The Narcissism, Entitlement, and Self-Esteem Conduit to Quiet Quitting

Abstract

Quiet quitting has become a focus of employee engagement research, yet its psychological antecedents remain understudied. Trait grandiose narcissism (i.e., an inflated sense of self-importance) may be one such antecedent, driving entitlement (i.e., the belief in deserving preferential treatment despite disproportionate effort). This study tested entitlement as the mechanism linking narcissism to quiet quitting. A convenience sample of U.S. employees completed surveys through CloudResearch. Moderated mediation analysis utilizing SPSS PROCESS tested entitlement as the mediator and self-esteem as a moderator of the narcissism–entitlement indirect pathway. Self-esteem was examined as a boundary condition, given that heightened self-regard may intensify narcissistic individuals’ sense of entitlement. Narcissism associated with greater entitlement, which associated with greater quiet quitting. High levels of narcissism and self-esteem associated with greater entitlement, and thereby greater quiet quitting. Rather than serving as a protective factor, higher self-esteem was associated with a stronger relationship between narcissism and entitlement, thereby strengthening the indirect association with quiet quitting. Organizations may reduce quiet quitting among narcissistic employees by addressing ego-related needs and managing entitlement perceptions. These findings offer a practical extension of equity sensitivity theory, translating its principles into actionable strategies for managing modern workplace disengagement.