<![CDATA[The study examines the influence of job insecurity and work-related burnout on job performance, with quiet quitting as an intervening variable among Gen Z and Millennial employees working in Jakarta’s creative industry. Drawing on Conservation of Resources (COR) Theory and the Job Demands–Resources (JD–R) model, this research explains how psychological resource depletion triggers withdrawal behavior. A quantitative approach involving 167 respondents selected through purposive sampling. The structural model aims to analyze the hypothesized relationships. The findings reveal that both job insecurity and work-related burnout significantly increase quiet quitting tendencies, indicating that psychological strain and uncertainty stimulate employees’ withdrawal from extra-role engagement. Job insecurity was significantly direct effect on job performance, while burnout and quiet quitting did not significantly predict job performance. Furthermore, quiet quitting failed to mediate the effects of job insecurity and burnout on performance, as its direct relationship with performance was not significant. These results suggest that despite experiencing insecurity or burnout, employees may still maintain their core performance responsibilities, indicating the stability of task performance in the short term. The study’s limitations with cross-sectional design, the use of self-reported measures, and its focus on creative industry workers in Jakarta, which may limit generalizability. The study offers originality by integrating quiet quitting as a mediating mechanism within a generational context in Indonesia, which has been minimally explored in previous research.]]>
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