As workplace dynamics continues to evolve, the mantra “working to live, not living to work” is gaining momentum around the world. This has led individuals to question the conventional notion of work as the central focus of life, giving rise to the quiet quitting phenomenon. The study explores the effect of job burnout and each of its four core components – exhaustion, mental distance, cognitive impairment, and emotional impairment – on quiet quitting intention and the role of job satisfaction on their relationship. This research involved 113 staff nurses from Level 1 and Level 2 private and government hospitals in the city of Lipa. The study employed descriptive statistics, simple linear regression, multiple regression, as well as mediation analysis to meet its objectives. Results of this cross-sectional study showed that job burnout significantly affects quiet quitting intention and job satisfaction. While simple linear regression showed that all four components of job burnout have a significant effect on quiet quitting intention, multiple regression analysis revealed that, in a collective model, mental distance is the only component that significantly affects the intention to quietly quit. Furthermore, job satisfaction was not supported to play a mediating role in this relationship between job burnout and quiet quitting intention. With the impact of quiet quitting to organizations and society at large, understanding its complexity can help address its underlying factors, ultimately leading to a more engaged workforce and overall organizational success.