نوع مقاله : مقاله پژوهشی
نویسنده
دکتری مدیریت دولتی، گرایش رفتارسازمانی، دانشگاه علوم پزشکی و خدمات بهداشتی درمانی تهران، تهران، ایران
چکیده
کلیدواژهها
عنوان مقاله [English]
نویسنده [English]
Silent Resignation refers to performing tasks minimally and strictly limited to the duties specified in the job description, indicating the lowest level of effort and motivation in fulfilling responsibilities. This behavior usually stems from a decline in an individual's commitment to the organization and can be a sign of disengagement in the workplace. This phenomenon has destructive and covert impacts on organizational performance and culture.The aim of this study is to gain a deep understanding and identify the various phenomenological dimensions of silent resignation among employees, as well as to prioritize the influencing factors and strategies to address it. This research is applied in nature and uses a survey and exploratory method for data collection. Moreover, its research philosophy is a combination of deductive and inductive approaches.The statistical population includes experts, specifically 20 senior managers and human resources managers who have experienced this phenomenon, at Tehran University of Medical Sciences. The samples were selected through purposive sampling and the snowball sampling technique. For data collection, qualitative data were gathered via interviews and quantitative data through questionnaires. The validity and reliability of the research instruments were examined through content validity and inter-coder reliability for the interviews, and content validity and test-retest reliability for the questionnaires.For data analysis, qualitative data were analyzed using content analysis and coding, while the quantitative data were analyzed using the Fuzzy Cognitive Map (FCM) technique. The qualitative results led to the identification of influencing factors and perceived consequences of silent resignation in human resources. In the quantitative section, "perceived organizational injustice" and "work-life imbalance" were identified as the most important antecedents, and "reduced organizational productivity" and "decreased organizational competitiveness and credibility" as the most prominent consequences of this phenomenon
کلیدواژهها [English]
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