jackson. 1981. “The Measurement of Experienced
Medicine 13, no. 4: 597. https://​doi.​org/​10.​3390/​jpm13​0 40597.
Burnout.” Journal of Organizational Behavior 2, no. 2: 99–113. https://​
doi.​org/​10.​1002/​job.​4 0300​2 0205​. Yıldırım, M., and F. Solmaz. 2022. “Covid-­19 Burnout, Covid-­19 Stress
and Resilience: Initial Psychometric Properties of Covid-­19 Burnout
Maslach, C., and M. P. Leiter. 2016. “Burnout.” In Stress: Concepts,
Scale.” Death Studies 46, no. 3: 524–532. https://​doi.​org/​10.​1080/​07481​
Cognition, Emotion, and Behavior, edited by G. Fink, 351–357. Elsevier.
187.​2 020.​1818885.
Maslach, C., W. B. Schaufeli, and M. P. Leiter. 2001. “Job Burnout.”
Yildiz, B., H. Yildiz, and O. A. Arda. 2021. “Relationship Between
Annual Review of Psychology 52, no. 1: 397–422.
Work–Family Conflict and Turnover Intention in Nurses: A Meta-­
Murali, K., V. Makker, J. Lynch, et al. 2018. “From Burnout to Resilience: Analytic Review.” Journal of Advanced Nursing 77, no. 8: 3317–3330.
An Update for Oncologists.” American Society of Clinical Oncology https://​doi.​org/​10.​1111/​jan.​14846​.
Educational Book 38: 862–872.
Zuzelo, P. R. 2023. “Discouraging Quiet Quitting: Potential Strategies
Nadiri, H., and C. Tanova. 2010. “An Investigation of the Role of for Nurses.” Holistic Nursing Practice 37, no. 3: 174–175. https://​doi.​org/​
Justice in Turnover Intentions, Job Satisfaction, and Organizational 10.​1097/​H NP.​0 0000​0 0000​0 00583.
Citizenship Behavior in Hospitality Industry.” International Journal of
Hospitality Management 29, no. 1: 33–41.
Özkan, A. H. 2022. “The Effect of Burnout and Its Dimensions on
Turnover Intention Among Nurses: A Meta-­A nalytic Review.” Journal
of Nursing Management 30, no. 3: 660–669. https://​doi.​org/​10.​1111/​
jonm.​13525​.
Pevec, N. 2023. “The Concept of Identifying Factors of Quiet Quitting
in Organizations: An Integrative Literature Review.” Challenges of the
Future 2: 128–147.
Pines, A. M. 2005. “The Burnout Measure Short Version (Bms).”
International Journal of Stress Management 12, no. 1: 78–88.
Preacher, K. J., and A. F. Hayes. 2008. “Asymptotic and Resampling
Strategies for Assessing and Comparing Indirect Effects in Multiple
Mediator Models.” Behavior Research Methods 40, no. 3: 879–891.
https://​doi.​org/​10.​3758/​brm.​4 0.3.​879.
Qu, G., J. Feng, Z. Lei, et al. 2023. “Analysis on the Relationship
Between Professional Identity and Turnover Intention Among General
Practitioners: The Mediating Role of Job Burnout.” Journal of Affective
Disorders 339: 725–731. https://​doi.​org/​10.​1016/j.​jad.​2 023.​07.​031.
Ran, L., X. Chen, S. Peng, F. Zheng, X. Tan, and R. Duan. 2020. “Job
Burnout and Turnover Intention Among Chinese Primary Healthcare
Staff: The Mediating Effect of Satisfaction.” BMJ Open 10, no. 10:
e036702. https://​doi.​org/​10.​1136/​bmjop​en-­​2 019-­​036702.
Scheyett, A. 2023. Quiet Quitting, 5–7. Oxford University Press.
Serenko, A. 2023. “The Human Capital Management Perspective on
Quiet Quitting: Recommendations for Employees, Managers, and
National Policymakers.” Journal of Knowledge Management 28, no. 1:
27–43. https://​doi.​org/​10.​1108/​J KM-­​10-­​2 022-­​0792.

9 of 9