Purpose This research advances the theoretical discourse on quiet quitting (QQ) by adopting psychological reactance theory (PRT) to examine work-to-leisure conflict, quiet firing (QF), psychological reactance and abusive supervision on QQ intentions among early-career academicians. In addition, it investigates the moderating role of self-esteem (SE) in shaping responses to these workplace stressors. Design/methodology/approach This study uses Smart PLS-based structural equation modeling to analyze survey data from 260 early-career academicians. The model examines the relationships between work-leisure conflict, QF and abusive supervision with psychological reactance, moderated by SE. Findings The results indicate that work-leisure conflict, QF and abusive supervision significantly contribute to psychological reactance, which in turn drives QQ behaviors. Notably, SE moderates these effects – academicians with high SE exhibit greater resilience. In contrast, those with low SE are more likely to quiet quit or minimize their professional contributions. Practical implications This study highlights the need for supportive institutional policies that mitigate workplace stressors and enhance faculty well-being. Addressing covert disengagement tactics such as QF and abusive supervision can foster a healthier academic environment, reducing the risk of QQ. Originality/value By distinguishing between QF and abusive supervision and incorporating PRT and SE as key factors, this study offers a novel perspective on QQ in academia. It underscores the role of organizational support in maintaining faculty engagement and productivity.
Bhawna et al. (Thu,) studied this question.