개인－조직 적합성 인식이 조용한 사직에 미치는 영향: 정서적 소진의 매개효과와 상사의 비인격적 감독의 조절효과 베트남 기업을 중심으로

초록

[Purpose] This study explored the impact of perceived person－ organization fit on quiet quitting and examined the mediating role of emotional exhaustion and the moderating role of abusive supervision in this relationship. [Methodology] This study conducted an empirical analysis by conducting a survey targeting employees working in companies located in Vietnam. AMOS 24.0 and SPSS 23.0 programs were used for statistical analysis and research hypothesis verification. [Findings] First, perceived person－organization fit was negatively and significantly associated with quiet quitting. Second, emotional exhaustion mediated the relationship between perceived person－organization fit and quiet quitting. Third, abusive supervision moderated this negative relationship. Specifically, when the level of abusive supervision was low, the negative relationship between perceived person－organization fit and quiet quitting was stronger; conversely, when the level of abusive supervision was high, this relationship was weakened. [Implications] This study identified the factors influencing employees’ quiet quitting and, based on these findings, proposed strategic organizational management approaches and the necessity of building a desirable organizational culture to mitigate such behavior. Finally, the study outlined its limitations and suggested directions for future research.

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