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Abstract

Penelitian ini bertujuan untuk menganalisis hubungan antara keterlibatan karyawan (employee engagement) dengan kecenderungan quiet quitting dalam konteks dunia kerja pascapandemi. Fenomena quiet quitting dipahami sebagai bentuk penarikan diri emosional karyawan yang tetap hadir secara fisik, namun hanya melakukan tugas minimum sesuai perannya tanpa kontribusi tambahan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Data diperoleh melalui penyebaran kuesioner berbasis skala Likert kepada 75 responden yang bekerja di sektor jasa. Analisis data dilakukan untuk mengidentifikasi hubungan antara dimensi employee engagement (vigor, dedication, absorption) dan kecenderungan quiet quitting. Hasil penelitian menunjukkan adanya hubungan negatif yang signifikan antara keterlibatan karyawan dan quiet quitting. Rendahnya tingkat vigor dan dedication terbukti meningkatkan kecenderungan karyawan untuk melakukan quiet quitting. Fenomena ini mengindikasikan bahwa disengagement terjadi ketika karyawan tidak memperoleh makna kerja, pengakuan, atau dukungan manajerial yang memadai. Penelitian ini menegaskan pentingnya strategi manajemen sumber daya manusia yang proaktif dalam memperkuat keterlibatan karyawan melalui kepemimpinan empatik, komunikasi dua arah, serta penciptaan budaya kerja yang suportif dan bermakna untuk mencegah quiet quitting.

Keywords

Quiet Quitting Employee Engagement Work Behavior Post-Pandemic Organizational Psychology

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