Work life balance and psychological wellbeing as correlates of quiet quitting among physicians

Résumé fourni par la source

Physicians are exposed to persistent occupational stressors, which place them at increased risk for burnout and occupational disengagement. In the post-pandemic era, "quiet quitting" has emerged as a form of occupational disengagement characterized by psychological withdrawal while maintaining formal job roles. Understanding the mechanisms underlying this phenomenon is critical for sustaining motivation and well-being in healthcare professionals. This study aimed to investigate quiet quitting as an indicator of reduced occupational engagement among physicians and to examine its associations with work-life balance and psychological well-being within the framework of occupational motivation and burnout A cross-sectional analytical study was conducted with 426 physicians between December 2025 and February 2026. Participants completed the Work-Life Balance Scale, Psychological Well-Being Scale, and Quiet Quitting Scale. Associations were analyzed using Spearman correlation, and hierarchical multiple linear regression was performed to identify independent predictors of quiet quitting. Quiet quitting showed a moderate negative correlation with psychological well-being (r = - 0.379, p < 0.001) and positive work-to-life spillover (r = - 0.424, p < 0.001), and a positive correlation with negative life-to-work spillover (r = 0.365, p < 0.001). In regression analyses, psychological well-being (β = -0.176, p < 0.001) and positive work-to-life spillover (β = -0.281, p < 0.001) emerged as significant protective factors against quiet quitting. Additionally, medico-legal experiences and consideration of leaving the profession were associated with increased disengagement. Quiet quitting may represent a clinically relevant manifestation of reduced motivation and occupational disengagement among physicians. Our findings highlight the need for integrated interventions targeting both structural work conditions and individual psychological resources to mitigate disengagement and support sustainable workforce well-being in healthcare systems.

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