피그말리온 리더십이 공공기관 구성원의 조용한 사직에 미치는 영향: 심리적 안전감의 매개효과와 경력성장기회인식의 조절된 매개효과를 중심으로

초록

This study aims to examine the antecedents and underlying mechanisms of quiet quitting among employees in Korean public institutions, a phenomenon that has gained increasing attention since the COVID-19 pandemic. Quiet quitting refers to a behavioral pattern in which employees remain in the organization but deliberately perform only the minimum required job tasks while becoming psychologically detached from their organization. In recent years, Korean public institutions have been required to take on more proactive and innovative roles; however, their rigid organizational structures and high job security create structural conditions under which quiet quitting may become widespread. Accordingly, this study focuses on Pygmalion leadership, which expresses positive expectations and trust toward employees, as a key antecedent for mitigating quiet quitting. In addition, psychological safety and perceived career growth opportunities are examined as psychological mechanisms through which leadership exerts its effects. To reduce common method bias, a time-lagged survey design was employed by separating the measurement points of key variables. Data were collected from employees in Korean public institutions, and a total of 361 valid responses were used for analysis. The results indicate that Pygmalion leadership has a negative effect on quiet quitting, and psychological safety significantly mediates this relationship. Furthermore, perceived career growth opportunities strengthen the relationship between psychological safety and quiet quitting, indicating a moderating effect. In addition, a moderated mediation effect was found, such that the indirect effect of Pygmalion leadership on quiet quitting through psychological safety varies depending on the level of perceived career growth opportunities.

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