The concept of quiet quitting has recently been used to describe a situation where disgruntled employees continue to work with less effort instead of quitting. This concept is used only for employees who continue their work life without taking responsibility for over-role behaviors. On the basis of silent resignation behavior, there may be a conflict between the expectation of the employee and the expectation of the enterprise from the employee. In this context, this study aims to determine the effect of quiet quitting on person-organization fit. For this purpose, 492 blue and white collar employees of two different manufacturing enterprises in Istanbul Beylikdüzü Organized Industrial Zone were reached voluntarily on the basis of convenience sampling. The obtained data were processed with the SPSS package program. The correlation analysis revealed a highly significant negative relationship between quiet quitting and person-organization fit with r=-0.728 (p<0.05 significance level). The regression analysis revealed that quiet quitting has an negative effect on person-organization fit (β=-0.754 ; p<0.05). In the findings obtained as a result of the difference tests (t-test, ANOVA) on employees' perceptions of quiet quitting, significant differences were found between gender, status, age, education and working time in the organization at p<0.05 significance level. In the other findings obtained as a result of the difference tests on person-organization fit, significant differences were found between gender, status, age, education and working time at p<0.05 level of significance. At the end of the study, some suggestions were made to the employees and employers. Ethics committee approval dated 11.05.2023 and numbered 90985 was obtained from Artvin Coruh University for the study.

Keywords: Resignation, Quiet quitting, Person-organization fit, Manufacturing enterprise