本研究旨在探討為何安靜離職（Quiet Quitting）行為日益盛行，並檢視激勵因子、保健因子與心理契約違背在此行為中的關聯性。隨著現代職場環境日益複雜，員工的工作動機和工作滿意度影響著他們的行為選擇，特別是非正式的離職行為，如安靜離職。本研究借助雙因子理論，並結合心理契約理論，來分析這些因素如何影響員工是否選擇安靜離職，進而填補相關領域的理論空缺。

本研究採用問卷調查法，對台灣地區有工作經驗之員工進行量化調查，共回收428份有效問卷，樣本包含來自不同產業的工作者。研究方法使用結構方程模型（SEM）來驗證各變數之間的關聯性，並探討激勵因子、保健因子與心理契約違背在安靜離職行為中的作用。問卷內容設計涵蓋了員工的工作動機、心理契約感知、以及安靜離職行為的相關問題，來了解其內在的行為機制。

研究結果顯示，激勵因子雖然對員工的安靜離職有顯著的負向影響，但對心理契約違背的影響較小。保健因子則顯示對心理契約違背具有顯著的負向影響，而對安靜離職的影響相對有限。更重要的是，心理契約違背被證實對安靜離職有顯著的正向影響，並且在保健因子與安靜離職之間發揮了完全的中介作用。這些發現強調了心理契約違背在員工行為中的核心地位，並支持其作為中介變項的適切性。

本研究不僅擴展了雙因子理論的應用範疇，將其引入對安靜離職行為的解釋，還揭示了心理契約違背在員工行為中的中介作用。這些結果對於企業在制定員工激勵及管理策略時具有實務意涵，尤其在當前以員工留任為重的管理環境下，能為改善員工留任率、減少安靜離職提供理論支持和策略建議。

This study investigates the rising trend of Quiet Quitting and examines how motivator factors, hygiene factors, and psychological contract breach contribute to this behavior. As the modern workplace grows more complex, understanding how employee motivation and job satisfaction influence informal withdrawal behaviors becomes increasingly important. Drawing on Herzberg’s Two-Factor Theory and psychological contract theory, this research addresses a gap in the literature by exploring the underlying mechanisms of Quiet Quitting.

Using a questionnaire survey, the study gathered 428 valid responses from working individuals across various industries in Taiwan. Structural Equation Modeling (SEM) was employed to analyze the relationships among variables. The results reveal that motivator factors significantly reduce Quiet Quitting but have little influence on psychological contract breach. Conversely, hygiene factors strongly reduce psychological contract breach but show limited direct effect on Quiet Quitting. Notably, psychological contract breach significantly increases Quiet Quitting and fully mediates the relationship between hygiene factors and Quiet Quitting behavior.

These findings underscore the central role of psychological contract breach in shaping employee behavior and validate its function as a mediating variable. The study contributes to theory by extending Herzberg’s framework to contemporary work issues and offers practical guidance for organizations. By addressing both motivational and psychological needs, employers can better design strategies to reduce Quiet Quitting, enhance job satisfaction, and improve employee retention.

Al-Madi, F. N., Assal, H., Shrafat, F., & Zeglat, D. (2017). The impact of employee motivation on organizational commitment. European Journal of Business and Management, 9(15), 134-145.
Atalay, M., & Dağıstan, U. (2024). Quiet quitting: a new wine in an old bottle? Personnel Review, 53(4), 1059-1074.
Bal, P. M., De Lange, A. H., Jansen, P. G., & Van Der Velde, M. E. (2008). Psychological contract breach and job attitudes: A meta-analysis of age as a moderator. Journal of vocational behavior, 72(1), 143-158.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
Bollen, K. A. (1989). Structural equations with latent variables. John Wiley & Sons.
Carnegie, M. (2023a). Hustle culture: Is this the end of rise-and-grind? https://www.bbc.com/worklife/article/20230417-hustle-culture-is-this-the-end-of-rise-and-grind
Carnegie, M. (2023b). Hustle culture: Is this the end of rise-and-grind? BBC. Retrieved 20 April from https://www.bbc.com/worklife/article/20230417-hustle-culture-is-this-the-end-of-rise-and-grind
Charão, D. Hustle Culture: More Harmful Than Helpful. https://for-managers.com/hustle-culture/
Cohen, J. (2013). Statistical power analysis for the behavioral sciences. routledge.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900.
Deci, E. L., & Ryan, R. M. (2013). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
Deloitte. (2023). 2023 Gen Z and Millennial Survey. https://www2.deloitte.com/cn/en/pages/about-deloitte/articles/genzmillennialsurvey-2023.html
Deloitte. (2024). 2024 Gen Z and Millennial Survey. https://www.deloitte.com/global/en/about/press-room/deloitte-2024-gen-z-and-millennial-survey.html
Detert, J. (2023). Let's call quiet quitting what it often is: Calibrated contributing. MIT Sloan Management Review, 64(2), 1-3.
DeVellis, R. F., & Thorpe, C. T. (2021). Scale development: Theory and applications. Sage publications.
Dijkstra, T. K., & Henseler, J. (2015). Consistent partial least squares path modeling. MIS quarterly, 39(2), 297-316.
Dutta, D. S., Thomas, A., Shiva, A., Papa, A., & Cuomo, M. T. (2024). The hustle behind knowledge: role of workplace ostracism and knowledge hiding towards quiet quitting in knowledge-intensive organisations. Journal of Knowledge Management, 28(10), 2911-2939.
Eker, T. (2005). Secrets of the millionaire mind. PerfectBound™.
Field, A. (2009). Discovering statistics using SPSS: Introducing statistical method. In: Thousand Oaks, CA: Sage Publications.
Folkman, J. Z. J. (2022). Quiet Quitting Is About Bad Bosses, Not Bad Employees. Harvard Business Review. Retrieved August 31 from https://hbr.org/2022/08/quiet-quitting-is-about-bad-bosses-not-bad-employees
Formica, S., & Sfodera, F. (2022). The Great Resignation and Quiet Quitting paradigm shifts: An overview of current situation and future research directions. Journal of Hospitality Marketing & Management, 31(8), 899-907.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
GALLUP. (2024). State of the Global Workplace. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
George, D., & Mallery, P. (2019). IBM SPSS Sttistics 25 Step by Step, A Simple Guide and Reference, NewYork, Routlage. In: Taylor & Francis.
Hair Jr, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. In Multivariate data analysis (pp. 785-785).
Hair Jr, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook. Springer Nature.
Harter, J. (2022). Is quiet quitting real. Gallup. com.
Haynes, S. N., Richard, D., & Kubany, E. S. (1995). Content validity in psychological assessment: A functional approach to concepts and methods. Psychological assessment, 7(3), 238.
HBR. (2025). 員工人在心不在？破解安靜離職的 5 大關鍵. https://www.hbrtaiwan.com/article/23782/quiet-quitting
Hertzberg, F., Mausner, B., & Snyderman, B. (1959). The motivation to work. New York.
Herzberg, F. I. (1966). Work and the Nature of Man.
Jafri, M. H. (2012). Influence of psychological contract breach on organizational citizenship behaviour and trust. Psychological Studies, 57, 29-36.
Jöreskog, K. G. (1973). A general method for estimating a linear structural equation system. Structural equation models in the social sciences, 85-112.
Jorgenson, D. (2021). Transcript: The Great Resignation with Molly M. Anderson, Anthony C. Klotz, PhD & Elaine Welteroth. https://www.washingtonpost.com/washington-post-live/2021/09/24/transcript-great-resignation-with-molly-m-anderson-anthony-c-klotz-phd-elaine-welteroth/
Karrani, M. A., Bani-Melhem, S., & Mohd-Shamsudin, F. (2024). Employee quiet quitting behaviours: conceptualization, measure development, and validation. The Service Industries Journal, 44(3-4), 218-236.
Kuvaas, B. (2006). Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation. The International Journal of Human Resource Management, 17(3), 504-522.
Lee, B., Lee, C., Choi, I., & Kim, J. (2022). Analyzing determinants of job satisfaction based on two-factor theory. Sustainability, 14(19), 12557.
Levinson, H., Price, C. R., Munden, K. J., Mandl, H. J., & Solley, C. M. (1962). Men, management, and mental health. Harvard University Press.
Marquina, M. V. H., Le Dain, M.-A., Joly, I., & Zwolinski, P. (2024). Exploring determinants of collaboration in circular supply chains: A social exchange theory perspective. Sustainable Production and Consumption, 50, 1-19.
Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of management Review, 22(1), 226-256.
Nieweler, A. (2022). The Latest Trend of Quiet Quitting: What Employers Need to Know. WhistleBlower Security. Retrieved September 1 from https://blog.whistleblowersecurity.com/blog/latest-trend-quiet-quitting-should-you-worry
Nunnally, J., & Bernstein, I. (1994). Psychometric Theory, 3r ed., McGraw-Hill, New York, NY.
Pyhäjärvi, D., & Söderberg, C. B. (2024). The straw that broke the nurse's back—Using psychological contract breach to understand why nurses leave. Journal of Advanced Nursing, 80(12), 4989-5002.
Restubog, S. L. D., Hornsey, M. J., Bordia, P., & Esposo, S. R. (2008). Effects of psychological contract breach on organizational citizenship behaviour: Insights from the group value model. Journal of Management Studies, 45(8), 1377-1400.
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative science quarterly, 574-599.
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of organizational behavior, 15(3), 245-259.
Robinson, S. L., & Wolfe Morrison, E. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of organizational behavior, 21(5), 525-546.
Roose, K. (2023). Welcome to the YOLO Economy. The New York Yimes. https://www.nytimes.com/2021/04/21/technology/welcome-to-the-yolo-economy.html
Rosalsky, G., & Selyukh, A. (2022a). The economics behind ‘quiet quitting’and what we should call it instead. Planet Money. https:// www. npr. org/ sections/ money, 9(13), 1122059402.
Rosalsky, G., & Selyukh, A. (2022b). The economics behind ‘quiet quitting’and what we should call it instead. NPR, September, 13.
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee responsibilities and rights journal, 2, 121-139.
Rousseau, D. M., & McLean Parks, J. (1993). The contracts of individuals and organizations. Research in organizational behavior, 15, 1-1.
Sarstedt, M., Ringle, C. M., & Hair, J. F. (2021). Partial least squares structural equation modeling. In Handbook of market research (pp. 587-632). Springer.
Schein, E. H. (1980). Organizational psychology. Prentice-Hall Englewood Cliffs, NJ.
Scheyett, A. (2023). Quiet quitting. In (Vol. 68, pp. 5-7): Oxford University Press.
Schneider, B., & Bowen, D. E. (1995). Winning the. Service Game, Harvard Business School Press, Boston, MA.
Schrepp, M. (2020). On the Usage of Cronbach's Alpha to Measure Reliability of UX Scales. Journal of Usability Studies, 15(4).
Serenko, A. (2023). The human capital management perspective on quiet quitting: recommendations for employees, managers, and national policymakers. Journal of Knowledge Management, 28(1), 27-43.
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relations industrielles, 65(3), 470-490.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. Sage publications.
Tan, T. H., & Waheed, A. (2011). Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: The mediating effect of love of money.
Tripathi, A., Srivastava, R., & Sankaran, R. (2020). Role of learning agility and learning culture on turnover intention: an empirical study. Industrial and Commercial Training, 52(2), 105-120.
Turnley, W. H., & Feldman, D. C. (1999). The impact of psychological contract violations on exit, voice, loyalty, and neglect. Human relations, 52(7), 895-922.
Turnley, W. H., & Feldman, D. C. (2000). Re‐examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators. Journal of organizational behavior, 21(1), 25-42.
Vantilborgh, T., Bidee, J., Pepermans, R., Griep, Y., & Hofmans, J. (2016). Antecedents of psychological contract breach: The role of job demands, job resources, and affect. PloS one, 11(5), e0154696.
Wang, C.-K. (2023). 組織文化對於安靜離職的影響-以心理契約履行和情感性組織承諾為序列中介變項 National Central University].
Yikilmaz, İ. (2022). QUIET QUITTING: A CONCEPTUAL INVESTIGATION.
Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work‐related outcomes: a meta‐analysis. Personnel psychology, 60(3), 647-680.
Zhi-Jun, L. (2023). 組織公平對安靜離職傾向之影響-以領導成員交換關係為中介變項 National Central University].
王品芝和吴淑斌. (2018). 50.7%受访者称所在企业有“加班文化”. 中国青年报. Retrieved 3月30日 from https://web.archive.org/web/20190331172151/http://www.xinhuanet.com/yuqing/2018-03/30/c_129840094.htm
何亭儀. (2024). 勞資關係變革！企業如何因應新世代人力風險. https://csrone.com/topics/8989
李澄昀. (2023). 當工作狂變成信仰——「奮鬥文化」正退潮：別再過度賣力，你只會筋疲力盡. Cheers快樂工作人. Retrieved 07-04 from https://www.cheers.com.tw/talent/article.action?id=5102078
林震岩, 再版, 學歷, 經歷, 著作, & 算過程. (2007). 多變量分析: SPSS 的操作與應用. 台北: 智勝.
傅莞淇. (2023). 不只安靜離職！8大職場趨勢熱門詞，你是哪一款？. 遠見雜誌. Retrieved 04-05 from https://www.gvm.com.tw/article/101413
鄭郁萌、高士閔、黃惠群. (2024). 上有大老闆、下有小Boss》「五代同堂職場」高效溝通攻略、管理時差感解方. https://www.businessweekly.com.tw/Archive/Article?StrId=7009957&rf=google