INVESTIGATION OF THE FACTORS QUIET QUITTING AND QUIETFIRING WITH THE STRUCTURAL EQUATION MODELLING: APILOT RESEARCH ON HEALTH PROFESSIONAL’SMerve AKBAŞ1, Ali Mertcan KÖSE2,1 Bezmialem Vakif University, Department of Healthcare Management Istanbul, Türkiye and e-mail:makbas@bezmialem.edu.tr2Istanbul Ticaret University, Department of Computer Programming Istanbul, Türkiye and e-mail:amertcankose@ticaret.edu.trAbstractAfter the COVID-19 outbreak, there have been changes in the work culture, and new conceptshave emerged by moral injury and quiet quitting. Healthcare professionals can witnesspatients many emotions, such as pain, loneliness, and hopelessness. In the case of effects ofthe quality of care, that causes \"Moral Injury\" and \"Quiet Quitting\". \"Quiet Quitting\" meansnot leaving the job, not only taking on extra responsibilities but also continuing to work. Itconsists of two dimensions as \"Quiet Quitting\" and \"Quiet Firing\". Research shows thatappreciated employees give meaning to work and their commitment to the organizationincreases [1]. In this regard, \"Employee Resilience\" refers to the ability of employees to copewith the difficulties they encounter and improve themselves. It is important to provideefficient service in the constantly changing business environment. This study aims to evaluatethe mediating role of employee resilience in the effect of moral injury on quiet quitting and inlight of the findings, to propose different human resources (HR) management strategies in thehealth sector. In this research, the mediating role of employee resilience was examined in theeffect of moral injury on quiet quitting and quiet firing by using structural equationmodelling. The study collected data from 131 (age: 33.29 ± 9.60) participants working in thehealth profession through relevant scales. In this respect, the research has an empiricalcharacter. First, the essential characteristics of the participants who made the data set weredetermined using descriptive statistics. While moral injury had a positive effect on Quietquitting (β=0.648) and Quiet firing (β=0.366) (p < 0.0001), it was found to have a negativeeffect on Employee resilience (p < 0.0001; β= - 0.383). However, it was determined in themodel that employee resilience had a negative effect on quiet quitting (β= - 0.263) and quietfiring (β= - 0.289) (p < 0.0001). The indirect effects of employee resilience on the effect ofmoral injury on quiet quitting and quiet firing were found to be statistically significant (p <0.0001; β1=0.085, β2= 0.104). In this case, it was determined that employee resilience had amediating effect in the model. In addition, the structural equation model was supported by thefitted criteria (RMSEA=0.08, NFI=0.93, NNFI=0.96, CFI=0.97, GFI=0.96, AGFI=0.94). As aresult, while there is an increase in quiet quitting and quiet firing behaviours’ of healthcareprofessionals due to moral injury, employee resilience decreases this situation. Many studieshave concluded that 72% of Generation Y employees quietly leave their jobs [2]. In themeans of this research, improvements are expected to ensure the sustainability oforganizations and health systems.Key Words: Quiet Quitting, Moral Injury, Employee Resilience, Healthcare Professionals,Structural Equation Modelling.