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THE SILENT DECISIONS OF THE BUSINESS WORLD: THE ROLE OF NETWORKING ABILITY IN THE RELATIONSHIP BETWEEN QUIET FIRING AND TURNOVER INTENTION

Yıl 2025, Cilt: 13 Sayı: 1, 235 - 252, 30.06.2025

Gözde Morgül

https://doi.org/10.52122/nisantasisbd.1635290

Öz

With the pandemic, quiet firing, which has gained prominence in the business world, has become a widespread global issue. Although quiet firing is not an entirely new concept, the effects of the pandemic have given it a fresh perspective in both business practices and academic literature. However, whether this approach leads to the intended outcome—namely, the employee voluntarily leaving their job—remains uncertain. In this context, the primary aim of this study is to examine the concept of quiet firing and propose a model that includes its outcomes and mediating variables. Specifically, the study investigates the role of networking ability in the relationship between quiet firing and turnover intention.
The research data were collected from 316 active employees using a convenience sampling method through a survey technique. The obtained data were analyzed using SPSS 16. and AMOS 24. Subsequently, structural equation modeling (SEM) was applied to test the correlations and validate the proposed model. The analysis results indicate a significant positive relationship between quiet firing and turnover intention. Furthermore, networking ability was found to have a partial mediating effect in this relationship. The findings are expected to contribute to the existing literature by expanding knowledge on both the consequences of quiet firing and the antecedents of turnover intention

Anahtar Kelimeler

Quiet Firing Turnover Intentions Networking Ability

Kaynakça

  • Akgeyik, T., Güngör, M., Uşen, Ş., & Omay, U. (2007). İşyerinde Psikolojik Taciz Fenomeni: Uluslararası Deneyimler Ve Perspektifler. In Journal of Social Policy Conferences (No. 53, pp. 232-254). Istanbul University.
  • Alpagut, G. (2022). İş Sözleşmesini Haklı Nedenle Fesheden Tarafın Tazminat Talep Hakkı. Çalışma Ve Toplum, 3(74), 1733-1767. https://doi.org/10.54752/ct.1141928
  • Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of occupational health psychology, 22(3), 273.
  • Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job demands–resources theory: Ten years later. Annual review of organizational psychology and organizational behavior, 10(1), 25-53.
  • Brady, G. M., Truxillo, D. M., Cadiz, D. M., Rineer, J. R., Caughlin, D. E., & Bodner, T. (2020). Opening the black box:
  • Examining the nomological network of work ability and its role in organizational research. Journal of Applied Psychology, 105(6), 637.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research:
  • Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
  • Cadiz, D. M., Brady, G., Rineer, J. R., & Truxillo, D. M. (2019). A review and synthesis of the work ability literature. Work, Aging and Retirement, 5(1), 114-138.
  • Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
  • Çimen, A. İ., & Yılmaz, T. (2023). Sessiz istifa ne kadar sessiz. Sakarya Üniversitesi İşletme Enstitüsü Dergisi, 5(1), 27-33.
  • Demerouti, E., & Bakker, A. B. (2011). The job demands-resources model: Challenges for future research. SA Journal of Industrial Psychology, 37(2), 01-09.
  • Einarsen, S. V., Hoel, H., Zapf, D., & Cooper, C. L. (Eds.). (2020). Bullying and harassment in the workplace: Theory, research and practice. CRC press.
  • Hetler, A. (2022). Quiet quitting explained: Everything you need to know, Techtarget, Erişim Adresi: https://www.techtarget.com/whatis/feature/Quietquitting-explained-Everything-you-need-to-know /11.10.2022
  • Heaney, C. A., & Israel, B. A. (2008). Social networks and social support. Health behavior and health education: Theory, research, and practice, 4(1), 189-210.
  • Hobfoll, S. E. (2001). The influence of culture, community, and the nested‐self in the stress process: Advancing conservation of resources theory. Applied psychology, 50(3), 337-421.
  • Karadas, A., & Çevik, C. (2024). Psychometric analysis of the quiet quitting and quiet firing scale among Turkish healthcare professionals. Journal of Evaluation in Clinical Practice.
  • Katırcıoğlu, E. (2024). Organisations Surrounded by Silence: Evaluation of Tourism and Hospitality Literature within Employee Silence, Quiet Quitting, and Quiet Firing. Journal of Tourismology, 10(1), 80-92.
  • Keashly, L., & Harvey, S. (2005). Emotional Abuse in the Workplace.
  • Ko, J. W., & Yom, Y. H. (2003). The role of social support in the relationship between job stress and job satisfaction/organizational commitment among hospital nurses. Journal of Korean Academy of Nursing, 33(2), 265-274.
  • Lazzari, M., Alvarez, J.M. & Ruggieri, S. Predicting and explaining employee turnover intention. Int J Data Sci Anal 14, 279–292 (2022). https://doi.org/10.1007/s41060-022-00329-25.01.2025
  • Lesener, T., Gusy, B., & Wolter, C. (2019). The job demands-resources model: A meta-analytic review of longitudinal studies. Work & Stress, 33(1), 76-103.
  • MacCallum, R. C., Browne, M. W., & Sugawara, H. M. (1996). Power analysis and determination of sample size for covariance structure modeling. Psychological methods, 1(2), 130.
  • Mazzetti, G., Robledo, E., Vignoli, M., Topa, G., Guglielmi, D., & Schaufeli, W. B. (2023). Work engagement: A meta-analysis using the job demands-resources model. Psychological reports, 126(3), 1069-1107.
  • Meydan, C. H., & Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları. Detay Yayıncılık.
  • Mobley, W.H. , Griffeth, R.W. , Hand, H.H. and Meglino, B.M. (1979), “Review and conceptual analysis of the employee turnover process”, Psychological Bulletin , Vol. 86 No. 3, pp. 493-522.
  • Mu, J., Thomas, E., Peng, G., & Di Benedetto, A. (2017). Strategic orientation and new product development performance: The role of networking capability and networking ability. Industrial Marketing Management, 64, 187-201.
  • Namin, B. H., Øgaard, T., & Røislien, J. (2021). Workplace incivility and turnover intention in organizations: A meta-analytic review. International Journal of Environmental Research and Public Health, 19(1), 25.
  • Nesheim, T., Olsen, K. M., & Sandvik, A. M. (2017). Never walk alone: achieving work performance through networking ability and autonomy. Employee Relations, 39(2), 240-253.
  • Nunes, A. R., & Pimenta, F. (2024). Quiet quitting, firing and hiring: just a social media trend? https://buletin.k-pin.org/index.php/arsip-artikel/1143-my-company-is-deteriorating-inside-get-to-know-more-about-quiet-firing-and-how-to-prevent-it
  • Rattrie, L. T., Kittler, M. G., & Paul, K. I. (2020). Culture, burnout, and engagement: A meta‐analysis on national cultural values as moderators in JD‐R theory. Applied Psychology, 69(1), 176-220.
  • Ruvio, A., & Morgeson, F. V. (2022). Are you being quiet fired?. Harvard Business Review. https://www.researchgate.net/profile/ForrestMorgeson/publication/366123536_Are_You_Being_Quiet_Fired/links/652d5af06725c324010d1dc7/Are-You-Being-Quiet-Fired.pdf erişim: 25.02.2025
  • Sabuncuoğlu, E. T. (2007). Eğitim, Örgütsel Bağlılık Ve İşten Ayrılma Niyeti Arasındaki İlişkilerin İncelenmesi. Ege Akademik Bakış Dergisi, 7(2).
  • Salin, D. (2021). Workplace bullying and gender: An overview of empirical findings. Dignity and inclusion at work, 331-361.
  • Siedlecki, K. L., Salthouse, T. A., Oishi, S., & Jeswani, S. (2014). The relationship between social support and subjective well-being across age. Social indicators research, 117, 561-576.
  • Skaalvik, E. M., & Skaalvik, S. (2018). Job demands and job resources as predictors of teacher motivation and well-being. Social Psychology of Education, 21(5), 1251-1275.
  • Sürücü, L., Güleryüz, İ., & Maşlakçı, A. (2024). sessiz istifa ve sessiz işten çıkarma ölçekleri: türkçeye uyarlama çalışması. Anadolu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 25(2), 570-591.
  • Taris, T. W., & Schaufeli, W. B. (2015). The job demands‐resources model. The Wiley Blackwell handbook of the psychology of occupational safety and workplace health, 155-180.
  • Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review. Journal of management development, 35(2), 190-216.
  • Wei, L.Q., Chiang, F.F.T. and Wu, L.Z. (2012), “Developing and utilizing network resources: roles of political skill”, Journal of Management Studies, Vol. 49 No. 2, pp. 381-402.

İŞ DÜNYASININ SESSİZ KARARLARI: SESSİZ İŞTEN ÇIKARMA İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE İLİŞKİ AĞI KURMA YETENEĞİNİN ROLÜ

Yıl 2025, Cilt: 13 Sayı: 1, 235 - 252, 30.06.2025

Gözde Morgül

https://doi.org/10.52122/nisantasisbd.1635290

Öz

Pandemi ile birlikte iş dünyasında öne çıkan sessiz işten çıkarma, küresel ölçekte yaygınlaşan bir sorun haline gelmiştir. Profesyoneller tarafından aktif olarak tartışılan sessiz işten çıkarma, tamamen yeni bir kavram olmasa da, pandeminin etkileriyle birlikte iş dünyasında ve akademik literatürde yeni bir perspektife sahip olmaya başlamıştır. Ancak, bu yaklaşımın hedeflenen sonuca yani çalışanın kendi isteğiyle işten ayrılmasına neden olup olmayacağı ise henüz belirsizdir. Bu çerçevede çalışmanın temel amacı sessiz işten çıkarma kavramını inceleyerek sonuçları ve aracı değişkenleriyle ilgili bir model önerisinde bulunmaktır. Araştırmada sessiz işten çıkarma ile işten ayrılma niyeti arasındaki ilişkide ilişki ağı kurma yeteneğinin rolü araştırılacaktır.
Araştırma verileri, 316 aktif çalışanın kolayda örneklem yöntemiyle anket tekniği kullanılarak toplanmıştır. Elde edilen veriler, SPSS 16.0 ve AMOS 24 programlarıyla analiz edilmiştir. Analiz sonuçları doğrultusunda sessiz işten çıkarma ve işten ayrılma niyeti arasında pozitif yönlü anlamlı bir ilişki olduğu tespit edilmiştir. Ayrıca, ilişki ağı kurma yeteneğinin bu ilişkide kısmi aracılık etkisine sahip olduğu belirlenmiştir. Elde edilen bulgular, hem sessiz işten çıkarmanın sonuçları hem de işten ayrılma niyetinin öncüllerinin belirlenmesinde mevcut literatürü genişleterek katkı sağlayacağı değerlendirilmektedir.

Anahtar Kelimeler

Sessiz İşten Çıkarma İşten Ayrılma Niyeti İlişki Ağı Kurma Yeteneği

Kaynakça

  • Akgeyik, T., Güngör, M., Uşen, Ş., & Omay, U. (2007). İşyerinde Psikolojik Taciz Fenomeni: Uluslararası Deneyimler Ve Perspektifler. In Journal of Social Policy Conferences (No. 53, pp. 232-254). Istanbul University.
  • Alpagut, G. (2022). İş Sözleşmesini Haklı Nedenle Fesheden Tarafın Tazminat Talep Hakkı. Çalışma Ve Toplum, 3(74), 1733-1767. https://doi.org/10.54752/ct.1141928
  • Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of occupational health psychology, 22(3), 273.
  • Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job demands–resources theory: Ten years later. Annual review of organizational psychology and organizational behavior, 10(1), 25-53.
  • Brady, G. M., Truxillo, D. M., Cadiz, D. M., Rineer, J. R., Caughlin, D. E., & Bodner, T. (2020). Opening the black box:
  • Examining the nomological network of work ability and its role in organizational research. Journal of Applied Psychology, 105(6), 637.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research:
  • Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
  • Cadiz, D. M., Brady, G., Rineer, J. R., & Truxillo, D. M. (2019). A review and synthesis of the work ability literature. Work, Aging and Retirement, 5(1), 114-138.
  • Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
  • Çimen, A. İ., & Yılmaz, T. (2023). Sessiz istifa ne kadar sessiz. Sakarya Üniversitesi İşletme Enstitüsü Dergisi, 5(1), 27-33.
  • Demerouti, E., & Bakker, A. B. (2011). The job demands-resources model: Challenges for future research. SA Journal of Industrial Psychology, 37(2), 01-09.
  • Einarsen, S. V., Hoel, H., Zapf, D., & Cooper, C. L. (Eds.). (2020). Bullying and harassment in the workplace: Theory, research and practice. CRC press.
  • Hetler, A. (2022). Quiet quitting explained: Everything you need to know, Techtarget, Erişim Adresi: https://www.techtarget.com/whatis/feature/Quietquitting-explained-Everything-you-need-to-know /11.10.2022
  • Heaney, C. A., & Israel, B. A. (2008). Social networks and social support. Health behavior and health education: Theory, research, and practice, 4(1), 189-210.
  • Hobfoll, S. E. (2001). The influence of culture, community, and the nested‐self in the stress process: Advancing conservation of resources theory. Applied psychology, 50(3), 337-421.
  • Karadas, A., & Çevik, C. (2024). Psychometric analysis of the quiet quitting and quiet firing scale among Turkish healthcare professionals. Journal of Evaluation in Clinical Practice.
  • Katırcıoğlu, E. (2024). Organisations Surrounded by Silence: Evaluation of Tourism and Hospitality Literature within Employee Silence, Quiet Quitting, and Quiet Firing. Journal of Tourismology, 10(1), 80-92.
  • Keashly, L., & Harvey, S. (2005). Emotional Abuse in the Workplace.
  • Ko, J. W., & Yom, Y. H. (2003). The role of social support in the relationship between job stress and job satisfaction/organizational commitment among hospital nurses. Journal of Korean Academy of Nursing, 33(2), 265-274.
  • Lazzari, M., Alvarez, J.M. & Ruggieri, S. Predicting and explaining employee turnover intention. Int J Data Sci Anal 14, 279–292 (2022). https://doi.org/10.1007/s41060-022-00329-25.01.2025
  • Lesener, T., Gusy, B., & Wolter, C. (2019). The job demands-resources model: A meta-analytic review of longitudinal studies. Work & Stress, 33(1), 76-103.
  • MacCallum, R. C., Browne, M. W., & Sugawara, H. M. (1996). Power analysis and determination of sample size for covariance structure modeling. Psychological methods, 1(2), 130.
  • Mazzetti, G., Robledo, E., Vignoli, M., Topa, G., Guglielmi, D., & Schaufeli, W. B. (2023). Work engagement: A meta-analysis using the job demands-resources model. Psychological reports, 126(3), 1069-1107.
  • Meydan, C. H., & Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları. Detay Yayıncılık.
  • Mobley, W.H. , Griffeth, R.W. , Hand, H.H. and Meglino, B.M. (1979), “Review and conceptual analysis of the employee turnover process”, Psychological Bulletin , Vol. 86 No. 3, pp. 493-522.
  • Mu, J., Thomas, E., Peng, G., & Di Benedetto, A. (2017). Strategic orientation and new product development performance: The role of networking capability and networking ability. Industrial Marketing Management, 64, 187-201.
  • Namin, B. H., Øgaard, T., & Røislien, J. (2021). Workplace incivility and turnover intention in organizations: A meta-analytic review. International Journal of Environmental Research and Public Health, 19(1), 25.
  • Nesheim, T., Olsen, K. M., & Sandvik, A. M. (2017). Never walk alone: achieving work performance through networking ability and autonomy. Employee Relations, 39(2), 240-253.
  • Nunes, A. R., & Pimenta, F. (2024). Quiet quitting, firing and hiring: just a social media trend? https://buletin.k-pin.org/index.php/arsip-artikel/1143-my-company-is-deteriorating-inside-get-to-know-more-about-quiet-firing-and-how-to-prevent-it
  • Rattrie, L. T., Kittler, M. G., & Paul, K. I. (2020). Culture, burnout, and engagement: A meta‐analysis on national cultural values as moderators in JD‐R theory. Applied Psychology, 69(1), 176-220.
  • Ruvio, A., & Morgeson, F. V. (2022). Are you being quiet fired?. Harvard Business Review. https://www.researchgate.net/profile/ForrestMorgeson/publication/366123536_Are_You_Being_Quiet_Fired/links/652d5af06725c324010d1dc7/Are-You-Being-Quiet-Fired.pdf erişim: 25.02.2025
  • Sabuncuoğlu, E. T. (2007). Eğitim, Örgütsel Bağlılık Ve İşten Ayrılma Niyeti Arasındaki İlişkilerin İncelenmesi. Ege Akademik Bakış Dergisi, 7(2).
  • Salin, D. (2021). Workplace bullying and gender: An overview of empirical findings. Dignity and inclusion at work, 331-361.
  • Siedlecki, K. L., Salthouse, T. A., Oishi, S., & Jeswani, S. (2014). The relationship between social support and subjective well-being across age. Social indicators research, 117, 561-576.
  • Skaalvik, E. M., & Skaalvik, S. (2018). Job demands and job resources as predictors of teacher motivation and well-being. Social Psychology of Education, 21(5), 1251-1275.
  • Sürücü, L., Güleryüz, İ., & Maşlakçı, A. (2024). sessiz istifa ve sessiz işten çıkarma ölçekleri: türkçeye uyarlama çalışması. Anadolu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 25(2), 570-591.
  • Taris, T. W., & Schaufeli, W. B. (2015). The job demands‐resources model. The Wiley Blackwell handbook of the psychology of occupational safety and workplace health, 155-180.
  • Yahaya, R., & Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review. Journal of management development, 35(2), 190-216.
  • Wei, L.Q., Chiang, F.F.T. and Wu, L.Z. (2012), “Developing and utilizing network resources: roles of political skill”, Journal of Management Studies, Vol. 49 No. 2, pp. 381-402.
Toplam 40 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Örgütsel Davranış
Bölüm Makaleler
Yazarlar

Gözde Morgül 0000-0002-9276-9727

Yayımlanma Tarihi 30 Haziran 2025
Gönderilme Tarihi 7 Şubat 2025
Kabul Tarihi 28 Mayıs 2025
Yayımlandığı Sayı Yıl 2025 Cilt: 13 Sayı: 1

Kaynak Göster

APA Morgül, G. (2025). İŞ DÜNYASININ SESSİZ KARARLARI: SESSİZ İŞTEN ÇIKARMA İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE İLİŞKİ AĞI KURMA YETENEĞİNİN ROLÜ. Nişantaşı Üniversitesi Sosyal Bilimler Dergisi, 13(1), 235-252. https://doi.org/10.52122/nisantasisbd.1635290

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