20.500.12556/DKUM-93025 Tiho zapuščanje: analiza vzrokov in posledic Silent resigning: analysis of the reasons and effect Diplomska naloga obravnava aktualen pojav tihega zapuščanja, ki je v zadnjih letih postal globalno prepoznaven trend in tudi pomemben izziv sodobnih organizacij. Gre za vedenje zaposlenih, pri katerem ti opravljajo le najnujnejše delovne naloge, brez dodatnega truda, zavzetosti ali predanosti. Tiho zapuščanje ima pomembne posledice za organizacije saj vpliva na produktivnost dela, fluktuacijo kadra in splošno delovno klimo. V empiričnem delu diplomske naloge smo analizirali tiho zapuščanje na vzorcu 45 zaposlenih v podjetju X. Rezultati so pokazali, da večina zaposlenih kljub osnovnim nalogam opravlja dodatne zadolžitve, kar izključuje prisotnost tihega zapuščanja pri vseh. Nekateri zaposleni sicer kažejo nizko angažiranost pri aktivnostih zunaj delovnega časa, kar nakazuje določeno stopnjo odmaknjenosti. Večina pa ostaja dosegljiva tudi po koncu delovnika, kar kaže na visoko zvestobo, a hkrati nosi tveganje izgorelosti. Na podlagi ugotovitev lahko zaključimo, da tiho zapuščanje ni omejeno na eno generacijo, čeprav so mlajši zaposleni zaradi drugačnih vrednot nekoliko bolj dovzetni. Ključna zaščitna dejavnika sta ustrezno ravnovesje med delom in zasebnim življenjem ter transformacijski slog vodenja, ki temelji na zaupanju, komunikaciji in empatiji. Managementu se zato priporoča razvoj takšnega pristopa, hkrati pa naj organizacije vlagajo v redno spremljanje zadovoljstva zaposlenih in zagotavljanje priložnosti za osebni razvoj. Za boljše razumevanje pojava so v prihodnosti priporočljive širše raziskave, vključitev več podjetij, spremljanje dolgoročnih trendov angažiranosti ter uporaba kvalitativnih metod, kot so intervjuji. The thesis addresses the current phenomenon of quiet quitting, which has in recent years become a globally recognized trend and a significant challenge for modern organizations. It refers to employee behavior where individuals perform only the most essential work tasks, without additional effort, engagement, or dedication. Quiet quitting has serious consequences for organizations, as it affects productivity, employee turnover, and the overall work climate. In the empirical part of the thesis, quiet quitting was analyzed based on a sample of 45 employees in company X. The results showed that most employees, in addition to fulfilling their basic duties, also take on additional responsibilities, which indicates that quiet quitting is not present across the board. However, some employees demonstrated low engagement in activities outside of working hours, suggesting a certain degree of detachment. Most employees remained available even after work hours, which indicates strong loyalty but also poses a risk of burnout. Based on the findings, it can be concluded that quiet quitting is not limited to a specific generation, although younger employees may be slightly more susceptible due to differing values. Two key protective factors are a proper work-life balance and a transformational leadership style based on trust, communication, and empathy. Therefore, it is recommended that management develop this approach, while organizations should regularly monitor employee satisfaction and provide opportunities for personal development. For a better understanding of the phenomenon, future research should include a broader sample of companies, track long-term engagement trends, and incorporate qualitative methods such as interviews. Tiho zapuščanje zaposleni odpoved motivacija organizacija. Quiet quitting employees quit motivation organisation. true true false B. Ahmetović Slovenski jezik Angleški jezik Diplomsko delo/naloga 2025-06-02 08:58:19 2025-08-14 13:50:42 2025-08-15 03:22:31 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.101.3 245681923 VS_Ahmetovic_Belma_2025.pdf VS_Ahmetovic_Belma_2025.pdf 1 14C334CD28CB9189604196D6C532287E 4f77228fab655e22d7d12f1ace2f2d856b8520224a3177f29b7462a90df39e2d 581c0c51-6081-11f0-a62e-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=193549 Ekonomsko-poslovna fakulteta 0 0 0