Should I stay or should I go? Exploring Quiet Quitting through a Scoping Review.

Quiet Quitting (QQ) refers to employees voluntarily lowering their productivity and performance at work, focusing only on essential tasks while prioritizing personal well-being. Although, QQ gained attention post-pandemic, recent studies suggest that it may overlap with other constructs, highlighting the need for further theoretical exploration. Moreover, some authors have suggested that QQ has the potential to affect overall organizational productivity. To shed light on this phenomenon, this study aims to review the existing literature on QQ, mapping its antecedents and consequences. A scoping review was conducted following PRISMA guidelines. A total of 21 articles were selected from Scopus, Web of Science, and PsycINFO. The analysis was framed using the Theory Context Characteristic Method (TCM) and Nomological Network frameworks. All the selected articles were published between 2022 and 2024, indicating a recent academic interest in QQ. The nomological network revealed that occupational health factors, personal and job resources, work attitudes, work behaviors, and risk factors are significant predictors of QQ. Well-being, burnout, workplace stress, coping strategies, and job satisfaction emerged as mechanisms useful for explaining the association between QQ and its antecedents. Personal characteristics like gender, age, psychological empowerment, and optimism were found to moderate the relationship between QQ and its antecedents. Notably, turnover intention emerged as the only outcome variable tested in relation to QQ, reflecting a significant lack of research exploring its broader consequences. However, most of the reviewed studies employed cross-sectional designs, which limits causal inference and calls for more robust research to understand the long-term effects of QQ. The findings of this review provide critical insights for managers and policymakers aiming to reduce QQ by addressing its root causes, such as workplace stressors and insufficient job resources. By fostering supportive work environments, organizations can mitigate the risk of QQ and promote a more engaged and resilient workforce.