Akademik Veri Yönetim Sistemi
ıcas 2024 10.International Conference on Advances in Statistic, Budapest, Macaristan, 19 - 21 Nisan 2024, ss.46-47, (Özet Bildiri)
INVESTIGATION OF THE FACTORS QUIET QUITTING AND QUIET
FIRING WITH THE STRUCTURAL EQUATION MODELLING: A
PILOT RESEARCH ON HEALTH PROFESSIONAL’S
Merve AKBAŞ1, Ali Mertcan KÖSE2,
1 Bezmialem Vakif University, Department of Healthcare Management Istanbul, Türkiye and e-mail:
makbas@bezmialem.edu.tr
2Istanbul Ticaret University, Department of Computer Programming Istanbul, Türkiye and e-mail:
amertcankose@ticaret.edu.tr
Abstract
After the COVID-19 outbreak, there have been changes in the work culture, and new concepts
have emerged by moral injury and quiet quitting. Healthcare professionals can witness
patients many emotions, such as pain, loneliness, and hopelessness. In the case of effects of
the quality of care, that causes “Moral Injury” and “Quiet Quitting”. “Quiet Quitting” means
not leaving the job, not only taking on extra responsibilities but also continuing to work. It
consists of two dimensions as “Quiet Quitting” and “Quiet Firing”. Research shows that
appreciated employees give meaning to work and their commitment to the organization
increases [1]. In this regard, “Employee Resilience” refers to the ability of employees to cope
with the difficulties they encounter and improve themselves. It is important to provide
efficient service in the constantly changing business environment. This study aims to evaluate
the mediating role of employee resilience in the effect of moral injury on quiet quitting and in
light of the findings, to propose different human resources (HR) management strategies in the
health sector. In this research, the mediating role of employee resilience was examined in the
effect of moral injury on quiet quitting and quiet firing by using structural equation
modelling. The study collected data from 131 (age: 33.29 ± 9.60) participants working in the
health profession through relevant scales. In this respect, the research has an empirical
character. First, the essential characteristics of the participants who made the data set were
determined using descriptive statistics. While moral injury had a positive effect on Quiet
quitting (β=0.648) and Quiet firing (β=0.366) (p < 0.0001), it was found to have a negative
effect on Employee resilience (p < 0.0001; β= - 0.383). However, it was determined in the
model that employee resilience had a negative effect on quiet quitting (β= - 0.263) and quiet
firing (β= - 0.289) (p < 0.0001). The indirect effects of employee resilience on the effect of
moral injury on quiet quitting and quiet firing were found to be statistically significant (p <
0.0001; β1=0.085, β2= 0.104). In this case, it was determined that employee resilience had a
mediating effect in the model. In addition, the structural equation model was supported by the
fitted criteria (RMSEA=0.08, NFI=0.93, NNFI=0.96, CFI=0.97, GFI=0.96, AGFI=0.94). As a
result, while there is an increase in quiet quitting and quiet firing behaviours’ of healthcare
professionals due to moral injury, employee resilience decreases this situation. Many studies
have concluded that 72% of Generation Y employees quietly leave their jobs [2]. In the
means of this research, improvements are expected to ensure the sustainability of
organizations and health systems.
Key Words: Quiet Quitting, Moral Injury, Employee Resilience, Healthcare Professionals,
Structural Equation Modelling.