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Purpose This study aims to investigate the effects of both directions of work–family conflict, namely, work-to-family conflict (WFC) and family-to-work conflict (FWC), on quiet quitting, as well as the moderating role of hope in these associations. Design/methodology/approach This study adopted an explanatory sequential mixed-methods design. In the first phase, quantitative data was collected through a survey of 418 Vietnamese employees and analyzed using partial least squares structural equation modeling with SmartPLS 4.0. In the second phase, a qualitative approach was used, with in-depth interviews conducted with six Vietnamese employees to further explain and contextualize the quantitative findings. Findings The quantitative results indicate that both WFC and FWC are positively associated with quiet quitting. Moreover, hope moderates the relationship between WFC and quiet quitting; however, its moderating effect is not significant in the FWC–quiet quitting relationship. The qualitative findings further suggest that low-hope employees tend to engage in quiet quitting as a reactive coping response. In contrast, high-hope employees appear to view quiet quitting as a deliberate, short-term strategy to manage temporary conflicts between family and work without disengaging from their careers. Originality/value While prior research has investigated the relationship between WFC and quiet quitting, little is known about the role of FWC or the factors that may hinder these relationships. This study addresses the gap by examining the relationships between work-to-family and FWC and quiet quitting, as well as the hindering role of hope in these associations. Moreover, this study used the interview method to explain the unexpected finding that hope does not moderate the relationship between FWC and quiet quitting, thereby providing a contextualized understanding of the research results.
Pham et al. (Mon,) studied this question.