<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1645-0086</journal-id>
<journal-title><![CDATA[Psicologia, Saúde & Doenças]]></journal-title>
<abbrev-journal-title><![CDATA[Psic., Saúde & Doenças]]></abbrev-journal-title>
<issn>1645-0086</issn>
<publisher>
<publisher-name><![CDATA[Sociedade Portuguesa de Psicologia da Saúde]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1645-00862024000100124</article-id>
<article-id pub-id-type="doi">10.15309/24psd250112</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Quiet quitting, firing and hiring: just a social media trend?]]></article-title>
<article-title xml:lang="pt"><![CDATA[Quiet quitting, firing e hiring: só uma tendência das redes sociais?]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Nunes]]></surname>
<given-names><![CDATA[Ana Rita]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pimenta]]></surname>
<given-names><![CDATA[Filipa]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Ispa - Instituto Universitário  ]]></institution>
<addr-line><![CDATA[Lisboa ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,ISPA-Ispa- Instituto Universitário WJCR - William James Center for Research ]]></institution>
<addr-line><![CDATA[Lisboa ]]></addr-line>
<country>Portugal</country>
</aff>
<pub-date pub-type="pub">
<day>30</day>
<month>04</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>30</day>
<month>04</month>
<year>2024</year>
</pub-date>
<volume>25</volume>
<numero>1</numero>
<fpage>124</fpage>
<lpage>137</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_arttext&amp;pid=S1645-00862024000100124&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_abstract&amp;pid=S1645-00862024000100124&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_pdf&amp;pid=S1645-00862024000100124&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The concept of Quiet Quitting (QQ) has recently gained prominence in social discussions. It is characterized by workers refusing to perform tasks beyond their contractual obligations. In the field of business management, some evidence has emerged linking QQ to two related phenomena: Quiet Firing (QF), where superiors restrict subordinates' career development opportunities, and Quiet Hiring (QH), a method for identifying employees who exceed their stated objectives. This study aim was to develop assessment instruments, drawing upon the limited existing literature, to facilitate the evaluation of QQ, QF, and QH constructs. This cross-sectional study includes a non-probabilistic sample of 118 professionally active Portuguese adults (M age = 38.9, SD = 11.5, 61.7% women) and was conducted online. An Exploratory Factor Analysis (EFA) was performed for all scales. The QQ scale comprises 13 items, the QH scale comprises 10 items, and EFA revealed a single factor for both, with reliability values within the recommended range (w QQ = .53; w QH = .50). The QF is composed of 13 items and 3 factors (Insatisfaction/Dropout, Professional Isolation, and Impediment to Professional Development). The proposed models should be tested in future studies to confirm their psychometric properties across different samples. The phenomena under examination may have impact on the well-being and work performance of employees.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo O conceito de Quiet Quitting (QQ) ganhou recentemente destaque em fóruns sociais, sendo marcado pela rejeição dos trabalhadores em realizar tarefas, para além das contratualizadas. No campo da gestão empresarial tem surgido alguma evidência que liga o QQ a dois outros fenómenos: Quiet Firing (QF) - i.e., os superiores não permitem aos seus subordinados terem oportunidades de evoluírem na sua carreira e Quiet Hiring (QH) - i.e., método de identificação de colaboradores que estão a ir além dos objetivos estipulados. O objetivo deste estudo foi desenvolver instrumentos, a partir da escassa literatura existente, que facilitem a avaliação dos constructos de QQ, QF e QH. Este estudo transversal inclui uma amostra não probabilística de 118 adultos portugueses profissionalmente activos (M idade= 38,9; DP = 11,5; 61,7% mulheres) e foi conduzido online. Foi realizada uma Análise Fatorial Exploratória (AFE) para todas as escalas. A escala QQ é composta por 13 itens; a escala de QH é composta por 10 itens; a AFE mostrou 1 fator em ambas, sendo a fiabilidade dentro dos valores recomendados (w QQ = 0,53; w QH = 0,50). O QF é composto por 13 itens e 3 fatores (Insatisfação/Abandono, Isolamento Profissional e Impedimento do Desenvolvimento Profissional). Os modelos propostos deverão ser testados em estudos futuros para confirmar as propriedades psicométricas, em amostras diferentes. Os fenómenos em análise poderão influenciar o bem-estar dos trabalhadores e a sua performance laboral.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Quiet quitting]]></kwd>
<kwd lng="en"><![CDATA[Quiet firing]]></kwd>
<kwd lng="en"><![CDATA[Quiet hiring]]></kwd>
<kwd lng="pt"><![CDATA[Quiet quitting]]></kwd>
<kwd lng="pt"><![CDATA[Quiet firing]]></kwd>
<kwd lng="pt"><![CDATA[Quiet hiring]]></kwd>
</kwd-group>
</article-meta>
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