臺灣博碩士論文加值系統

「安靜離職」是近期透過社群媒體引發關注工作場域的新常態，意指員工並不完全投入在工作中，僅維持符合工作說明中的工作內容與職責(Harter, 2022)，然而卻未有足夠的相關研究。依此，本研究為了更深入了解此新趨勢，回顧了四個相關概念，包含：工作敬業、工作投入、假性出席、以及工作露臉。然而，在文獻中初步歸納出安靜離職者仍期望保有原工作，與上述相關概念想要離開原職有所差異性，因而本研究認為應該存在該理論架構的獨特性。因此，本研究遵循Hinkin (1998)的建議，試圖發展安靜離職的理論架構與量表。研究結果顯示：(1)安靜離職的定義為：員工雖不全然投入工作，卻又不積極嘗試離開原組織的現象，且該員工仍能展現出得以保有職位的工作表現；(2)四個次構面為：工作環境、工作疆界、薪酬、以及工作意義；(3)量表包含14個題項。本研究探討的這些研究發現，可以提供未來研究與相關應用對於安靜離職相關意涵。

The new normal “quiet quitting” refers to the idea spreading virally on social media that millions of people are not going above and beyond at work and just meeting their job description (Harter, 2022). Unsurprisingly, there is no enough empirical research on this topic yet. To deeply understand this up-to-date trend, this study reviews four relevant constructs – job engagement, job involvement, presenteeism, and facetime. Nevertheless, a significant distinction found that quiet quitters tend to remain in their seats; they do not intend to leave an organization as those with low engagement and involvement, which can be assumed that there should be a uniqueness of the theoretical construct of quite quitting. Thus, this study follows Hinkin’s (1998) suggestion and aims to develop the theoretical construct and measurement of quiet quitting. The results show that: (1) The definition is “a phenomenon where an individual silently disengages from their job without actively intending to leave the organization, they remain an acceptable performance to keep their position safe consequently”; (2) Four sub-dimensions are work environment, job boundary, compensation, and work meaningfulness; (3) The measurement has 14 items. This study discusses these results regarding their implications for future research and application in quiet quitting.

CONTENTS

ACKNOWLEDGEMENT................................................................I
摘要...........................................................................II
ABSTRACT......................................................................III
CONTENT........................................................................IV
LIST OF FIGURE.................................................................V
LIST OF TABLES.................................................................V
CHAPTER I INTRODUCTION.........................................................6
1.1 RESEARCH BACKGROUD.....................................................6
1.2 PROBLEM STATEMENT......................................................6
1.3 PURPOSE OF STUDY.......................................................7
CHAPTER II LITERATURE REVIEW..................................................10
2.1 QUIET QUITTING........................................................10
2.2 JOB INVLOVEMENT.......................................................11
2.3 EMPLOYEE ENGAGEMENT...................................................16
2.4 FACETIME AND PRESENTEEISM.............................................22
2.5 THE COMPARISON BETWEEN QUIET QUITTING AND RELEVANT CONCEPTS...........24
CHAPTER III METHODOLOGY.......................................................27
3.1 OVERVIEW..............................................................27
3.2 DATA COLLECTION.......................................................28
3.3 DATA ANALYSIS.........................................................28
3.4 ITEM GENERATION.......................................................34
3.5 MEASUREMENT ITEM VALIDATION............................................35
CHAPTER IV RESULT.............................................................38
4.1 DEMOGRAPHIC ANALYSIS...................................................38
4.2 INITIAL ITEM REDUCTION.................................................39
4.3 CONFIRMATORY FACTOR ANALYSIS...........................................43
4.4 DISCRIMINANT VALIDITY..................................................45
CHAPTER V CONCLUSION, DISCUSSION, AND LIMITATION..............................48
5.1 CONCLUSION.............................................................48
5.2 DISCUSSION.............................................................50
5.3 IMPLICATION............................................................52
5.4 RESEARCH LIMITATION AND RECOMMENDATION.................................55
REFFERENCE....................................................................57
APPENDIX......................................................................63

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