Affective Organizational Commitment Links Job Satisfaction to Quiet Quitting in Healthcare Workers: The Amplifying Role of Career Engagement

Background/Objectives: This study examined the relationships among job satisfaction, affective organizational commitment, career engagement, and quiet quitting in healthcare workers. Specifically, we tested a moderated mediation model in which affective organizational commitment mediated the relationship between job satisfaction and quiet quitting and career engagement moderated this indirect effect. Methods: In this cross-sectional study, data were collected online between April and May 2024 from 373 employees of public and private healthcare institutions in Istanbul, Türkiye. Participants completed validated measures of the four constructs. We tested mediation and moderation with SPSS 26.0 and the Hayes PROCESS macro (Model 14). Results: Job satisfaction correlated positively with affective organizational commitment and strongly and negatively with quiet quitting. Quiet quitting was higher among women (d = 0.42); nurses descriptively showed the lowest job satisfaction and the highest quiet quitting; however, no pairwise difference in quiet quitting was detected. The conditional indirect association between job satisfaction and quiet quitting through affective organizational commitment became stronger as career engagement increased. Conclusions: Job satisfaction and affective organizational commitment emerged as key correlates of lower quiet quitting. Career engagement amplified rather than buffered the role of affective organizational commitment: commitment was most strongly associated with lower quiet quitting among highly career-engaged employees, whereas low commitment in this group was accompanied by higher quiet quitting. Healthcare managers may consider strategies that strengthen employee commitment while supporting career development.