تدوین الگوی پدیده استعفای خاموش: چالش مدیران منابع انسانی (علل، پیامدها و راهبردها)

Abstract
Quiet Quitting is an alarming issue in which the desire to perform citizenship behaviors in employees is lost and they act in a way that only the form of work is maintained. In other words, the individual does his minimum (least) work, without going beyond it. The present study was conducted with the aim of developing a model of the Quiet Quitting phenomenon: the challenge of human resource managers (causes, consequences and strategies) in government organizations. On the other hand, the present study has a qualitative approach and in an inductive paradigm that is descriptive-survey and practical in terms of purpose. The statistical population of the study consists of 21 experts (professors in the field of management and managers of government organizations) who were selected based on the principle of theoretical sufficiency and the purposive sampling method. It should be noted that the content analysis approach was used to collect data. Therefore, after studying the texts, questions were provided to the experts in the form of semi-structured interviews and their views and opinions on the Quiet Quitting phenomenon were examined. Then, the obtained data were analyzed using software (MAXQDA) and thematic network. Also, in order to measure the validity and reliability of the data collection tool, content validity and inter-coder and intra-coder reliability were used. The results show that 9 factors were identified as effective factors, 6 factors as individual consequences, 8 factors as organizational consequences, and 8 factors as Quiet Quitting strategies in government organizations, and finally, the research model was developed
Introduction
The only resource on which the productivity of other resources of the organization depends is human resources. In fact, human resources are considered one of the influential factors in the progress and development of societies, or in other words, they are known as a valuable resource that plays a fundamental role in the growth of organizations and the macro economy. Human resources are recognized as the most important assets of contemporary organizations, protecting the organization's trade secrets and converting physical capital into revenue. In a highly competitive environment, any shortcoming of managers in the field of human resources that causes their dissatisfaction in the workplace, the term fighting and striving with perseverance and, more importantly, the manifestation of citizenship behaviors will no longer have any meaning and concept, and after a while, employees will get tired of doing their daily tasks and activities and feel stagnant and stopped. In this way, the poor performance of managers, which prescribes reluctance and lack of motivation to employees, has led to the formation of an emerging phenomenon in the literature of management and organization, which is referred to as silent resignation. The term silent resignation does not mean giving up or leaving the job, but rather that the individual does not perform his assigned tasks as he should. Employees who engage in Quiet quitting only do what is required for their role and forgo any extra effort. They no longer think about career advancement and even fail to utilize creativity and innovation to achieve individual and organizational goals.
Materials and Methods
The present study has a qualitative approach and in an inductive paradigm, which is descriptive-survey and applied in terms of purpose. The statistical population of the study consists of 21 experts (professors in the field of management and managers of government organizations) who were selected based on the principle of theoretical adequacy and purposive sampling method. Since the present study is qualitative in nature, it should be noted that the content analysis approach was used to collect data, which is a method for recognizing, analyzing, and reporting patterns in qualitative data. In other words, the content analysis approach is a process for analyzing textual data that transforms scattered data and information into rich and detailed data. Content analysis is one of the common and common skills in qualitative analysis and is a method for analyzing non-numerical data such as sound, image, text, etc. In this study, the content analysis network (overarching, organizing, and basic themes) was used. In other words, the theme network systematizes the themes according to a specific trend in the form of basic themes (key points in the texts), organizing themes (combination and summary of basic themes), and overarching themes (principles governing the text as a whole). On the other hand, data collection in the present study was carried out through library studies and interviews. Therefore, after studying the texts, questions were provided to the experts in the form of semi-structured interviews and their views and opinions on the phenomenon of silent resignation were examined. Then, the obtained data were analyzed using software (MAXQDA) and the theme network. Also, in order to measure the validity and reliability of the data collection tool, content validity and inter-coder and intra-coder reliability were used. Considering the mission of the research, it can finally be said that with the help of the theme analysis approach, a model of the phenomenon of Quiet quitting in a government organization was developed.
Discussion and Results
The present study identified Quiet quitting through thematic analysis of causes (toxic organizational climate, toxic leadership style, burnout, lack of transparency, glass ceiling, low job security, poor communication system, poor ergonomics, and work-life balance), consequences (individual and organizational), and strategies (strengthening emotional intelligence, creating an appropriate culture, providing forward feedback, developing career path capital, competitive salaries and benefits, creating organizational justice, time management, and flexible work schedules) Quiet quitting identified.
Conclusion
The phenomenon of Quiet quitting is a condition that is seen in abundance in today's working world in organizations, especially government organizations. Silent resignation can be a sign that the individual is not satisfied with his or her position, and this dissatisfaction stems from various reasons and causes. Undoubtedly, the individual's dissatisfaction in the workplace will carry mental and psychological pressures, and silent resignation is an escape route to get rid of these pressures. In fact, it is a kind of carelessness, but it is considered an ominous and sinister phenomenon for the individual and the organization. Because managers in this field are mostly faced with the physical presence of the individual, there is no desire or motivation, nor is there any creativity and innovation with which to solve a problem.