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![This figure displays the oscillating zig-zag movement up the spiral representing the changes in SDT worldview constructs, thinking, and problem-solving abilities (reproduced with permission [3]](profile/Lisa-Brown-31/publication/370465355/figure/fig1/AS:11431281155115468@1683045854138/This-figure-displays-the-oscillating-zig-zag-movement-up-the-spiral-representing-the.png)
This figure displays the oscillating zig-zag movement up the spiral representing the changes in SDT worldview constructs, thinking, and problem-solving abilities (reproduced with permission [3]
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Envision an employee showing up faithfully every day for work but cognitively checked out every minute (i.e., quiet quitting). This article adapts a futurist perspective to describe the adult education pedagogy of experiential learning in juxtaposition to the limitations of behaviorist employee training incentives. The authors conceptually apply Sp...
Contexts in source publication
Context 1
... [3,20] provides some descriptive details about the unique worldview constructs that exist in the framework. The diagram (Figure 1) uses a mnemonically color-coded system to distinguish each worldview construct that begins with low-order simplistic thinking and then progresses upward in a zig-zag fashion toward more complex taxonomies of higher-order thinking and problem-solving abilities. ...
Context 2
... horizontal worldview constructs (Figure 1) experience the most conflict while the thinking among the immediately vertical neighboring system tends to maintain the most harmonious collaborations. The following descriptions are associated with each of the color-coded v MEME with conceptions of teal and coral currently at the hypothesis stage of investigation: ...
Citations
... Inter-generational learning environments, where older adults can learn with younger peers, might also enhance their experience of learning a language in a process of cooperation and mutual help [11]. Combining English language acquisition with basic digital skills within collaborative frameworks has been successful in increasing participation and learning among older adults [10], [11]. ...
... Inter-generational learning environments, where older adults can learn with younger peers, might also enhance their experience of learning a language in a process of cooperation and mutual help [11]. Combining English language acquisition with basic digital skills within collaborative frameworks has been successful in increasing participation and learning among older adults [10], [11]. ...
This paper investigates how best to integrate English and digital literacy education for older adults to promote their digital social inclusion. The research of the ERASMUS+ project Coll-Oya focuses on the learning needs of adults aged 55 and older from Tarragona-Spain, Silesia-Poland, and Adana-Türkiye. These participants make up part of a divergent group that, though still active in life, are not digital natives. Most of them have insufficient knowledge of digital tools and the English language to be able to handle new technologies. This project thus responds to these gaps since it seeks to equip participants with both English language skills and digital literacy through content-based instruction combined with practical applications in real-life activities such as online shopping, ticket booking, and engaging in digital communication. The study explores participants' digital awareness, language proficiency, and collaborative learning experiences with younger generations. A mixed-methods approach involving 204 participants completing an online survey and 45 interviews explores their preferences and challenges in acquiring language and digital skills. The main findings show that tailored learning opportunities increase engagement and motivation among older learners and empower them, instilling a sense of hope and inspiration. Intergenerational collaboration creates a supportive learning environment. Participants reported feeling more confident using technology and improving their English language skills through the joint teaching initiatives. The paper suggests that integrating English and digital literacy training could offer an opportunity to empower the active contribution and social inclusion of those over age 55 in the increasingly digital world. These findings provide pragmatic insights into how the digital competencies of older adults and their language proficiency can be supported in intergenerational learning, thus practically presenting strategies to educators, policymakers, and other stakeholders involved in adult education and digital literacy.
... the term meme, a unit of culture that transfers from person to person through non-genetic human imitation(Brown, McCray, Neal, & Caldwell-Serges, 2023). ...
Decoupling the Black American historical identity and experience from the curse of a fantastical “colorblind” meme is imperative. Under such subterfuge, the anti-fairness antagonists run the rhetorical gambit with claims that nobody is Black to everybody is Black. Hence, when the dust settles under such benign neglect for the exercise of equality and justice for the descendants of slaves and U.S. Freedmen, our community remains in disrepair. The result is that the needed granularity of vital statistics data collection—usable in protecting our Civil Rights and historic preservation (Advisory Council on Historic Preservation, 2025; Preservation NC, 2020) remains elusive.
... The academic investigation into quiet quitting focused primarily on its adverse impacts on organizational performance. For instance, Brown et al. (2023) described quiet quitting as a syndrome of employees feeling devalued, which could adversely affect organizational success. Similarly, Riehle et al., (2023) explored quiet quitting as a factor that undermines service workers' work passion. ...
The majority of interpretations of quiet quitting typically portray it negatively, emphasizing its potential harm to morale, productivity, and engagement within organizations and society. Interestingly, when examining this phenomenon at the individual level, arguments supporting its positive aspects emerge. Organizational sciences often frame quiet quitting in a negative light, prioritizing organizational interests over individual needs, perpetuating a tension within Human Resource Development (HRD) between employee and organizational priorities. This paper advocates for a nuanced, multilevel approach to quiet quitting, challenging the conventional negative perspective. Drawing on Garavan et al.’s (2004) multilevel HRD framework, we explore how quiet quitting can benefit both individuals and organizations across individual, organizational, and societal levels. By reconceptualizing quiet quitting in this way, we aim to stimulate further HRD research while reaffirming the discipline’s humanistic roots.
... Currently, academic research on quiet quitting is only just emerging, with early works attempting to conceptualise the term and offer advice to employers. The developing body of research includes several journal articles that have endeavoured to use theory to explain the concept (Arar et al. 2023;Bell & Kennebrew 2023;Brown, McCray, Neal & Caldwell-Serges 2023). From the empirical standpoint, Serenko (2023) sought to define quiet quitting through content analysis of 672 user comments from a TikTok video's comment section. ...
Quiet quitting has emerged as an area of concern for businesses and societies in the wake of the 'Great Resignation' following COVID-19. While there is an emerging body of work surrounding the motivations of quiet quitting as a rejection of being enslaved to one's work, little is known as to the implications of this phenomenon on Asian businesses. This viewpoint provides an overview of the literature to date and explores the steps Asian businesses should take to address potential quiet quitting proclivities among the existing and future workforce. In particular, businesses need to consider how COVID-19 has changed the landscape of work and generated psychological stresses among employees working from home, who have had to deal with their professional and private lives concurrently (Liu 2023). To combat quiet quitting in this new era, it is imperative to rethink work cultures, with an emphasis on facilitating greater autonomy in how work is performed (where applicable) and accordingly re-evaluating employment contracts.
Quite Quitting (QQ), defined as employees' limited engagement with work and reluctance to take on extra or non-essential tasks, gained attention in the post-pandemic era. However, recent studies suggest that QQ might not represent an entirely novel phenomenon, indicating a need for further exploration to ensure coherent theoretical development. Through a scoping review, this paper aims to synthesize the literature on QQ, mapping its antecedents and consequences. Following the PRISMA guidelines, 22 articles sourced from Scopus, Web of Science, PsycINFO, and Econlit were analyzed using the Theory, Context, Characteristic, Method and the Nomological Network frameworks. The analysis of the articles, published between 2022 and 2024, revealed a growing interest in this topic. Although a universal definition did not emerge, common themes were identified across the several definitions provided: minimal effort, absence of formal resignation, prioritization of work-life balance, disengagement and coping with stress. Additionally, the nomological network showed occupational health factors, personal and job resources, work attitudes, behaviors, and risk factors as predictors of QQ. Well-being, burnout, and job satisfaction emerged as critical mediators in understanding QQ behaviors. Notably, the review identifies turnover intention as a primary outcome linked to QQ. However, most studies employed cross-sectional designs, underscoring the need for longitudinal research to confirm causal relationships. This scoping review is the first to thoroughly examine QQ, highlighting its complexities and emphasizing the need for further research to recognize QQ not merely as “an old trend in new clothing” but as a distinct phenomenon with unique challenges and potential benefits.
Objective: This research aims to explore the phenomenon of "quiet quitting" in digital companies from managers' perspectives. It investigates the causes, behaviors, and impacts of quiet quitting and examines managerial strategies to mitigate this issue and its implications for employee engagement and organizational performance. Design/Methods/Approach: This qualitative exploratory study employed semi-structured interviews with managers from some digital companies. Participants were selected using the purposive and snowball sampling methods. Data were collected from September to November 2024 and analyzed using thematic analysis, guided by the Social Exchange Theory (SET) and the Job Demands-Resources (JD-R) Model. Findings: The findings reveal that quiet quitting is primarily triggered by insufficient recognition, poor communication, excessive workloads, and misalignment between employees’ values and organizational culture. Quiet quitting behaviors include minimal task completion, withdrawal from team activities, and reduced initiative. Effective leadership through transparent communication and recognition was found to mitigate this issue. Organizational strategies, such as flexible work arrangements, fair compensation, and career development opportunities, also effectively reduced the need to quit. However, this phenomenon negatively impacts team productivity, morale, and organizational reputation. Originality/Value: This study contributes to the literature by providing insights into quiet quitting within the country’s cultural and economic context. Unlike Western-centric studies, it incorporates local values such as collectivism and hierarchical structures, offering a culturally sensitive understanding of this phenomenon in the digital sector. Practical/Policy Implications: Managers who seek ways to improve employee engagement are advised to foster open communication, recognize employee contributions, and ensure fair workloads. Flexible work arrangements and opportunities for career development can enhance employee engagement and retention. Policymakers and HR practitioners should develop culturally adaptive strategies to address quiet quitting while promoting employee well-being.
Bu çalışmanın amacı, sağlık çalışanlarının sessiz istifa tutumlarını ölçen psikometrik bir ölçme aracı geliştirmektir. Bu amaç doğrultusunda 473 sağlık çalışanına ulaşılmıştır. Katılımcılardan veriler hem çevrimiçi hem de yüz yüze toplanmıştır. Ölçek, kavramsal yapının oluşturulması, bu kavramsal yapıdan soru taslağının oluşturulması, uzman görüşünün alınması, pilot çalışma yapılması, test-yeniden test güvenilirliğinin yapılması aşamalarından sonra katılımcılara uygulanmıştır. Toplanan verilerin analizinde IBM SPSS ve AMOS paket programlarından yararlanılmıştır. Elde edilen verilere açıklayıcı ve doğrulayıcı faktör analizi uygulanmıştır. Yapılan analiz sonucunda 3 boyut ve 34 faktörden oluşan bir ölçek elde edilmiştir. Geliştirilen ölçeğin sağlık çalışanlarının sessiz istifaya yönelik tutumlarını ölçmede kullanılabilecek bir ölçek olduğu sonucuna varılmıştır. Geliştirilen ölçeğin tüm sektörler için kullanılabileceği önerilmektedir. Anahtar kelimeler: Sessiz istifa, tutum ölçeği, ölçek geliştirme, sağlık çalışanları Jel Sınıflandırma Kodları: I18, M10, M12 Development of Quiet Quitting Attitude Scale 1 Abstract The aim of this study is to develop a psychometric measurement tool that measures the silent resignation attitudes of healthcare professionals. For this purpose, 473 healthcare workers were reached. Data were collected from participants both online and face-to-face. The scale was applied to the participants after the stages of creating the conceptual structure, creating a question draft from this conceptual structure, obtaining expert opinion, conducting a pilot study, and testing-retest reliability. IBM SPSS and AMOS package programs were used to analyze the collected data. Explanatory and confirmatory factor analysis was applied to the obtained data. As a result of the analysis, a scale consisting of 3 dimensions and 34 factors was obtained. It was concluded that the developed scale is a scale that can be used to measure the attitudes of healthcare professionals towards silent resignation. It is suggested that the developed scale can be used for all sectors.
[Purpose] This study was conducted to clarify the concept of ‘Quiet
Quitting’ which has recently attracted attention as a phenomenon caused
by unstably internal and external environment.
[Methodology] First, I searched for ‘quiet quitting’ in Korean and
English in the Research Information Sharing Service (www.riss.kr) and
Google Scholar (scholar.google.co.kr) to collect academic thesis. Next, I
analyzed the concept of quiet quitting in seven stages according to
Rodgers’ (1989) evolutionary methodology using 26 studies(domestic
literature 3, overseas literature 23).
[Findings] The main results are as follows: (1) the core attributes of quiet
quitting were (a) range of work: minimal, (b) input energy: limit, (c)
priority: balance of work－nonwork, (d) way of resignation: psychological
leaving; (2) it was identified that related concepts such as ‘great
resignation’, ‘presenteeism’, and ‘withdrawal behaviors’ were conceptually
different from quiet quitting when compared based on the core attributes
of quiet quitting. According to the results of the concept analysis, quiet
quitting is defined as a psychological leaving that deliberately limits
workability on its own by allowing employees to perform minimal tasks
and no extra energy to pursue a balanced life of work and nonwork.
[Implications] Based on this study results, I discussed implications of
research and practical field, and suggested for the future research from
HRD perspective.
Bu çalışmanın amacı, sağlık çalışanlarının sessiz istifa tutumlarını ölçen psikometrik bir ölçme aracı geliştirmektir. Bu amaç doğrultusunda 473 sağlık çalışanına ulaşılmıştır. Katılımcılardan veriler hem çevrimiçi hem de yüz yüze toplanmıştır. Ölçek, kavramsal yapının oluşturulması, bu kavramsal yapıdan soru taslağının oluşturulması, uzman görüşünün alınması, pilot çalışma yapılması, test-yeniden test güvenilirliğinin yapılması aşamalarından sonra katılımcılara uygulanmıştır. Toplanan verilerin analizinde IBM SPSS ve AMOS paket programlarından yararlanılmıştır. Elde edilen verilere açıklayıcı ve doğrulayıcı faktör analizi uygulanmıştır. Yapılan analiz sonucunda 3 boyut ve 34 faktörden oluşan bir ölçek elde edilmiştir. Geliştirilen ölçeğin sağlık çalışanlarının sessiz istifaya yönelik tutumlarını ölçmede kullanılabilecek bir ölçek olduğu sonucuna varılmıştır. Geliştirilen ölçeğin tüm sektörler için kullanılabileceği önerilmektedir.
