<![CDATA[Quiet quitting has emerged as a growing concern in the hospitality sector, where demanding work conditions may contribute to burnout, work-to-leisure conflict, and employee disengagement. Drawing on the Job Demands–Resources (JD-R) and Conservation of Resources (COR) theories, this study examines the relationships between work-related burnout, work-to-leisure conflict, work disengagement, and quiet quitting in the hospitality industry. A quantitative design was employed using a census sampling technique, involving 252 hospitality employees in Bengkulu City, Indonesia. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that work-related burnout and work-to-leisure conflict significantly increase quiet quitting. Work-to-leisure conflict also significantly predicts work disengagement, while work-related burnout does not have a significant effect on disengagement. In addition, work disengagement significantly influences quiet quitting and mediates the relationship between work-to-leisure conflict and quiet quitting. These findings indicate that work-to-leisure conflict plays a more consistent role in driving disengagement and quiet quitting compared to burnout, highlighting the importance of work–life imbalance as a key antecedent. The study highlights the need to strengthen work–life balance and job resources to reduce disengagement and quiet quitting.]]>
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