Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

Quiet quitting is a term that has grown in popularity over the past few years. Quiet quitting can refer to a decrease in employees’ commitment to carry out assigned tasks, avoiding tasks that are not within employees’ job description, quitting the idea of going above and beyond in their job performance (Formica & Sfodera 2022) & (Rosalsky & Selyukh 2022). In the past, researcher have shown the relationship between engagement and burnout with personality. Since quiet quitting has only recently grown popular, the relationship between quiet quitting and personality has not been greatly researched. This thesis attempts to fill this gap by aiming to determine if personality is a predictor for quiet quitting in response to organizational injustice. The primary research question for this study asks if personality predicts quiet quitting in response to organizational injustice. There are five hypotheses included in this study that suggest a relationship between quiet quitting and the factors of the Big Five Inventory (BFI): agreeableness, neuroticism, conscientiousness, openness, and extraversion. The proposed method for this study is to collect participants by mass emailing MTSU students. Then, each participant will be asked to complete a demographics questionnaire, a work injustice scenario survey, a quiet quitting scale, and the BFI. The proposed analysis consists of using correlational analysis to determine the relationship between quiet quitting and personality in response to organizational injustice. Anticipated results include extroversion, conscientiousness, and neuroticism being related to quiet quitting. However, openness and agreeableness are not expected to be related to quiet quitting. The implications of this study relate to the 2023 RCIO theme. If quiet quitting is related to personality, organizations can use personality assessments to assist in their screening process. This will help organizations select talented individuals who are less prone to quiet quitting. If this study shows quiet quitting is related to organizational injustice, then this study reinforces the importance of creating a healthy work environment that will be more attractive to talent.

Subject

Industrial and organizational psychology

Document Type

posters

Language

English

Rights

http://rightsstatements.org/vocab/InC/1.0/

License

http://creativecommons.org/licenses/by/4.0/

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Justice perceptions, quiet quitting & personality

Quiet quitting is a term that has grown in popularity over the past few years. Quiet quitting can refer to a decrease in employees’ commitment to carry out assigned tasks, avoiding tasks that are not within employees’ job description, quitting the idea of going above and beyond in their job performance (Formica & Sfodera 2022) & (Rosalsky & Selyukh 2022). In the past, researcher have shown the relationship between engagement and burnout with personality. Since quiet quitting has only recently grown popular, the relationship between quiet quitting and personality has not been greatly researched. This thesis attempts to fill this gap by aiming to determine if personality is a predictor for quiet quitting in response to organizational injustice. The primary research question for this study asks if personality predicts quiet quitting in response to organizational injustice. There are five hypotheses included in this study that suggest a relationship between quiet quitting and the factors of the Big Five Inventory (BFI): agreeableness, neuroticism, conscientiousness, openness, and extraversion. The proposed method for this study is to collect participants by mass emailing MTSU students. Then, each participant will be asked to complete a demographics questionnaire, a work injustice scenario survey, a quiet quitting scale, and the BFI. The proposed analysis consists of using correlational analysis to determine the relationship between quiet quitting and personality in response to organizational injustice. Anticipated results include extroversion, conscientiousness, and neuroticism being related to quiet quitting. However, openness and agreeableness are not expected to be related to quiet quitting. The implications of this study relate to the 2023 RCIO theme. If quiet quitting is related to personality, organizations can use personality assessments to assist in their screening process. This will help organizations select talented individuals who are less prone to quiet quitting. If this study shows quiet quitting is related to organizational injustice, then this study reinforces the importance of creating a healthy work environment that will be more attractive to talent.