The Role of Quality of Work Life, Perceived Organizational Support, Career Development in Preventing Quiet Quitting Among Gen Z and Millennials

A total of 200 respondents participated in this study, consisting of Generation Z and Millennial employees working in various industries across Indonesia. Data were collected through an online questionnaire distributed via Google Forms. The questionnaire used a five-point Likert scale (1 = strongly disagree to 5 = strongly agree) and contained 50 items representing four key constructs: Quiet Quitting, Quality of Work Life (QWL), Perceived Organizational Support (POS), and Career Development (CD). Most respondents were members of Generation Z, followed by Millennials. The majority were female, in their early to mid-twenties, and had a few years of work experience. Participants generally reported moderate income levels and were employed in diverse sectors such as manufacturing, services, education, finance, and creative industries. Although respondents were spread across different regions of Indonesia, many were based in Jakarta, highlighting the city’s position as a major employment center for young professionals. The diversity in respondents’ demographic backgrounds strengthens the reliability of this study’s findings by allowing a more comprehensive analysis of how workplace conditions influence quiet quitting behavior among young employees. The survey results provide insights into how employees view work quality, organizational support, and career development opportunities, as well as how these aspects affect their engagement at work. Overall, the collected data serve as an important for understanding how QWL, POS, and CD can help reduce the tendency for quiet quitting among Generation Z and Millennial employees in Indonesia.