Quiet quitting threatens healthcare organizations and services: alarming evidence from a cross-sectional study with nurses in Greece

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Objective: To identify levels of quiet quitting among clinical nurses in Greece. Moreover, we examined the impact of demographic and job characteristics on quiet quitting. Methods: We conducted an online cross-sectional study in Greece. We collected our data in February 2024. We obtained a convenience sample of nurses who have been working in clinical settings. We used the “Quiet Quitting” Scale (QQS) to measure levels of quiet quitting among nurses in our study. Moreover, we measured gender, age, educational level, job sector, understaffed workplace, shift work, and years of clinical experience. Results: Applying the suggested cut-off point we found that seven out of ten nurses (68.2%, n=620) can be considered as quiet quitters, while three out of ten (31.8%, n=289) can be considered as non-quiet quitters. We found that males experienced higher levels of quiet quitting than females (adjusted coefficient beta = 0.216, 95% CI = 0.093 to 0.339, p-value = 0.001). Additionally, shift workers (adjusted coefficient beta = 0.182, 95% CI = 0.091 to 0.272, p-value < 0.001) and nurses who have been working in understaffed workplaces (adjusted coefficient beta = 0.134, 95% CI = 0.006 to 0.262, p-value = 0.040) showed higher levels of quiet quitting. Decreased years of clinical experience were associated with increased quiet quitting (adjusted coefficient beta = -0.008, 95% CI = -0.012 to -0.004, p-value < 0.001). Conclusions: In our sample, nurses reported high levels of quiet quitting. Gender, shift work, an understaffed workplace, and clinical experience had an impact on quiet quitting. Healthcare organizations and managers should pay attention to quiet quitting in order to improve nurses’ productivity and patients’ outcomes. Nursing Other Public Policy Occupational Medicine quiet quitting nurses engagement satisfaction burnout healthcare services healthcare organizations Introduction The global COVID-19 epidemic has placed significant strain on healthcare systems and professionals, with nurses serving as frontline healthcare workers facing heightened demand. Prior to the pandemic, health service organizations were already grappling with substantial organizational and operational deficiencies, which posed an especially arduous working environment for nurses. Over time, healthcare organizations have consistently faced the significant drawback of nursing understaffing, which has had a detrimental impact on the quality and safety of the care delivered, as well as the well-being of the nurses (Cho et al., 2020 ; Shin et al., 2018 ). Moreover, the nursing working environment is marked by a scarcity of material resources, nurses' exclusion from hospital decision-making processes, instances of aggression and bullying, and lack of organizational support as well as that of the immediate supervisor. The aforementioned factors have significant consequences for both the well-being of nurses and the quality of care they deliver (Hämmig, 2017 ; Labrague et al., 2018 ; Moisoglou et al., 2020 ; Sauer & McCoy, 2017 ; Zhang et al., 2017 ). Nurses in this professional setting often encounter elevated levels of occupational stress, anxiety, and depression (Kakemam et al., 2019 ; Maharaj et al., 2018 ), therefore impacting the overall quality of their work life (Barbagianni et al., 2023 ). Enhancing nurses' working conditions reduces the likelihood of burnout and ensures the provision of safe care (Moisoglou et al., 2021 ; Prezerakos et al., 2015 ). Amidst the COVID-19 pandemic, nurses faced exacerbated working conditions due to the combination of a heavy workload, intense work demands, fear of contracting the virus, extended work hours, limited resources, and insufficient specialized training related to COVID-19. Consequently, nurses encountered elevated levels of burnout, dissatisfaction anxiety, depression, and turnover intention (Galanis et al., 2021 ; Galanis, Moisoglou, et al., 2023 ; Hu et al., 2020 ; Huerta-González et al., 2021 ). During the pandemic, a novel phenomenon known as "quiet quitting" surfaced, referring to a new tendency in employee behavior within organizations. Originally, this idea disseminated via the social media platform TikTok. Subsequently, it became evident that this was not a fleeting fad, but rather a behavior that was progressively gaining popularity, primarily within the business domain. A preliminary investigation in the US business industry revealed that over 50% of employees opted for a strategy known as "quiet quitting" to strike a balance between the escalating demands of their job and their personal lives (Harter, 2022 ). Quiet quitting is the phenomenon in which an employee deliberately decreases their job performance without legally resigning. Employees fulfill the job's essential requirements without putting in additional effort, working extended hours, or arriving earlier, and without exceeding the required level of performance (Scheyett, 2022 ). However, the phenomenon was not exclusive just to the business industry. Study on nursing staff has consistently demonstrated that over 60% of nurses choose quiet quitting, which actually surpasses the proportion observed among other healthcare professions (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2024). The investigation of the phenomenon of quiet quitting is still in progress, and not all the factors that predict its onset and consequences have been uncovered. Previous research has indicated that burnout and workplace bullying are the main triggers of quiet quitting (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2023; Galanis, Moisoglou, Katsiroumpa, Malliarou, Vraka, Gallos, Kalogeropoulou, et al., 2024), while a high degree of job satisfaction, moral resilience and emotional intelligence act as protective factors in the development of this organizational behavior (Galanis, Katsiroumpa, Moisoglou, et al., 2024 ; Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2023; Galanis, Moisoglou, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, & Kaitelidou, 2024). When nurses choose quiet quitting, they are more likely to declare their turnover intention (Galanis, Moisoglou, Malliarou, Papathanasiou, Katsiroumpa, Vraka, Siskou, et al., 2024). As studies regarding the incidence of quiet quitting are limited, the aim of the present study was to identify levels of quiet quitting among clinical nurses in Greece and to examine the impact of demographic and job characteristics on quiet quitting. Methods Study design We conducted an online cross-sectional study in Greece. We collected our data during February 2024. We obtained a convenience sample of nurses who have been working in clinical settings. We created an on-line version of the study questionnaire by using Google forms. Then, we posted the study questionnaire in nurses’ groups through social media. We used the “Quiet Quitting” Scale (QQS) to measure levels of quiet quitting among nurses in our study (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Moisoglou, et al., 2023). The QQS consists of nine items and three factors; detachment, lack of initiative, and lack of motivation. Answers are on a 5-point Likert scale from 1 to 5 with higher values indicating higher levels of quiet quitting. The factors and QQS score ranges from 1 to 5.. There is a suggested cut-off point of 2.06 that distinguishes quiet quitters from non-quiet quitters (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Moisoglou, et al., 2024). Moreover, we measured the following demographic and job variables: gender, age, educational level, job sector, understaffed workplace, shift work, and years of clinical experience. Ethical issues The Ethics Committee of the Faculty of Nursing, National and Kapodistrian University of Athens approved our study protocol (approval number; 479, January 10 2024). Moreover, we conducted our study in accordance with the Declaration of Helsinki (World Medical Association, 2001 ). We collected our data anonymously. Nurses gave their informed consent to participate in our study. Statistical analysis We use absolute frequencies (n) and relative frequencies (%) to present categorical variables. Moreover, we use mean, standard deviation (SD), and median to present continuous variables. The Kolmogorov-Smirnov suggested that the continuous variables followed the normal distribution. We performed simple and multivariable linear regression analyses to identify the demographic and job variables that affected quiet quitting. First, we performed simple linear regression analyses. Then we constructed a final multivariable model to eliminate confounding. In the multivariable model we applied the backward method. We calculated unadjusted and adjusted coefficients beta, 95% confidence intervals (CI), and p-values. We used IBM SPSS 21.0 (IBM Corp. Released 2012. IBM SPSS Statistics for Windows, Version 21.0. Armonk, NY: IBM Corp.) for the analysis. Results Demographic and job characteristics Our sample included 909 nurses. Mean age was 39.7 years (SD; 9.7), while the mean years of clinical experience were 15.6 (SD; 9.9). Most of our nurses were females (86.5%). Among our sample, 67.5% possessed a MSc/PhD diploma and 60.5% have been working in shifts. Moreover, 82.3% have been working in the public sector and 86.2% have been working in understaffed workplaces. Detailed demographic and job characteristics of nurses are shown in Table 1 . Table 1 Demographic and job characteristics of nurses. Characteristics N % Gender Females 786 86.5 Males 123 13.5 Age b 39.7 9.7 Educational level University degree 295 32.5 MSc/PhD diploma 614 67.5 Shift work No 359 39.5 Yes 550 60.5 Employment in Private sector 161 17.7 Public sector 748 82.3 Understaffed workplace No 125 13.8 Yes 784 86.2 Years of clinical experience a 15.6 9.9 a mean, standard deviation Quiet Quitting Scale Descriptive statistics for the Quiet Quitting Scale are shown in Table 2 . The mean score for the QQS was 2.37 (SD; 0.67). Also, the mean score for the factors “detachment”, “lack of initiative”, and “lack of motivation” was 2.08, 2.36 and 2.97, respectively. Applying the suggested cut-off point we found that almost seven out of ten nurses (68.2%, n = 620) can be considered quiet quitters, while three out of ten (31.8%, n = 289) can be considered non-quiet quitters. Table 2 Descriptive statistics for the Quiet Quitting Scale. Mean SD Quiet Quitting Scale 2.37 0.67 Factor “detachment” 2.08 0.74 Factor “lack of initiative” 2.36 0.89 Factor “lack of motivation” 2.97 0.99 Predictors of quiet quitting Simple linear regression analysis between independent variables and quiet quitting is shown in Table 3 . Moreover, multivariable linear regression analysis with quiet quitting as the dependent variable is shown in Table 4 . We found that males experienced higher levels of quiet quitting than females (adjusted coefficient beta = 0.216, 95% CI = 0.093 to 0.339, p-value = 0.001). Additionally, shift workers (adjusted coefficient beta = 0.182, 95% CI = 0.091 to 0.272, p-value < 0.001) and nurses who have been working in understaffed workplaces (adjusted coefficient beta = 0.134, 95% CI = 0.006 to 0.262, p-value = 0.040) showed higher levels of quiet quitting. Decreased years of clinical experience were associated with increased quiet quitting (adjusted coefficient beta = -0.008, 95% CI = -0.012 to -0.004, p-value < 0.001) Table 3 Simple linear regression analysis between independent variables and quiet quitting. Independent variables Unadjusted coefficient beta 95% confidence interval P-value Males vs. females 0.202 0.076 to 0.328 0.002 Age -0.010 -0.014 to -0.006 < 0.001 MSc/PhD diploma vs. University 0.006 -0.087 to 0.098 0.905 Shift work 0.219 0.132 to 0.307 < 0.001 Job in public sector 0.018 -0.095 to 0.131 0.756 Understaffed workplace 0.164 0.039 to 0.289 0.010 Years of clinical experience -0.009 -0.013 to -0.005 < 0.001 Table 4 Multivariable linear regression analysis between independent variables and quiet quitting. Independent variables Adjusted coefficient beta 95% confidence interval P-value Males vs. females 0.216 0.093 to 0.339 0.001 Shift work 0.182 0.091 to 0.272 < 0.001 Understaffed workplace 0.134 0.006 to 0.262 0.040 Years of clinical experience -0.008 -0.012 to -0.004 < 0.001 Discussion This study examined the effects of quiet quitting on nursing personnel working in clinical settings. The study's findings revealed that about 70% of the participants opted for the practice of quiet quitting as a form of organizational behavior. Furthermore, individuals employed in departments with insufficient staff, individuals working in rotating shifts, and those with limited years of work experience are more likely to be quiet quitters. The correlation we found between inadequate staffing and employees quiet quitting, is consistent with the results of previous study (Galanis, Moisoglou, Malliarou, Papathanasiou, Katsiroumpa, Vraka, Siskou, et al., 2024). For many years, the Greek health system has had a shortage of nursing staff compared to other affluent countries. In Greece, the ratio of hospital employed nurses per 1,000 people is one of the lowest compared to other nations in the Organization for Economic Co-operation and Development (OECD). Additionally, there has been no change in this ratio during the past two decades (OECD, 2021 ). Insufficient staffing is a significant contributor to nurses experiencing burnout (Lasater et al., 2021 ), which then affects the likelihood of them experiencing quiet quitting (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2023). Consequently, in order to enhance nursing staffing, it is crucial to implement interventions at the health policy level. The present study's findings indicate that working a rotating shift is linked to the occurrence of quiet quitting. This result aligns with the findings of a research which employed Greek nurses (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2024). The task of working rotational shifts is arduous for nurses, exerting a toll on both their physical and mental well-being. In particular, shifts that involve rotation increase the likelihood of needlestick and sharps injuries, as well as other work-related mishaps. Night shifts and rotating shifts also elevate the risk of sleepy driving and motor vehicle crashes (Imes et al., 2023 ). Furthermore, the practice of working rotational shifts has a direct impact on the quality of sleep experienced by nurses and also plays a role in the development of acute or chronic fatigue (Chang & Peng, 2021 ; Min et al., 2022 ). This burden on nurses from rotating shifts, which is probably exacerbated by understaffing, leads them to quiet quitting. Less experienced nurses who are younger may opt for a strategy known as "quiet quitting" to protect themselves from the adverse effects of chronic understaffing and working rotational shifts. Conclusions The current study emphasized the significant proportion of nurses who choose to quiet quitting, and identified characteristics such as inadequate staffing, working on rotational shifts, and limited work experience as predictors of this quiet quitting phenomenon. The choice of quiet quitting may negatively affect the quality and safety of the care provided. In many cases, nurses are already unable to complete all nursing tasks and provide comprehensive care. Through quiet quitting this situation may be exacerbated by significantly affecting the level of care of patients. Understaffing of health care organizations is perhaps the most important factor influencing the occurrence of quiet quitting, making it imperative to improve nursing staffing. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-4593376","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":315335560,"identity":"26d953f5-a150-4c50-84ab-11fc076558c3","order_by":0,"name":"Ioannis Moisoglou","email":"","orcid":"","institution":"University of Thessaly","correspondingAuthor":false,"prefix":"","firstName":"Ioannis","middleName":"","lastName":"Moisoglou","suffix":""},{"id":315335561,"identity":"ced991ef-70de-4949-b204-c90b1224a27e","order_by":1,"name":"Aglaia Katsiroumpa","email":"","orcid":"","institution":"National and Kapodistrian University of Athens","correspondingAuthor":false,"prefix":"","firstName":"Aglaia","middleName":"","lastName":"Katsiroumpa","suffix":""},{"id":315335562,"identity":"b317db68-52c3-484a-9c5e-232f0b68be55","order_by":2,"name":"Irene Vraka","email":"","orcid":"","institution":"P. \u0026 A. Kyriakou Children’s Hospital","correspondingAuthor":false,"prefix":"","firstName":"Irene","middleName":"","lastName":"Vraka","suffix":""},{"id":315335563,"identity":"d8316e95-a4d8-4f20-b12a-07ae047f9477","order_by":3,"name":"Maria Kalogeropoulou","email":"","orcid":"","institution":"National and Kapodistrian University of Athens","correspondingAuthor":false,"prefix":"","firstName":"Maria","middleName":"","lastName":"Kalogeropoulou","suffix":""},{"id":315335564,"identity":"46bcd92a-feee-47da-9363-c99939c3526c","order_by":4,"name":"Parisis Gallos","email":"","orcid":"","institution":"National and Kapodistrian University of Athens","correspondingAuthor":false,"prefix":"","firstName":"Parisis","middleName":"","lastName":"Gallos","suffix":""},{"id":315335565,"identity":"33f63641-866b-4401-a789-882f7ef0a15a","order_by":5,"name":"Ioanna Prasini","email":"","orcid":"","institution":"Galilee Palliative Care Unit","correspondingAuthor":false,"prefix":"","firstName":"Ioanna","middleName":"","lastName":"Prasini","suffix":""},{"id":315335566,"identity":"b09586d8-860e-4c8b-8a50-f839b8736fc6","order_by":6,"name":"Petros Galanis","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA4ElEQVRIiWNgGAWjYLCCBwwMciRqSWBgMCZdS2ID0arN2dsvfkiouZO+XSL38QfGNht5Bv61D/Bqsew5UyyRcOxZ7s4Z6WYSjG1phg0Szw3wajG4kZMgkcB2OHfDjTQ2Bsa2w4wNEsfwO8zg/pvkHwn/Dqcb3EhjBjrssD1hLTfYj0kkth1OAGphADrscGIDfxt+LZY9OWwWiX2HDTececYmkXAuLblNgg2/FnP2449vfPh2WN7gONBhH8psbPv5CTmMgQcpfBKAGGgXIS3sD9CE+A/g1zIKRsEoGAUjDgAALx5Ip67Yv/YAAAAASUVORK5CYII=","orcid":"https://orcid.org/0000-0002-1308-5782","institution":"National and Kapodistrian University of Athens","correspondingAuthor":true,"prefix":"","firstName":"Petros","middleName":"","lastName":"Galanis","suffix":""}],"badges":[],"createdAt":"2024-06-17 10:00:37","currentVersionCode":1,"declarations":{"humanSubjects":true,"vertebrateSubjects":false,"conflictsOfInterestStatement":false,"humanSubjectEthicalGuidelines":true,"humanSubjectConsent":true,"humanSubjectClinicalTrial":false,"humanSubjectCaseReport":false,"vertebrateSubjectEthicalGuidelines":false},"doi":"10.21203/rs.3.rs-4593376/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-4593376/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":58567177,"identity":"b1d76aca-2cd1-4042-b35b-c7688952a3f0","added_by":"auto","created_at":"2024-06-18 10:14:16","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":457907,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-4593376/v1/6a737f26-761d-46e3-ad35-3d12705ccf13.pdf"}],"financialInterests":"The authors declare no competing interests.","formattedTitle":"\u003cp\u003e\u003cstrong\u003eQuiet quitting threatens healthcare organizations and services: alarming evidence from a cross-sectional study with nurses in Greece\u003c/strong\u003e\u003c/p\u003e","fulltext":[{"header":"Introduction","content":"\u003cp\u003eThe global COVID-19 epidemic has placed significant strain on healthcare systems and professionals, with nurses serving as frontline healthcare workers facing heightened demand. Prior to the pandemic, health service organizations were already grappling with substantial organizational and operational deficiencies, which posed an especially arduous working environment for nurses. Over time, healthcare organizations have consistently faced the significant drawback of nursing understaffing, which has had a detrimental impact on the quality and safety of the care delivered, as well as the well-being of the nurses (Cho et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2020\u003c/span\u003e; Shin et al., \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Moreover, the nursing working environment is marked by a scarcity of material resources, nurses' exclusion from hospital decision-making processes, instances of aggression and bullying, and lack of organizational support as well as that of the immediate supervisor. The aforementioned factors have significant consequences for both the well-being of nurses and the quality of care they deliver (H\u0026auml;mmig, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2017\u003c/span\u003e; Labrague et al., \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2018\u003c/span\u003e; Moisoglou et al., \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2020\u003c/span\u003e; Sauer \u0026amp; McCoy, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2017\u003c/span\u003e; Zhang et al., \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Nurses in this professional setting often encounter elevated levels of occupational stress, anxiety, and depression (Kakemam et al., \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2019\u003c/span\u003e; Maharaj et al., \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), therefore impacting the overall quality of their work life (Barbagianni et al., \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Enhancing nurses' working conditions reduces the likelihood of burnout and ensures the provision of safe care (Moisoglou et al., \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Prezerakos et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). Amidst the COVID-19 pandemic, nurses faced exacerbated working conditions due to the combination of a heavy workload, intense work demands, fear of contracting the virus, extended work hours, limited resources, and insufficient specialized training related to COVID-19. Consequently, nurses encountered elevated levels of burnout, dissatisfaction anxiety, depression, and turnover intention (Galanis et al., \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Galanis, Moisoglou, et al., \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Hu et al., \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2020\u003c/span\u003e; Huerta-Gonz\u0026aacute;lez et al., \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2021\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eDuring the pandemic, a novel phenomenon known as \"quiet quitting\" surfaced, referring to a new tendency in employee behavior within organizations. Originally, this idea disseminated via the social media platform TikTok. Subsequently, it became evident that this was not a fleeting fad, but rather a behavior that was progressively gaining popularity, primarily within the business domain. A preliminary investigation in the US business industry revealed that over 50% of employees opted for a strategy known as \"quiet quitting\" to strike a balance between the escalating demands of their job and their personal lives (Harter, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Quiet quitting is the phenomenon in which an employee deliberately decreases their job performance without legally resigning. Employees fulfill the job's essential requirements without putting in additional effort, working extended hours, or arriving earlier, and without exceeding the required level of performance (Scheyett, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). However, the phenomenon was not exclusive just to the business industry. Study on nursing staff has consistently demonstrated that over 60% of nurses choose quiet quitting, which actually surpasses the proportion observed among other healthcare professions (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2024). The investigation of the phenomenon of quiet quitting is still in progress, and not all the factors that predict its onset and consequences have been uncovered. Previous research has indicated that burnout and workplace bullying are the main triggers of quiet quitting (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2023; Galanis, Moisoglou, Katsiroumpa, Malliarou, Vraka, Gallos, Kalogeropoulou, et al., 2024), while a high degree of job satisfaction, moral resilience and emotional intelligence act as protective factors in the development of this organizational behavior (Galanis, Katsiroumpa, Moisoglou, et al., \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2023; Galanis, Moisoglou, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, \u0026amp; Kaitelidou, 2024). When nurses choose quiet quitting, they are more likely to declare their turnover intention (Galanis, Moisoglou, Malliarou, Papathanasiou, Katsiroumpa, Vraka, Siskou, et al., 2024).\u003c/p\u003e \u003cp\u003eAs studies regarding the incidence of quiet quitting are limited, the aim of the present study was to identify levels of quiet quitting among clinical nurses in Greece and to examine the impact of demographic and job characteristics on quiet quitting.\u003c/p\u003e"},{"header":"Methods","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eStudy design\u003c/h2\u003e \u003cp\u003eWe conducted an online cross-sectional study in Greece. We collected our data during February 2024. We obtained a convenience sample of nurses who have been working in clinical settings. We created an on-line version of the study questionnaire by using Google forms. Then, we posted the study questionnaire in nurses\u0026rsquo; groups through social media.\u003c/p\u003e \u003cp\u003eWe used the \u0026ldquo;Quiet Quitting\u0026rdquo; Scale (QQS) to measure levels of quiet quitting among nurses in our study (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Moisoglou, et al., 2023). The QQS consists of nine items and three factors; detachment, lack of initiative, and lack of motivation. Answers are on a 5-point Likert scale from 1 to 5 with higher values indicating higher levels of quiet quitting. The factors and QQS score ranges from 1 to 5.. There is a suggested cut-off point of 2.06 that distinguishes quiet quitters from non-quiet quitters (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Moisoglou, et al., 2024).\u003c/p\u003e \u003cp\u003eMoreover, we measured the following demographic and job variables: gender, age, educational level, job sector, understaffed workplace, shift work, and years of clinical experience.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003eEthical issues\u003c/h2\u003e \u003cp\u003e The Ethics Committee of the Faculty of Nursing, National and Kapodistrian University of Athens approved our study protocol (approval number; 479, January 10 2024). Moreover, we conducted our study in accordance with the Declaration of Helsinki (World Medical Association, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2001\u003c/span\u003e). We collected our data anonymously. Nurses gave their informed consent to participate in our study.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003eStatistical analysis\u003c/h2\u003e \u003cp\u003eWe use absolute frequencies (n) and relative frequencies (%) to present categorical variables. Moreover, we use mean, standard deviation (SD), and median to present continuous variables. The Kolmogorov-Smirnov suggested that the continuous variables followed the normal distribution. We performed simple and multivariable linear regression analyses to identify the demographic and job variables that affected quiet quitting. First, we performed simple linear regression analyses. Then we constructed a final multivariable model to eliminate confounding. In the multivariable model we applied the backward method. We calculated unadjusted and adjusted coefficients beta, 95% confidence intervals (CI), and p-values. We used IBM SPSS 21.0 (IBM Corp. Released 2012. IBM SPSS Statistics for Windows, Version 21.0. Armonk, NY: IBM Corp.) for the analysis.\u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec7\" class=\"Section2\"\u003e \u003ch2\u003eDemographic and job characteristics\u003c/h2\u003e \u003cp\u003eOur sample included 909 nurses. Mean age was 39.7 years (SD; 9.7), while the mean years of clinical experience were 15.6 (SD; 9.9). Most of our nurses were females (86.5%). Among our sample, 67.5% possessed a MSc/PhD diploma and 60.5% have been working in shifts. Moreover, 82.3% have been working in the public sector and 86.2% have been working in understaffed workplaces. Detailed demographic and job characteristics of nurses are shown in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographic and job characteristics of nurses.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCharacteristics\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFemales\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e786\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e86.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMales\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e123\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e13.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e39.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e9.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducational level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUniversity degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e295\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e32.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMSc/PhD diploma\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e614\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e67.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eShift work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e359\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e39.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e550\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e60.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEmployment in\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePrivate sector\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e161\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e17.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePublic sector\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e748\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e82.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUnderstaffed workplace\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e125\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e13.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e784\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e86.2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYears of clinical experience\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e15.6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e9.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"3\"\u003e\u003csup\u003ea\u003c/sup\u003e mean, standard deviation\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eQuiet Quitting Scale\u003c/h2\u003e \u003cp\u003eDescriptive statistics for the Quiet Quitting Scale are shown in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e. The mean score for the QQS was 2.37 (SD; 0.67). Also, the mean score for the factors \u0026ldquo;detachment\u0026rdquo;, \u0026ldquo;lack of initiative\u0026rdquo;, and \u0026ldquo;lack of motivation\u0026rdquo; was 2.08, 2.36 and 2.97, respectively.\u003c/p\u003e \u003cp\u003eApplying the suggested cut-off point we found that almost seven out of ten nurses (68.2%, n\u0026thinsp;=\u0026thinsp;620) can be considered quiet quitters, while three out of ten (31.8%, n\u0026thinsp;=\u0026thinsp;289) can be considered non-quiet quitters.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDescriptive statistics for the Quiet Quitting Scale.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMean\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eSD\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eQuiet Quitting Scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2.37\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.67\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFactor \u0026ldquo;detachment\u0026rdquo;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.74\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFactor \u0026ldquo;lack of initiative\u0026rdquo;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2.36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.89\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFactor \u0026ldquo;lack of motivation\u0026rdquo;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2.97\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.99\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003ePredictors of quiet quitting\u003c/h2\u003e \u003cp\u003eSimple linear regression analysis between independent variables and quiet quitting is shown in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e. Moreover, multivariable linear regression analysis with quiet quitting as the dependent variable is shown in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. We found that males experienced higher levels of quiet quitting than females (adjusted coefficient beta\u0026thinsp;=\u0026thinsp;0.216, 95% CI\u0026thinsp;=\u0026thinsp;0.093 to 0.339, p-value\u0026thinsp;=\u0026thinsp;0.001). Additionally, shift workers (adjusted coefficient beta\u0026thinsp;=\u0026thinsp;0.182, 95% CI\u0026thinsp;=\u0026thinsp;0.091 to 0.272, p-value\u0026thinsp;\u0026lt;\u0026thinsp;0.001) and nurses who have been working in understaffed workplaces (adjusted coefficient beta\u0026thinsp;=\u0026thinsp;0.134, 95% CI\u0026thinsp;=\u0026thinsp;0.006 to 0.262, p-value\u0026thinsp;=\u0026thinsp;0.040) showed higher levels of quiet quitting. Decreased years of clinical experience were associated with increased quiet quitting (adjusted coefficient beta = -0.008, 95% CI = -0.012 to -0.004, p-value\u0026thinsp;\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eSimple linear regression analysis between independent variables and quiet quitting.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIndependent variables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eUnadjusted coefficient beta\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e95% confidence interval\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eP-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMales vs. females\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.202\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.076 to 0.328\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.002\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.010\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.014 to -0.006\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMSc/PhD diploma vs. University\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.006\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.087 to 0.098\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.905\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eShift work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.219\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.132 to 0.307\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob in public sector\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.018\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.095 to 0.131\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.756\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUnderstaffed workplace\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.164\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.039 to 0.289\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.010\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYears of clinical experience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.009\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.013 to -0.005\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eMultivariable linear regression analysis between independent variables and quiet quitting.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIndependent variables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAdjusted coefficient beta\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e95% confidence interval\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eP-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMales vs. females\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.216\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.093 to 0.339\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eShift work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.182\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.091 to 0.272\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eUnderstaffed workplace\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.134\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.006 to 0.262\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.040\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYears of clinical experience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.008\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.012 to -0.004\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Discussion","content":"\u003cp\u003eThis study examined the effects of quiet quitting on nursing personnel working in clinical settings. The study's findings revealed that about 70% of the participants opted for the practice of quiet quitting as a form of organizational behavior. Furthermore, individuals employed in departments with insufficient staff, individuals working in rotating shifts, and those with limited years of work experience are more likely to be quiet quitters.\u003c/p\u003e \u003cp\u003eThe correlation we found between inadequate staffing and employees quiet quitting, is consistent with the results of previous study (Galanis, Moisoglou, Malliarou, Papathanasiou, Katsiroumpa, Vraka, Siskou, et al., 2024). For many years, the Greek health system has had a shortage of nursing staff compared to other affluent countries. In Greece, the ratio of hospital employed nurses per 1,000 people is one of the lowest compared to other nations in the Organization for Economic Co-operation and Development (OECD). Additionally, there has been no change in this ratio during the past two decades (OECD, \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Insufficient staffing is a significant contributor to nurses experiencing burnout (Lasater et al., \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2021\u003c/span\u003e), which then affects the likelihood of them experiencing quiet quitting (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2023). Consequently, in order to enhance nursing staffing, it is crucial to implement interventions at the health policy level.\u003c/p\u003e \u003cp\u003eThe present study's findings indicate that working a rotating shift is linked to the occurrence of quiet quitting. This result aligns with the findings of a research which employed Greek nurses (Galanis, Katsiroumpa, Vraka, Siskou, Konstantakopoulou, Katsoulas, et al., 2024). The task of working rotational shifts is arduous for nurses, exerting a toll on both their physical and mental well-being. In particular, shifts that involve rotation increase the likelihood of needlestick and sharps injuries, as well as other work-related mishaps. Night shifts and rotating shifts also elevate the risk of sleepy driving and motor vehicle crashes (Imes et al., \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Furthermore, the practice of working rotational shifts has a direct impact on the quality of sleep experienced by nurses and also plays a role in the development of acute or chronic fatigue (Chang \u0026amp; Peng, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Min et al., \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). This burden on nurses from rotating shifts, which is probably exacerbated by understaffing, leads them to quiet quitting. Less experienced nurses who are younger may opt for a strategy known as \"quiet quitting\" to protect themselves from the adverse effects of chronic understaffing and working rotational shifts.\u003c/p\u003e"},{"header":"Conclusions","content":"\u003cp\u003eThe current study emphasized the significant proportion of nurses who choose to quiet quitting, and identified characteristics such as inadequate staffing, working on rotational shifts, and limited work experience as predictors of this quiet quitting phenomenon. The choice of quiet quitting may negatively affect the quality and safety of the care provided. In many cases, nurses are already unable to complete all nursing tasks and provide comprehensive care. Through quiet quitting this situation may be exacerbated by significantly affecting the level of care of patients. Understaffing of health care organizations is perhaps the most important factor influencing the occurrence of quiet quitting, making it imperative to improve nursing staffing.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eFunding: none\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConflicts of interest: none\u003c/strong\u003e\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n \u003cli\u003eBarbagianni, S., Moisoglou, I., Meimeti, E., Dimitriadi, I., Gialama, M., \u0026amp; Galanis, P. (2023). Quality of Working Life in Relation to Occupational Stress, Anxiety and Depression of Workers in Primary and Secondary Healthcare Workplaces. \u003cem\u003eInternational Journal of Caring Sciences\u003c/em\u003e, \u003cem\u003e16\u003c/em\u003e(3), 1684\u0026ndash;1693. http://www.internationaljournalofcaringsciences.org/docs/59.meimeti.pdf\u003c/li\u003e\n \u003cli\u003eChang, W. P., \u0026amp; Peng, Y. X. (2021). Influence of rotating shifts and fixed night shifts on sleep quality of nurses of different ages: a systematic literature review and meta-analysis. \u003cem\u003eChronobiology International\u003c/em\u003e, \u003cem\u003e38\u003c/em\u003e(10), 1384\u0026ndash;1396. https://doi.org/10.1080/07420528.2021.1931273\u003c/li\u003e\n \u003cli\u003eCho, S. H., Lee, J. Y., You, S. J., Song, K. J., \u0026amp; Hong, K. J. (2020). Nurse staffing, nurses prioritization, missed care, quality of nursing care, and nurse outcomes. \u003cem\u003eInternational Journal of Nursing Practice\u003c/em\u003e, \u003cem\u003e26\u003c/em\u003e(1), e12803. https://doi.org/10.1111/IJN.12803\u003c/li\u003e\n \u003cli\u003eGalanis, P., Katsiroumpa, A., Moisoglou, I., Kalogeropoulou, M., Gallos, P., \u0026amp; Vraka, I. (2024). Emotional intelligence protects nurses against quiet quitting, turnover intention, and job burnout. \u003cem\u003eAIMS Public Health\u003c/em\u003e, \u003cem\u003e11\u003c/em\u003e(2), 601\u0026ndash;613. https://doi.org/10.3934/PUBLICHEALTH.2024030\u003c/li\u003e\n \u003cli\u003eGalanis, P., Katsiroumpa, A., Vraka, I., Siskou, O., Konstantakopoulou, O., Katsoulas, T., Moisoglou, I., Gallos, P., \u0026amp; Kaitelidou, D. (2023). The influence of job burnout on quiet quitting among nurses: the mediating effect of job satisfaction. \u003cem\u003eResearch Square\u0026nbsp;\u003c/em\u003e. https://doi.org/10.21203/rs.3.rs-3128881/v1\u003c/li\u003e\n \u003cli\u003eGalanis, P., Katsiroumpa, A., Vraka, I., Siskou, O., Konstantakopoulou, O., Katsoulas, T., Moisoglou, I., Gallos, P., \u0026amp; Kaitelidou, D. (2024). 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Occupational stress and associated risk factors among nurses: a cross-sectional study. \u003cem\u003eContemporary Nurse\u003c/em\u003e, \u003cem\u003e55\u003c/em\u003e(2\u0026ndash;3), 237\u0026ndash;249. https://doi.org/10.1080/10376178.2019.1647791\u003c/li\u003e\n \u003cli\u003eLabrague, L. J., McEnroe Petitte, D. M., Leocadio, M. C., Van Bogaert, P., \u0026amp; Tsaras, K. (2018). Perceptions of organizational support and its impact on nurses\u0026rsquo; job outcomes. \u003cem\u003eNursing Forum\u003c/em\u003e, \u003cem\u003e53\u003c/em\u003e(3), 339\u0026ndash;347. https://doi.org/10.1111/NUF.12260\u003c/li\u003e\n \u003cli\u003eLasater, K. B., Aiken, L. H., Sloane, D. M., French, R., Martin, B., Reneau, K., Alexander, M., \u0026amp; McHugh, M. D. (2021). 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Work schedule characteristics and occupational fatigue/recovery among rotating-shift nurses: A cross-sectional study. \u003cem\u003eJournal of Nursing Management\u003c/em\u003e, \u003cem\u003e30\u003c/em\u003e(2), 463\u0026ndash;472. https://doi.org/10.1111/JONM.13511\u003c/li\u003e\n \u003cli\u003eMoisoglou, I., Yfantis, A., Galanis, P., Pispirigou, A., Chatzimargaritis, E., Theoxari, A., \u0026amp; Prezerakos, P. (2020). Nurses Work Environment and Patients\u0026rsquo; Quality of Care. \u003cem\u003eInternational Journal of Caring Sciences\u003c/em\u003e, \u003cem\u003e13\u003c/em\u003e(1), 1\u0026ndash;108. www.internationaljournalofcaringsciences.org\u003c/li\u003e\n \u003cli\u003eMoisoglou, I., Yfantis, A., Tsiouma, E., \u0026amp; Galanis, P. (2021). The work environment of haemodialysis nurses and its mediating role in burnout. \u003cem\u003eJournal of Renal Care\u003c/em\u003e, \u003cem\u003e47\u003c/em\u003e(2), 133\u0026ndash;140. https://doi.org/10.1111/JORC.12353\u003c/li\u003e\n \u003cli\u003eOECD. (2021). \u003cem\u003eHealth at a Glance 2021 OECD INDICATORS\u003c/em\u003e. https://www.oecd-ilibrary.org/docserver/ae3016b9-en.pdf?expires=1637171509\u0026amp;id=id\u0026amp;accname=guest\u0026amp;checksum=F5EC5E2B30227D50CD166A0693DF5814\u003c/li\u003e\n \u003cli\u003ePrezerakos, P., Galanis, P., \u0026amp; Moisoglou, I. (2015). The work environment of haemodialysis nurses and its impact on patients\u0026rsquo; outcomes. \u003cem\u003eInternational Journal of Nursing Practice\u003c/em\u003e, \u003cem\u003e21\u003c/em\u003e(2), 132\u0026ndash;140. https://doi.org/10.1111/IJN.12223\u003c/li\u003e\n \u003cli\u003eSauer, P. A., \u0026amp; McCoy, T. P. (2017). Nurse Bullying: Impact on Nurses\u0026rsquo; Health. \u003cem\u003eWestern Journal of Nursing Research\u003c/em\u003e, \u003cem\u003e39\u003c/em\u003e(12), 1533\u0026ndash;1546. https://doi.org/10.1177/0193945916681278/ASSET/IMAGES/LARGE/10.1177_0193945916681278-FIG1.JPEG\u003c/li\u003e\n \u003cli\u003eScheyett, A. (2022). Quiet Quitting. \u003cem\u003eSocial Work\u003c/em\u003e, \u003cem\u003e68\u003c/em\u003e(1), 5\u0026ndash;7. https://doi.org/10.1093/SW/SWAC051\u003c/li\u003e\n \u003cli\u003eShin, S., Park, J. H., \u0026amp; Bae, S. H. (2018). Nurse staffing and nurse outcomes: A systematic review and meta-analysis. \u003cem\u003eNursing Outlook\u003c/em\u003e, \u003cem\u003e66\u003c/em\u003e(3), 273\u0026ndash;282. https://doi.org/10.1016/J.OUTLOOK.2017.12.002\u003c/li\u003e\n \u003cli\u003eWorld Medical Association. (2001). World Medical Association Declaration of Helsinki. Ethical principles for medical research involving human subjects. \u003cem\u003eBull of the World Health Organ.\u003c/em\u003e, \u003cem\u003e79\u003c/em\u003e(4), 374. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2566407/\u003c/li\u003e\n \u003cli\u003eZhang, L., Wang, A., Xie, X., Zhou, Y., Li, J., Yang, L., \u0026amp; Zhang, J. (2017). Workplace violence against nurses: A cross-sectional study. \u003cem\u003eInternational Journal of Nursing Studies\u003c/em\u003e, \u003cem\u003e72\u003c/em\u003e, 8\u0026ndash;14. https://doi.org/10.1016/J.IJNURSTU.2017.04.002\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"National and Kapodistrian University of Athens","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"quiet quitting, nurses, engagement, satisfaction, burnout, healthcare services, healthcare organizations","lastPublishedDoi":"10.21203/rs.3.rs-4593376/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-4593376/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground:\u003c/strong\u003e Quiet quitting has emerged during the COVID-19 pandemic and its consequences for healthcare organizations and services have been expected.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eObjective: \u003c/strong\u003eTo identify levels of quiet quitting among clinical nurses in Greece. Moreover, we examined the impact of demographic and job characteristics on quiet quitting.\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods:\u003c/strong\u003e We conducted an online cross-sectional study in Greece. We collected our data in February 2024. We obtained a convenience sample of nurses who have been working in clinical settings. We used the “Quiet Quitting” Scale (QQS) to measure levels of quiet quitting among nurses in our study. Moreover, we measured gender, age, educational level, job sector, understaffed workplace, shift work, and years of clinical experience.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults:\u003c/strong\u003e Applying the suggested cut-off point we found that seven out of ten nurses (68.2%, n=620) can be considered as quiet quitters, while three out of ten (31.8%, n=289) can be considered as non-quiet quitters. We found that males experienced higher levels of quiet quitting than females (adjusted coefficient beta = 0.216, 95% CI = 0.093 to 0.339, p-value = 0.001). Additionally, shift workers (adjusted coefficient beta = 0.182, 95% CI = 0.091 to 0.272, p-value \u0026lt; 0.001) and nurses who have been working in understaffed workplaces (adjusted coefficient beta = 0.134, 95% CI = 0.006 to 0.262, p-value = 0.040) showed higher levels of quiet quitting. Decreased years of clinical experience were associated with increased quiet quitting (adjusted coefficient beta = -0.008, 95% CI = -0.012 to -0.004, p-value \u0026lt; 0.001). \u003cstrong\u003eConclusions:\u003c/strong\u003e In our sample, nurses reported high levels of quiet quitting. Gender, shift work, an understaffed workplace, and clinical experience had an impact on quiet quitting. Healthcare organizations and managers should pay attention to quiet quitting in order to improve nurses’ productivity and patients’ outcomes.\u003c/p\u003e","manuscriptTitle":"Quiet quitting threatens healthcare organizations and services: alarming evidence from a cross-sectional study with nurses in Greece","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2024-06-18 10:14:09","doi":"10.21203/rs.3.rs-4593376/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"70d5482e-4a59-46b0-b3b2-0c2d0cbd3c8d","owner":[],"postedDate":"June 18th, 2024","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[{"id":33343365,"name":"Nursing"},{"id":33343366,"name":"Other Public Policy"},{"id":33343367,"name":"Occupational Medicine"}],"tags":[],"updatedAt":"2024-06-18T10:14:09+00:00","versionOfRecord":[],"versionCreatedAt":"2024-06-18 10:14:09","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-4593376","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-4593376","identity":"rs-4593376","version":["v1"]},"buildId":"qtupq5eGEP_6zYnWcrvyt","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}