論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus:開放下載的時間 available 2026-09-10
校外 Off-campus:開放下載的時間 available 2026-09-10
論文名稱 Title |
寧靜離職之初探研究 An exploratory study on quiet quitting |
||
系所名稱 Department |
|||
畢業學年期 Year, semester |
語文別 Language |
||
學位類別 Degree |
頁數 Number of pages |
100 |
|
研究生 Author |
|||
指導教授 Advisor |
|||
召集委員 Convenor |
|||
口試委員 Advisory Committee |
|||
口試日期 Date of Exam |
2023-08-31 |
繳交日期 Date of Submission |
2023-09-10 |
關鍵字 Keywords |
寧靜離職、安靜離職、工作敬業度、組織公民行為、工作生活平衡、心理契約、工作倦怠 Quiet quitting, work engagement, organizational citizenship behavior, work-life balance, psychological work contract, job burnout |
||
統計 Statistics |
本論文已被瀏覽 183 次,被下載 0 次 The thesis/dissertation has been browsed 183 times, has been downloaded 0 times. |
中文摘要 |
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。 |
Abstract |
"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. |
目次 Table of Contents |
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 |
參考文獻 References |
一、中文部分 洪瑞斌、陳怡璇(2009)。工作倦怠歷程模式之探索:以餐飲企業主管為例。應用心理研究(台灣),43,19-48。 蔡亞珊、李欣儒、施雅藍、李映潔(2011)。工作價值觀、領導部屬交換、心理契約滿足與離職關係之探討。國立屏東商業技術學院企業管理系畢業專題,未出版,屏東市。 魯皓平(2022)。安靜辭職的哲學:也許在汲汲營營的工作中,你該留一點時間給自己。遠見。https://www.gvm.com.tw/article/94087 鍾蕙如(2004)。主管-部屬交換品質、工作角色認知與工作負荷量對工作績效之影響。國立東華大學企業管理管理研究所碩士論文,未出版,花蓮縣。 二、英文部分 Aryee, S., Srinivas, E. S., & Tan, H. H. (2005). Rhythms of life: Antecedents and outcomes of work-family balance in employed parents. Journal of Applied Psychology, 90(1), 132-146. Bal, P. M., Lange, A. H., Jansen, P. G., & Velde, M. E. (2013). A longitudinal study of Age‐Related differences in reactions to psychological contract breach. Applied Psychology, 62(1), 157-181. Barling J., Macewen K. E. (1992). Linking work experiences to facets of marital functioning. J Organ Behav, 13, 573–83. Barnard, C. I. (1938). The Functions of the Executive. Cambridge, MA: Harvard University Press. Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee "citizenship". Academy of Management Journal, 26(4), 587–595. Beer, M. (2009). High Commitment High Performance: How to Build a Resilient Organization for Sustained Advantage. San Francisco, CA: Jossey-Bass. Brett, J. M. (1997). Family, sex, and career advancement. In J. H. Greenhaus, & S. Parasuraman (Eds.), Work and Family in a Changing World: A Multiple Stakeholder Perspective. Burns, J. M. (2010). Leadership. New York: Harper Perennial. Chandola T., Martikainen P., Bartley M., Lahelma E., Marmot M., Michikazu S., et al. (2004) Does conflict between home and work explain the effect of multiple roles on mental health? A comparative study of Finland, Japan, and the UK. Int J Epidemiol. 33(4), 884-893. Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relation, 53, 747-770. Clark, S. C. (2001). Work cultures and work/family balance. Journal of Vocational Behavior, 58(9), 348-365. Clifton, J., (2002). Blind Spot: The Global Rise of Unhappiness and How Leaders Missed It. Omaha, NE: Gallup Press. Dansereau, F., Graen, G.B., & Haga, W. (1975). A vertical dyad linkage Approach to leadership in formal organizations. Organizational Behavior and Human Performance, 13, 46-78. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500-507. Ellis, L., & Yang, A. (2022, August 27). What is quiet quitting? Employees are setting boundaries for better work-life balance. Wall Street Journal. Retrieved November 3, 2022 from What is quiet quitting? Employees set boundaries for better work-life balance - MarketWatch. Felstead, A., Jewson, N., Phizacklea, A. & Walters, S. (2002). Opportunities to work at home in the context of work-life balance. Human Resource Management Journal, 12(1), 54-76. Fisher-McAuley, Gwenith, J. Stanton, J. Jolton, & James Gavin (2003). "Modelling the Relationship between Work-Life Balance and Organizational Outcomes." In Annual Conference of the Society for Industrial-Organizational Psychology. Orlando, 1-26. Freudenberger, H. J. (1974). Staff burnout. Journal of Social Issues, 30, 159-165. Freudenberger, H. J. (1980). Burn-out: The high cost of high achievement. Garden City, New York: Doubleday. Friedman, D. (1998). Survey of Work/Life Initiatives, William Mercer.Bright Horizons. Greenhaus, J. H., & Beutell, N. J. (1985). Sources of Conflict between Work and Family Roles. Academy of Management Review, 10(1), 76-88 . Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-531. Hagqvist E., Gadin, K. G., & Nordenmark, M. (2017). Work–family conflict and well-being across Europe: the role of gender context. Soc Indic Res. 132, 785-797. Hanisch, K. A., & Hulin, C. L. (1991). General attitudes and organizational withdrawal: An evaluation of a causal model. Journal of Vocational Behavior, 39(1), 110-128. Hopke, T. (2022, September 30). Quiet quitting: The culture reset gift most companies needed. Forbes. Retrieved October 24, 2022. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724. Kirchmeyer, C. (2000). Work-life initiatives: Greed or benevolence regarding workers’ time. In C. Cooper & D. Rousseau (Eds.), Trends in organizational behavior, (7), 79-94. Konovsky, M. A., & D. W. Organ (1996). Dispositional and Contextual Determinants of Organizational Citizenship Behavior. Journal of Organizational Behavior,17(3), 253-266. Levinson, H. (1965). Reciprocation: The relationship between man and organization. . Administrative science quarterly, 9, 370-390. Mahand T., & Caldwell C. (2023). Quiet Quitting -Causes and Opportunities. Business and Management Research, 12(1), 9-19. Malhotra, D. & Murnighan, J. K. (2002). The Effects of Contracts on Interpersonal Trust. Administrative Science Quarterly, 47(3), 534-559. Maslach C. (1982) Understanding burnout: Definitional issues in analyzing a complex. Maslach, C. & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of occupational behavior, 2, 99-115. Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of management journal, 43(4), 738-748. Mensah, A., & Adjei, N. K. (2020). Work-life balance and self-reported health among working adults in Europe: a gender and welfare state regime comparative analysis. BMC Public Health, 20(1), 1052. Moorhead, G. & Griffin , R. W. (1998). Organizational behavior: Managing people and organizations (5th ed.). Boston : Houghton Mifflin. Morrison, E. W. & Robinson, S. L., (1997). When Employees Feel Betrayed: A Model of How Psychological Contract Violation Develops. Academy of Management Review, 22, 226-256. Nelson, R. (2013). Work life balance:Key to the job satisfaction. Evaluation Engineering, 52(8), 20-23. Organ, D. W. (1988). Organizational Citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books. Organ, D. W. (1990). The Motivational Basis of Organizational Citizenship Behavior. In B. M. Staw, & L. L. Cummings (Eds.), Research in Organizational Behavior (12: 43-72). Greenwich, CT.: JAI Press. Ortony, A., Clore, G. L., & Collins A. (1988). The cognitive structure of emotions. New York, NY: Cambridge University Press phenomenon. Raja, U., John, G. & Natalianis, F. (2004). The impact of personality on psychological contracts. Academy of Management Journal, 47, 350-367. Risti, Z., Balaban, N., & Tumbas, P. (2009). Work-life balance, processes of organization and performance: rationale for an empirical research. Strategic Manage J. 14, 37-47. Robbins, S. P. (1993). Organizational Behavior, N. J., Prentice-Hall Inc, 670-673. Robinson, S. L. & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multi-dimensional scaling study. Academy of Management Journal, 38, 555–572. Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525-546. Rosalsky, G., & Selyukh, A. (2022). The Economics behind “quiet Quitting” - and What We Should Call It Instead. Npr. Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139. Rousseau, D. M. (1995). Contract making, psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, Stage: Publications. Rousseau, D. M. (1997). Organizational behavior in the new organizational era. Annual Review of Psychology, 48, 515-546. Sackett, P. R., & DeVore, C. J. (2001). Counterproductive Behaviors at Work. In N. Anderson, D. S. Ones, H. K. Sackett, P. R., Berry, C. M., Wiemann, S. A., & Laczo, R. M. (2006). Citizenship and counterproductive behaviour: Clarifying relations between the two domains. Human Performance, 19(4), 441-464. Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600-619. Schaufeli, W., & Bakker, A. (2004). Utrecht Work Engagement Scale, Preliminary Manual. Utrecht University: Occupational Health Psychology Unit. Schein, E. H. (1980). Organizational psychology. Englewood Cliffs, NJ: Prentice-Hall. Scholarios, D., & Marks, A. (2004). Work-life balance and the software worker. Human Resource Management Journal, 14(2), 54-74. Senior, C., Senior, C., Fearon, C., Fearon, C., Mclaughlin, H., Mclaughlin, H., & Manalsuren, S. (2017). How might your staff react to news of an institutional merger? A psychological contract approach. International Journal of Educational Management, 31(3), 364-382. Shore, L. M., & Barksdale, K. (1998). Examining degree of balance and level of obligation in the employment relationship: A social exchange approach. Journal Of Organizational Behavior, 19, 731-744. Smith, R. A. (2022, September 29). Quiet Quitters Make up Half the U.S. Workforce, Gallup Says. Wall Street Journal. Retrieved November 3, 2022, from Quiet Quitters Make Up Half the U.S. Workforce, Gallup Says - WSJ. Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446-460. Van Scotter, J. R. (2000). Relationships of Task Performance and Contextual Performance with Turnover, Job Satisfaction, and Affective Commitment. Human Resource Management Review, 10(1): 79-95. Voydanoff P. (2002). Linkages between the work-family interface and work, family, and individual outcomes: an integrative model. J Fam Issues, 23, 138-164. Wayne, S. J., Shore, L. M. & Liden, R. C. (1977). Perceived organizational support and leder-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111. |
電子全文 Fulltext |
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。 論文使用權限 Thesis access permission:自定論文開放時間 user define 開放時間 Available: 校內 Campus:開放下載的時間 available 2026-09-10 校外 Off-campus:開放下載的時間 available 2026-09-10 您的 IP(校外) 位址是 3.142.241.44 現在時間是 2024-09-08 論文校外開放下載的時間是 2026-09-10 Your IP address is 3.142.241.44 The current date is 2024-09-08 This thesis will be available to you on 2026-09-10. |
紙本論文 Printed copies |
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。 開放時間 available 已公開 available |
QR Code |