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Quiet quitting: Uma análise empírica sobre a perceção dos trabalhadores
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A presente investigação tem como objetivo analisar a relação entre quiet quitting, compromisso afetivo, motivação e recompensas percebidas no contexto organizacional. Mais especificamente, pretende-se compreender de que forma estas variáveis se interligam e influenciam o envolvimento dos trabalhadores, bem como a propensão para o distanciamento silencioso. Para tal, aplicou-se um questionário estruturado a profissionais de diferentes setores de atividade, permitindo recolher dados sobre compromisso afetivo, motivação, recompensas percebidas e comportamentos associados ao quiet quitting. Os dados foram analisados com recurso a estatística descritiva e inferencial, incluindo correlações de Spearman e testes de comparação de grupos. Os resultados evidenciam que níveis mais elevados de compromisso e motivação se associam a menor tendência para o quiet quitting, confirmando a importância de promover vínculos emocionais positivos e ambientes organizacionais saudáveis. São ainda apresentadas as limitações do estudo e sugeridas linhas de investigação futura, nomeadamente a inclusão de variáveis como liderança, cultura organizacional e segurança psicológica, de modo a aprofundar a compreensão do fenómeno. Concluiu-se que o fortalecimento destas dimensões constitui um fator protetor contra o descomprometimento e um caminho estratégico para organizações mais sustentáveis e produtivas.
ABSTRACT: The present study aims to analyze the relationship between quiet quitting, affective commitment, motivation, and perceived rewards within the organizational context. More specifically, it seeks to understand how these variables are interconnected and how they influence employee engagement and the propensity for silent withdrawal. To this end, a structured questionnaire was administered to professionals from different sectors, enabling the collection of data on affective commitment, motivation, perceived rewards, and behaviors associated with quiet quitting. The data were analyzed using descriptive and inferential statistics, including Spearman correlations and group comparison tests. The results show that higher levels of commitment and motivation are associated with a lower tendency towards quiet quitting, confirming the importance of fostering positive emotional bonds and healthy organizational environments. The study also presents its limitations and suggests avenues for future research, namely the inclusion of variables such as leadership, organizational culture, and psychological safety, to deepen the understanding of the phenomenon. It is concluded that strengthening these dimensions constitutes a protective factor against disengagement and represents a strategic pathway for building more sustainable and productive organizations.
ABSTRACT: The present study aims to analyze the relationship between quiet quitting, affective commitment, motivation, and perceived rewards within the organizational context. More specifically, it seeks to understand how these variables are interconnected and how they influence employee engagement and the propensity for silent withdrawal. To this end, a structured questionnaire was administered to professionals from different sectors, enabling the collection of data on affective commitment, motivation, perceived rewards, and behaviors associated with quiet quitting. The data were analyzed using descriptive and inferential statistics, including Spearman correlations and group comparison tests. The results show that higher levels of commitment and motivation are associated with a lower tendency towards quiet quitting, confirming the importance of fostering positive emotional bonds and healthy organizational environments. The study also presents its limitations and suggests avenues for future research, namely the inclusion of variables such as leadership, organizational culture, and psychological safety, to deepen the understanding of the phenomenon. It is concluded that strengthening these dimensions constitutes a protective factor against disengagement and represents a strategic pathway for building more sustainable and productive organizations.
Descrição
Dissertação de Mestrado, Ciências Económicas e Empresariais, 18 de fevereiro de 2026, Universidade dos Açores.
Palavras-chave
Quiet quitting Compromisso afetivo Motivação
Contexto Educativo
Citação
PIRES, Vânia Cláudia Pilão. (2025). Quiet quitting: Uma análise empírica sobre a perceção dos trabalhadores. Ponta Delgada: Universidade dos Açores, 2025, 54 p. Dissertação de Mestrado em Ciências Económicas e Empresariais. Disponível em http://hdl.handle.net/10400.3/8982