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Nursing Reports
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Quiet Quitting: An Alarming Issue for Healthcare Professionals and Services
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Quiet Quitting: An Alarming Issue for Healthcare Professionals and Services

A special issue of Nursing Reports (ISSN 2039-4403).

Deadline for manuscript submissions: 4 July 2025 | Viewed by 1325

Special Issue Editor

Dr. Petros Galanis

E-Mail Website
Guest Editor
Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece
Interests: research methodology; evidence-based nursing; clinical epidemiology
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

Quiet quitting is a phenomenon in which employees do not leave their jobs but instead reduce their level of engagement and perform only their formal job descriptions. This is done in order to avoid burnout and improve their work-life balance. Quiet quitters refuse to compromise their well-being and health for the benefit of their organizations. However, this trend may also pose a threat to organizations as workers reduce their productivity and passion for their work. The COVID-19 pandemic has caused significant changes in the physical and mental health of healthcare professionals, who have already experienced high levels of job burnout, job dissatisfaction, work disengagement, and turnover intention. Recent data suggest that level of quiet quitting is also high among healthcare professionals, particularly nurses. However, the phenomenon of quiet quitting among healthcare professionals has not been thoroughly investigated. Future studies should quantify the levels of quiet quitting among healthcare professionals and identify potential determinants of this phenomenon. For instance, scholars could investigate the impact of socio-demographic characteristics of healthcare professionals, such as gender, age, clinical experience, work sector, geographic distribution, healthcare settings, and shift work, on levels of quiet quitting. Additionally, psychological internal and external resources, such as resilience and social support, could also affect quiet quitting within healthcare professionals. It is important for policy makers, managers, and organizations to better understand the quiet-quitting trend in order to meet the expectations and needs of healthcare professionals. This trend can be detrimental to organizations since healthcare professionals may become disengaged in organizational citizenship behaviors and may not perform to their maximum capacity.

Therefore, scholars should conduct studies to (1) measure the levels of quiet quitting among healthcare professionals, (2) identify the risk factors for quiet quitting, (3) examine the impact of quiet quitting on mental health and physical health of healthcare professionals, and (4) explore the consequences of quiet quitting. Research areas relevant to the Special Issue may include (but are not limited to) the following: Measurement of levels of quiet quitting in different countries, healthcare settings and healthcare professionals. Validation of scales that measure levels of quiet quitting (e.g., the Quiet Quitting Scale). Different levels of quiet quitting among healthcare professionals.Risk factors for quiet quitting (e.g., workload, work engagement, work conflicts, workplace bullying, leadership style). The impact of quiet quitting on mental health and physical health of healthcare professionals (e.g., stress, anxiety, depression, burnout and well-being). The impact of quiet quitting on work-related variables (e.g., job satisfaction, turnover intention, job burnout, work-related quality of life and work-life balance). The consequences of quiet quitting on healthcare services (e.g., work productivity, patients outcomes and patients safety). Preventive factors or factors that can reduce quiet quitting (e.g., moral resilience, emotional intelligence, coping strategies, leadership style, staffing levels).

You may choose our Joint Special Issue in Healthcare.

Dr. Petros Galanis
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Nursing Reports is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1800 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • quiet quitting
  • healthcare professionals
  • healthcare services
  • healthcare settings
  • healthcare professionals
  • healthcare workers
  • workers
  • workload
  • work engagement
  • work conflicts
  • workplace bullying
  • leadership style
  • stress
  • anxiety
  • depression
  • burnout
  • well-being, job satisfaction
  • turnover intention
  • job burnout
  • work-related quality of life
  • work&ndash
  • life balance
  • work productivity
  • patient outcomes
  • patient safety
  • moral resilience
  • emotional intelligence
  • coping strategies
  • staffing levels

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Published Papers (2 papers)

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13 pages, 227 KiB  
Article
Quiet Quitting in the Hospital Context: Investigating Conflicts, Organizational Support, and Professional Engagement in Greece
by Aikaterini Toska, Ioanna Dimitriadou, Constantinos Togas, Eleni Nikolopoulou, Evangelos C. Fradelos, Ioanna V. Papathanasiou, Pavlos Sarafis, Maria Malliarou and Maria Saridi
Nurs. Rep. 2025, 15(2), 38; https://doi.org/10.3390/nursrep15020038 - 24 Jan 2025
Viewed by 671
Abstract
Background/Objectives: Quiet quitting, defined as employees fulfilling only the minimal requirements of their roles without extra effort or engagement, poses unique challenges in high-stress environments like hospitals where commitment directly impacts patient care. This study investigates the phenomenon of “quiet quitting” within the [...] Read more.
Background/Objectives: Quiet quitting, defined as employees fulfilling only the minimal requirements of their roles without extra effort or engagement, poses unique challenges in high-stress environments like hospitals where commitment directly impacts patient care. This study investigates the phenomenon of “quiet quitting” within the healthcare sector, with a specific focus on hospital staff in Greece. Methods: A cross-sectional design was employed, surveying 186 healthcare professionals from the General Hospital of Argos using the Questionnaire for Conflicts in Healthcare Organizations and the Quiet Quitting Scale (QQS). Results: Descriptive and inferential statistical analyses revealed that 62% of participants exhibited characteristics of quiet quitting, with “lack of motivation” scoring highest (M = 2.80, SD = 0.987) among QQS subscales. Significant correlations were observed between perceived reward fairness and motivation levels (r = −0.194, p < 0.01) and between management awareness of contributions and both motivation (r = −0.313, p < 0.01) and initiative (r = −0.192, p < 0.01). Logistic regression identified perceptions of management awareness as a key predictor of quiet quitting (p < 0.05). Conclusions: The findings emphasize the critical role of equitable reward systems and managerial recognition in reducing disengagement. Strategies to enhance employee engagement and resolve workplace conflicts are essential for fostering a resilient healthcare workforce. Full article
(This article belongs to the Special Issue Quiet Quitting: An Alarming Issue for Healthcare Professionals and Services)
11 pages, 223 KiB  
Article
Poor Nurses’ Work Environment Increases Quiet Quitting and Reduces Work Engagement: A Cross-Sectional Study in Greece
by Ioannis Moisoglou, Aglaia Katsiroumpa, Aggeliki Katsapi, Olympia Konstantakopoulou and Petros Galanis
Nurs. Rep. 2025, 15(1), 19; https://doi.org/10.3390/nursrep15010019 - 13 Jan 2025
Viewed by 529
Abstract
Background/Objectives: The nursing work environment, encompassing accessible resources and established processes, might affect nurses’ professional behavior. Our aim was to examine the effect of nurses’ work environments on quiet quitting and work engagement among nurses. Methods: We performed a cross-sectional study with nurses [...] Read more.
Background/Objectives: The nursing work environment, encompassing accessible resources and established processes, might affect nurses’ professional behavior. Our aim was to examine the effect of nurses’ work environments on quiet quitting and work engagement among nurses. Methods: We performed a cross-sectional study with nurses in Greece. We used the “Practice Environment Scale-5” to measure nurses’ work environments, the “Quiet Quitting Scale” to measure quiet quitting, and the “Utrecht Work Engagement Scale-3” to measure work engagement among nurses. We developed multivariable regression models adjusted for gender, age, understaffed wards, shift work, and work experience. Results: The study population included 425 nurses. The mean age of the nurses was 41.1 years. After controlling for confounders, we found that lower nurse participation in hospital affairs, less collegial nurse–physician relationships, worse nursing foundations for quality of care, and lower levels of nurse manager ability, leadership, and support were associated with higher levels of quiet quitting among nurses. Moreover, our multivariable analysis identified a positive association between nurse manager ability, leadership, and support, collegial nurse–physician relationships, nursing foundations for quality of care, and work engagement among nurses. Conclusions: Our findings highlight the poor work environment, elevated levels of quiet quitting, and moderate work engagement among nurses. Moreover, we found that a poor nurses’ work environment was associated with higher levels of quiet quitting. Moreover, our findings showed that nurses’ work environments had a positive impact on work engagement. The ongoing endeavor to enhance all aspects of nurses’ working conditions by healthcare organization administrations is essential for optimizing nurses’ performance, facilitating organizational operations, and ensuring service quality. Full article
(This article belongs to the Special Issue Quiet Quitting: An Alarming Issue for Healthcare Professionals and Services)
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