Purpose

The purpose of this Real Impact Viewpoint Article is to analyze the quiet quitting phenomenon from the human capital management perspective.

Design/methodology/approach

The methods comprise the analysis of 672 TikTok comments, the use of secondary data and literature review.

Findings

Quiet quitting is a mindset in which employees deliberately limit work activities to their job description, meet yet not exceed the preestablished expectations, never volunteer for additional tasks and do all this to merely maintain their current employment status while prioritizing their well-being over organizational goals. Employees quiet quit due to poor extrinsic motivation, burnout and grudges against their managers or organizations. Quiet quitting is a double-edged sword: while it helps workers avoid burnout, engaging in this behavior may jeopardize their professional careers. Though the term is new, the ideas behind quiet quitting are not and go back decades.

Practical implications

Employees engaged in quiet quitting should become more efficient, avoid burnout, prepare for termination or resignation and manage future career difficulties. In response to quiet quitting, human capital managers should invest in knowledge sharing, capture the knowledge of potential quiet quitters, think twice before terminating them, conduct a knowledge audit, focus on high performers, introduce burnout management programs, promote interactional justice between managers and subordinates and fairly compensate for “going above and beyond.” Policymakers should prevent national human capital depletion, promote work-life balance as a national core value, fund employee mental health support and invest in employee efficiency innovation.

Originality/value

This Real Impact Viewpoint Article analyzes quiet quitting from the human capital management perspective.

中文翻译：

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人力资本管理对安静退出的看法：给员工、管理者和国家政策制定者的建议

目的

这篇真实影响观点文章的目的是从人力资本管理的角度分析悄然退出现象。

设计/方法论/途径

这些方法包括对 672 条 TikTok 评论的分析、二手数据的使用和文献综述。

发现

安静辞职是一种心态，员工故意将工作活动限制在自己的工作描述范围内，满足但不超出预先设定的期望，从不自愿承担额外的任务，所做的一切只是为了维持当前的就业状态，同时将自己的福祉置于组织目标之上。员工因为外在动力不足、倦怠以及对经理或组织的怨恨而悄悄辞职。悄悄辞职是一把双刃剑：虽然它可以帮助员工避免倦怠，但这种行为可能会危及他们的职业生涯。尽管这个术语很新，但安静戒烟背后的想法却可以追溯到几十年前。

实际影响

悄悄辞职的员工应该提高效率，避免倦怠，为解雇或辞职做好准备，并应对未来的职业困难。为了应对悄然辞职，人力资本管理者应该投资于知识共享，获取潜在悄然退出者的知识，在解雇他们之前三思而后行，进行知识审计，关注高绩效者，引入倦怠管理计划，促进管理者和管理者之间的互动公平。并为“超越”提供公平的补偿。政策制定者应防止国家人力资本枯竭，将工作与生活平衡作为国家核心价值观，为员工心理健康支持提供资金，并投资于员工效率创新。

原创性/价值

这篇真实影响观点文章从人力资本管理的角度分析了安静退出。