Date of Publication

2025

Document Type

Master's Thesis

Degree Name

Master of Arts in Behavioral Sciences

Subject Categories

Organizational Behavior and Theory | Social and Behavioral Sciences

College

College of Liberal Arts

Department/Unit

Behavioral Sciences

Thesis Advisor

Zaldy C. Collado

Defense Panel Chair

Myla M. Arcinas

Defense Panel Member

Czarina C. Labayo-Prieto
Michael Eduard L. Labayandoy

Abstract (English)

Quiet quitting behavior has become more prominent in the corporate setting as a response to difficult working conditions (Serenko, 2023). Although it helps as a coping mechanism, the practice not only affects employee performance and career growth, but also the company's overall ‍‌‍‍‌‍‌‍‍‌success due to potential losses and decreased competitiveness (Mahand & Caldwell, 2023). The issues mentioned are essential as BPO encounters a high attrition rate while Gen Z workers continuously advocate for fair work expectations. The study then examined quiet quitting behavior among selected Filipino Gen Z BPO employees based in Metro Manila. The research, through the Job Demands-Resources (JD-R) Model, established the effects of compensation and work-life balance on quiet quitting behavior. Moreover, the research indicated the relationship between quiet quitting behavior and employee well-being via correlation. Out of 329 valid online survey responses, the respondents reported moderate levels of quiet quitting behavior, level of compensation, and quality of work-life balance, and a high state of employee well-being. Level of compensation and quality of work-life balance had a significant, weak effect on level of quiet quitting behavior, and there was a significant, negative relationship between level of quiet quitting behavior and state of employee well-being. The results emphasize that although investing in employee compensation and work-life balance are ways to diminish quiet quitting behavior, which in turn can enhance overall employee ‍‌‍‍‌‍‌‍‍‌well-being, quiet quitting behavior is driven by factors outside of compensation and work-life balance.

Abstract Format

html

Abstract (Filipino)

Nagiging mas kapansin-pansin sa mga kompanya ang quiet quitting behavior bilang tugon sa mahirap na kalagayan sa trabaho (Serenko, 2023). Bagama’t nagsisilbi itong mekanismo upang makayanan ang stress, naaapektuhan nito hindi lamang ang pagganap at paglago sa karera ng empleyado, kundi pati ang pangkalahatang tagumpay ng kompanya dahil sa posibleng pagkalugi at pagbaba ng pakikipagkompitensya nito (Mahand & Caldwell, 2023). Mahalagang talakayin ang mga usaping ito dahil nakararanas ang industriya ng BPO ng mataas na bilang ng pag-alis ng mga empleyado habang patuloy na itinataguyod ng mga manggagawang Gen Z ang makatarungang kondisyon sa trabaho. Sinuri ng pag-aaral ang quiet quitting behavior mula sa mga piling manggagawang Pilipinong Gen Z na nagtatrabaho sa BPO sa Metro Manila. Gamit ang modelong Job Demands-Resources (JD-R), pinatunayan ng pananaliksik ang epekto ng kompensasyon at work-life balance sa quiet quitting behavior. Ipinakita rin ng pag-aaral ang ugnayan sa pagitan ng quiet quitting behavior at employee well-being sa pamamagitan ng korelasyon. Mula sa 329 na balidong tugon sa online survey, iniulat ng mga kalahok ang katamtamang antas ng quiet quitting behavior, kompensasyon, at work-life balance, at mataas na antas ng employee well-being. Samantala, may makabuluhan ngunit mahinang epekto ang antas ng kompensasyon at work-life balance sa quiet quitting behavior, at may makabuluhan at negatibong ugnayan sa pagitan ng antas ng quiet quitting behavior at antas ng employee well-being. Binibigyang-diin ng mga resulta na bagama’t nakababawas ng quiet quitting behavior ang pagpapahalaga sa kompensasyon at work-life balance, na nakapagpapataas naman ng employee well-being, mas nagkakaroon pa rin ng epekto ang quiet quitting behavior mula sa iba pang salik na lampas sa kompensasyon at work-life balance.

Abstract Format

html

Language

English

Format

Electronic

Keywords

Wages--Philippines; Work-life balance; Well-being; Generation Z--Philippines; Subcontracting—Philippines

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Embargo Period

12-13-2025

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