寧靜離職 (Quiet Quitting) 又稱安靜離職，是2022年的熱門流行詞彙，指員工雖然仍在公司工作，但只完成最基本職務，不願加班或投入額外心力，並反對工作狂文化，提倡工作和生活平衡。
　　由於現今並沒有安靜離職的相關研究，本研究針對11位自認為安靜離職者進行訪談，以了解其工作外顯行為、成因、造成影響與減緩方式。
研究結果顯示：
自認安靜離職者
1.工作品質會滿足最低需求。
2.不主動參與非既定任務、新專案，但若主管要求會接受。
3.會明確抗拒升遷主管的機會。
4.多會自主進行工作優化，提升個人工作效率。
5.在加班、私人時間回覆工作訊息、在職進修、與主管互動模式上，會因不同的職涯規劃、工作滿意度、留任意願，而有不同的反應。
6.造成原因：工作沒有成就感、期待工作生活平衡、工作壓力大、無法認同主管或組織文化。
7.減緩方式：與員工溝通，調整其工作內容。

　　"Quiet Quitting" is a trending term that emerged in 2022, referring to the phenomenon where employees continue to work at a company but only fulfill the basic job requirements. They are reluctant to work overtime or invest extra effort and resist the culture of overwork, advocating for a balance between work and life.
　　Given the absence of relevant research on Quiet Quitting, this study conducted interviews with 11 individuals who self-identified as Quiet Quitters. The aim was to understand their observable work behaviors, underlying reasons, resulting impacts, and potential mitigation strategies.
　　The research findings indicated the following characteristics of self-identified Quiet Quitters:
1.They meet the minimum job quality requirements.
2.They don't proactively engage in non-routine tasks or new projects, but are willing to do so if requested by superiors.
3.They explicitly resist opportunities for promotion from their supervisors.
4.They often engage in self-initiated work optimizations to enhance personal work efficiency.
5.Their responses in terms of working overtime, responding to work messages during personal time, participating in further education, and interacting with supervisors vary based on their career plans, job satisfaction, and intentions to stay with the organization.
6.The reasons behind Quiet Quitting include a lack of job fulfillment, a desire for work-life balance, high work-related stress, inability to connect with supervisors or organizational culture.
7.Strategies to mitigate this phenomenon include open communication with employees and adjusting their job responsibilities.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
表目錄 vii
第一章　緒論 1
第一節　研究背景 1
第二節　研究目的 3
第二章　文獻回顧 4
第一節　員工敬業度（員工投入） 4
第二節　組織公民行為 5
第三節　工作倦怠 6
第四節　退縮行為、反生產力行為（組織不當行為） 7
第五節　工作生活平衡 8
第六節　心理契約 9
第七節　安靜離職 10
第三章　研究方法 11
第一節　訪談法 11
第二節　研究對象 12
第三節　資料收集 14
第四節　資料分析 16
第四章 結果分析 18
第一節　面對工作的外顯行為 18
第二節　安靜離職工作者留任的因素 47
第三節　產生安靜離職成因 50
第四節　安靜離職帶來的影響 64
第五節　減少安靜離職狀況的方式 71
第五章　討論與建議 75
第一節　研究結論 75
第二節　研究討論 78
第三節　研究限制 84
第四節　研究建議 85
參考文獻 86

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