دانشگاه اصفهان جامعه شناسی کاربردی 2008-5745 37 2 2026 06 22 A Systematic Review of Factors Affecting Employees’ Silent Resignation via Meta-synthesis Approach مرور نظام‌مند عوامل مؤثر بر استعفای نامحسوس کارکنان با رویکرد فراترکیب 47 74 29999 10.22108/jas.2025.145478.2653 FA علی شائمی برزکی دانشیار، گروه مدیریت، دانشکدۀ علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران هادی تیموری دانشیار، گروه مدیریت، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران 0000-0003-3288-1319 الهام افشارزاده دانشجوی دکتری مدیریت، دانشکدۀ علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران 0000-0001-7577-0315 Journal Article 2025 05 30 <strong>Introduction</strong> Silent resignation is an emerging challenge in human resource management, representing a negative organizational phenomenon that can significantly impede the achievement of sustainable competitive advantage. This behavioral condition among employees characterized by its conceptual and practical complexities has far-reaching implications for productivity and organizational survival, necessitating thorough and systematic investigation. Despite the increasing relevance of this issue in modern workplaces, a comprehensive and multidimensional framework that explains the antecedents of silent resignation remains absent in the management and human resource literature. Therefore, this study aimed to identify the key determinants influencing silent resignation and propose a coherent, multi-level model. The research focused on analyzing empirical evidence and understanding the dynamic interplay among individual, group, organizational, and environmental factors. This approach sought to bridge the existing theoretical gap and lay the groundwork for practical interventions in workplace settings. By offering an integrated and multi-level perspective on the phenomenon, this research not only elucidated its unique manifestations and dynamics, but also provided theoretical insights and practical guidance for managing and mitigating this complex behavior of employees. Furthermore, it highlighted that effectively addressing this reactive behavior required simultaneous attention to macro-level societal trends, meso-level organizational practices, and micro-level individual experiences.   <strong> </strong> <strong>Materials & Methods</strong> This study aimed to identify the factors contributing to employees' quiet quitting. Utilizing a systematic review and meta-synthesis approach, the research analyzed findings from previous studies. Given the novelty of the topic, it had largely remained unexplored in domestic research, making this the first systematic inquiry into the phenomenon within Iran. Initially, 202 peer-reviewed English-language academic articles were identified, from which 70 relevant studies were selected for in-depth analysis. The PRISMA framework guided the systematic screening process, while the CASP checklist was employed to assess the quality and eligibility of the sources. The reliability of the thematic structure was confirmed using Cohen’s Kappa coefficient and the content validity of the model was supported by feedback from 20 academic experts, utilizing the Content Validity Ratio (CVR) and Content Validity Index (CVI). Primary codes were extracted by using MAXQDA 2024 followed by a thematic analysis. This process resulted in the synthesis of 485 initial codes into 72 basic themes, 20 organizing themes, and 4 overarching global themes.   <strong>Discussion of Results & Conclusion</strong> The findings of this study revealed that factors influencing employees’ silent resignation could be categorized into 4 overarching dimensions: individual, group, organizational, and extra-organizational. The individual dimension comprised 6 themes: personality and moral characteristics, demographic attributes, perceptual-attitudinal factors, physical-psychological conditions, behavioral-performance factors, and personal-family issues. The group dimension included 2 themes: intergroup relations and group cohesion. The organizational dimension was structured around 8 themes: job-related factors, structural factors, procedural factors, welfare-environmental factors, managerial-executive factors, cultural-climatic factors, motivational-supportive programs, and organizational macro-policies. Finally, the extra-organizational dimension encompassed 4 themes: economic conditions, global social transformations, national support policies, and technological developments. The results indicated that silent resignation was a multidimensional and complex phenomenon shaped by the simultaneous influence of individual, group, organizational, and extra-organizational elements. Individual factors not only reinforced withdrawal behaviors, but also could create "domino effects" on team performance and group dynamics. Concurrently, a weak work environment, inefficient communication channels, and unresolved conflicts diminished employee motivation and engagement, fostering a culture of silent disengagement. Moreover, ineffective motivational-supportive programs, along with controlling and authoritarian leadership styles, exacerbated the organizational and managerial aspects of this phenomenon. This analysis highlighted that a unidimensional perspective on the antecedents of quiet quitting failed to provide a comprehensive understanding of the issue. An integrated, multi-level approach was essential for effectively identifying and managing the diverse drivers of silent resignation within organizations. Therefore, managerial policies should prioritize preventive and engagement-enhancing strategies, such as developing coherent motivational programs, improving opportunities for professional growth, strengthening communication channels, promoting work-life balance, and fostering participatory and trust-based leadership styles. These measures not only enhanced employee satisfaction and commitment, but also strengthened organizational capacity to address covert withdrawal behaviors and cultivate a supportive, motivating organizational culture. استعفای نامحسوس به‌عنوان یکی از چالش‌های منابع انسانی و پدیده‌ای منفی است که می‌تواند سازمان‌ها را در دستیابی به مزیت رقابتی پایدار با چالش‌های متعددی مواجه سازد. مطالعۀ حاضر با هدف شناسایی عوامل مؤثر بر استعفای نامحسوس کارکنان طراحی و اجرا شده است. این پژوهش با بهره‌گیری از رویکرد مرور نظام‌مند و فراترکیب، نتایج و یافته‌های پژوهش‌های پیشین را تحلیل کرده است. باتوجه‌به نوظهور بودن موضوع به این مسئله تاکنون در مطالعات داخلی کمتر توجه شده ‎‌است. درواقع، این مطالعه به‌عنوان نخستین پژوهش نظام‌مند با این رویکرد در ایران تلقی می‎‌شود. در این پژوهش، تعداد ۲۰۲ متن علمی معتبر به زبان انگلیسی شناسایی و درنهایت ۷۰ عنوان پژوهشی بررسی شد. برای غربال‌گری مطالعات برای ورود به فرایند مرور نظام‌مند از چارچوب پریسما بهره گرفته ‎‌شد. تعیین صلاحیت و اعتبارسنجی منابع با استفاده از مقیاس کسپ صورت پذیرفت. روایی محتوایی پژوهش ازطریق نظرات ۲۰ نفر از خبرگان دانشگاهی و با استفاده از ضرایب نسبی CVR و CVI تأیید شد. به‌منظور سنجش پایایی الگوی پژوهش، از شاخص کاپا استفاده شد. پس از مطالعه و استخراج داده‌ها، کدهای اولیه با استفاده از نرم‌افزار MAXQDA استخراج گردید. کدهای به‌دست‌آمده با روش تحلیل مضمون بررسی شد؛ درنتیجه ۴۸۵ تم اولیه، ۷۲ تم پایه، ۲۰ تم سازمان‌دهنده و ۴ تم فراگیر شناسایی و خوشه‌بندی شد. https://jas.ui.ac.ir/article_29999_19b3a1d1ef26cf865627fc01ba15f38f.pdf