Quiet quitting: trend or temporary phenomenon in the labor market?

Purpose: The phenomenon of quiet quitting has gained significant popularity in public discourse and on social media, especially in the aftermath of the COVID-19 pandemic. It refers to performing only those tasks that are formally part of one’s job description, without putting in extra effort, working overtime, or “going above and beyond.” Quiet quitting does not mean physically leaving one’s job, but rather giving up the identification of one’s self-worth with productivity. The aim of this study is to determine whether quiet quitting is a temporary trend or a lasting shift that will influence perceptions of job responsibilities and workplace relationships. Design/methodology/approach: In addition to a literature review, the study draws on survey data from 162 active respondents across three generations: X, Y, and Z. The Cramér's V coefficient was used to analyze the relationships between the survey variables, and their statistical significance was tested. Findings: The survey results reveal significant generational differences in attitudes toward various aspects of work in the context of quiet quitting. Younger generations place greater emphasis on well-being, work-life balance, and independence, which can lead them to disengage from excessive involvement in situations that do not meet their expectations. In contrast, older generations tend to adhere to a more traditional approach, valuing loyalty to the employer and a willingness to make sacrifices for career advancement. Originality/value: This study provides a timely and relevant perspective on one of the most widely discussed phenomena in today’s labor market. It presents quiet quitting not as a fleeting trend, but as a reflection of deeper changes in employees’ expectations toward employers. The findings can serve as a valuable resource for HR departments and organizational leaders in developing strategies to manage employee engagement and satisfaction. Keywords: quiet quitting, engagement, Generation X, Generation Y, Generation Z, Motivation, Work-Life Balance. Category of the paper: Research paper.