The Quiet Quitting of MZ generation Employees: Focusing on Role of Organizational Justice, Job Insecurity, Work-Life Balance and Voice Behavior

The purpose of this study examined the antecedents of quiet quitting and consequences of quiet quitting which focused on MZ generation employees working in companies. The antecedent variables of quiet quitting included organizational justice(distributive, procedural, interactional) and job insecurity. The result variables of quiet quitting included work-life balance(work-family, work-leisure, work-growth) and voice behavior(promotive, prohibitive). Both the antecedents and results variables were considered as sub-factors to expand the study by examining how sub-factors influence quiet quitting and what the results of quiet quitting. The research hypotheses were established through related literature review, and the research hypotheses were tested using questionnaires. The sample was comprised of MZ generation employees working in 50 companies in Gwangju/Jeonnam. The survey was conducted twice to solve the common method bias. The first time questionnaires asked employees to respond to organizational justice and job insecurity, and the second time questionnaires asked employees to respond to quiet quitting, work-life balance, and voice behavior. 313 questionnaires were used for final analysis. The results shows that first, organizational justice, such as distributive and interactional justice decreased quiet quitting. However, there was no effect of procedural justice. Second, job insecurity increased quiet quitting. Third, quiet quitting increased work-family and work-leisure balance. Finally, quiet quitting decreased promotive and prohibitive voice. Although not hypothesized, we further examined the mediating role of quiet quitting in the relationships between organizational justice, job insecurity and work-life balance, and voice behavior. The significance of this study have theoretical and implemental contribution which examined the role of organizational justice and job insecurity as antecedents of quiet quitting, and considered work-life balance and voice behaviors as outcome variables of quiet quitting.