Addressing Gen Z's Quiet Quitting: A Determining Factor in ASN Productivity

Luh Ayu Trisna Dewi; Luh Putu Mahyuni

doi:10.35877/454RI.qems4255

Authors

Luh Ayu Trisna Dewi Universitas Pendidikan Nasional, Denpasar, Bali, Indonesia
Mahyuni Universitas Pendidikan Nasional, Denpasar, Bali, Indonesia

DOI:

https://doi.org/10.35877/454RI.qems4255

Keywords:

quiet quitting, work productivity, perceived organizational support, toxic culture, workload, work-life balance, organizational culture.

Abstract

The phenomenon of quiet quitting has emerged as a salient issue in the public sector, particularly among civil servants (ASN). The objective of this study is to examine the impact of perceived organizational support, toxic culture, workload, and work-life balance on work productivity. The present study will utilize the concept of "quiet quitting" as a mediating variable, while organizational culture will be used as a moderating variable. The study was conducted in the Government of Buleleng Regency, which has a population of 1,242 civil servants. The sample population was comprised of 92 respondents, who were selected through the implementation of the simple random sampling method. Subsequently, the collected data were subjected to rigorous analysis using the Structural Equation Modeling (SEM) method, implemented through the utilization of the SmartPLS software. The findings indicate that perceived organizational support and the presence of toxic culture have a detrimental impact on work productivity. Conversely, factors such as workload and work-life balance have been demonstrated to exert a positive influence on productivity. Quiet quitting does not directly influence work productivity; however, it serves as a mediator in the relationship between perceived organizational support, toxic culture, and workload on work productivity. Furthermore, the association between quiet quitting and work productivity is not influenced by organizational culture. These findings suggest that a lack of organizational support and an unhealthy work culture can increase the tendency for quiet quitting, which can ultimately affect ASN productivity. Consequently, there is a necessity for policies that promote a positive work environment, work-life balance, and digital leadership strategies to enhance the productivity of civil servants.

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