The Mediating Role of Organizational Commitment in the Relationship Between Perceived Organizational Climate and Quiet Quitting Among Nurses: A Cross-Sectional Study

Background/Objectives: Perceived organizational climate has been associated with various work-related outcomes among nurses. Organizational commitment is expected to mediate the relationship between organizational climate and quiet quitting. This study aimed to investigate the mediating role of organizational commitment in the relationship between perceived organizational climate and quiet quitting among nurses. Methods: This cross-sectional, correlational, multicenter study was conducted with 453 nurses recruited through convenience sampling from four hospitals in Samsun, northern Türkiye. Data were collected between April and July 2025 using self-report instruments, including the Sociodemographic Information Form, Organizational Climate Scale, Organizational Commitment Scale, and Quiet Quitting Scale. Data were analyzed using IBM SPSS Statistics 26.0 and AMOS 24.0 through descriptive statistics, Pearson correlation analysis, and structural equation modeling. Statistical significance was set at p < 0.05. Results: The mean age of the nurses was 34.68 ± 8.99 years, and most participants were female (82.3%) and held a bachelor’s degree (83.9%). The mean quiet quitting score was 2.76 ± 0.77. Organizational climate had a significant direct effect on quiet quitting (β = −0.199; p < 0.001) and a positive effect on organizational commitment (β = 0.391; p < 0.001). Organizational commitment was negatively associated with quiet quitting (β = −0.267; p < 0.001). Organizational commitment partially mediated the relationship between organizational climate and quiet quitting (indirect effect: β = −0.104; p < 0.001). Conclusions: Organizational climate was associated with both organizational commitment and quiet quitting, with organizational commitment partially mediating this relationship.