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The Quiet Quitting Phenomenon Among Physiotherapists

NCT07237815 · Status: COMPLETED · Type: OBSERVATIONAL · Enrollment: 94

Last updated 2025-11-20

No results posted yet for this study

Summary

The COVID-19 pandemic has profoundly impacted all aspects of human life. Health work professsions have faced the risk of infection, adverse working conditions, physical and verbal violence, disparities in workload and payment, limitations to attend social activities, and disruption in work-life balance for a long time. The inadequacy of attempts to solve the issues caused them to change their work attitudes and behaviours, highlighting the ongoing need for a healthier work-life balance. In this context, a new trend known as 'quiet quitting' has emerged. This concept represents a notable workplace phenomenon, especially in settings with high demands and intense workloads. Quiet quitting refers to a situation where employees perform only the minimum requirements of their job description, refraining from any extra effort, innovation, or contribution beyond the bare minimum. Employees who begin the process of quiet quitting may exhibit behaviours such as leaving the workplace early, arriving at work late, refusing to engage in work outside working hours, demonstrating a lack of interest in assisting coworkers, and resisting going above and beyond minimum job duties. Individuals who are in the process of quiet quitting are emotionally detached from their jobs. This is a factor that profoundly impacts healthcare services. Although the quiet quitting process, which results in reduced productivity, increased employee turnover and decreased work quality, as well as negative consequences for patient safety and satisfaction, helps employees avoid burnout, it can jeopardize their career advancement. Furthermore, lower levels of job satisfaction appear to be associated with higher levels of quiet quitting among employees.

Conditions

  • Quiet Quitting

Interventions

OTHER

Questionnaire

The questionnaire consists of three sections, structured as follows: The introductory section is dedicated to verifying compliance with the inclusion criteria, which include: age of 18 years or older, and the provision of informed consent to participate in the study. Following these three initial questions, four additional items are included to collect basic demographic and occupational information from participants: gender, age group, years of work experience, level of education, and primary work setting. The second section comprises the items from the Job Satisfaction Survey (JSS). This assessment tool has already been validated in its Italian version through the study conducted by Platania and collaborators. The third section of the questionnaire is dedicated to the Quiet Quitting Scale (QQS), which includes nine items grouped into three latent factors: • detachment (4 items) • lack of initiative (3 items) • lack of motivation (2 items)

Sponsors & Collaborators

  • Regione del Veneto - AULSS n. 7 Pedemontana

    lead OTHER

Eligibility

Min Age
18 Years
Sex
ALL
Healthy Volunteers
Yes

Timeline & Regulatory

Start
2025-10-23
Primary Completion
2025-11-12
Completion
2025-11-14

Countries

  • Italy

Study Locations

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Read the full study record

This page highlights key information. For complete eligibility criteria, study locations, investigator contacts, and the full protocol, visit the original record on ClinicalTrials.gov.

View NCT07237815 on ClinicalTrials.gov