The impact of job burnout and organizational support on turnover intentions in Gen Z in Ho Chi Minh City: The mediating roles of quiet quitting

Abstract

Problem: As Generation Z increasingly dominates the workforce in Ho Chi Minh City, challenges such as burnout and turnover intentions demand urgent attention from organizations. Among these issues, "quiet quitting"—a subtle yet significant form of psychological disengagement—emerges as a pivotal factor influencing workplace dynamics and career decisions. Reason for writing: This research examines how quiet quitting mediates the relationship between job burnout, organizational support, and turnover intentions among Generation Z employees. By investigating the role of quiet quitting in influencing these dynamics, the research offers valuable insights into employee disengagement and retention strategies in contemporary organizational environments. Methods: A quantitative research design was applied, incorporating a survey of 300 Generation Z employees in Ho Chi Minh City. Structural Equation Modeling (SEM) was used to thoroughly investigate the mediating role of quiet quitting in the connection between job burnout, organizational support, and turnover intentions. Results: The findings emphasize the important mediating role of quiet quitting. Burnout significantly amplifies quiet quitting behaviors, which, in turn, heighten turnover intentions. Conversely, robust organizational support not only reduces quiet quitting but also indirectly mitigates turnover intentions, underscoring the protective value of a supportive work environment. Conclusion: This study positions quiet quitting as a critical mediator in understanding turnover intentions, offering actionable insights for organizational leaders and policymakers. By addressing the underlying causes of burnout and enhancing organizational support, employers can effectively diminish the prevalence of quiet quitting and foster long-term employee engagement. These findings provide a valuable foundation for developing strategic interventions to retain Generation Z talent, ensuring organizational resilience in an ever-evolving labor market.