The effect of favoritism on engagement and quiet quitting : the mediating role of organizational justice

Abstract

The purpose of this thesis is to investigate the complex dynamics of favoritism within organisational settings, as well as its influence on employee engagement and the phenomena of "quiet quitting." The purpose of this study is to test the notion that favoritism, so far as employees perceive it, has substantial ramifications for their level of engagement with the organisation as well as their tendency to disengage from the organisation in a covert manner. The examination of the role that organisational justice plays as a mediator in the connection between favoritism and employee outcomes is an essential component of this research. This study intends to explore the processes via which organisational justice may reduce or intensify the harmful impacts of favoritism on employee engagement and the risk of quiet resigning. This will be accomplished by diving into the perceived justice that exists within the structure of the organisation. The results of this study have important implications for businesses that are considering ways to improve the health and happiness of their workforce and to keep them on board. Organisations are able to develop targeted interventions and policies to foster a fair and inclusive workplace culture by first gaining an understanding of the complex interplay between favoritism, organisational justice, and employee outcomes. This, in turn, leads to increased levels of employee engagement and a reduction in the number of instances in which employees quietly quit their jobs.