The New Silence Trend for Businesses: Quiet Hiring

Yıl 2024, Cilt: 12 Sayı: 3, 389 - 399, 31.12.2024

Güzin Kıyık Kıcır

https://doi.org/10.22139/jobs.1523008

Öz

The reactive tendencies in silence, which have recently come to the fore in the business world, bring about the development of different adaptation skills for employees, managers and businesses. This research aims to conceptually understand and question the phenomenon of quiet hiring, which entered the literature after the concepts of quiet quitting and quiet firing. The fact that there is not much research on this concept, which has recently started to find a place in the literature, adds originality value to the study. In this article, which is a case study, the issue is examined at the level of definition, theoretical basis, antecedents, consequences, interaction with related concepts and recommendations. The quiet hiring approach, which aims to evaluate the existing human resource potential without going outside the organization, is characterized as a brand new employment policy in human resource management. The concept reveals a flexible understanding that responds quickly to silence instead of a passive aggressive organizational culture against silent reactions. At the end of the conceptual review, it was seen that quiet hiring has the potential to be successful if all human resources processes in enterprises are redesigned according to the organizational structure and human resource potential. When the literature is examined, it is determined that there is a gap in terms of both qualitative and quantitative research. Therefore, new studies can be designed that can increase the comprehensibility of the subject and question its relations with different concepts. In future research, it is important to develop terminology related to the concept, shape the theoretical basis, develop scales and guide new future studies.

Anahtar Kelimeler

Quiet Hiring, Quiet Quitting, Quiet Firing

İşletmeler İçin Yeni Sessizlik Eğilimi: Sessiz İşe Alma (Quiet Hiring)

Öz

İş dünyasında son dönemde öne çıkan sessizliğin içindeki tepkisel eğilimler çalışan, yönetici ve işletmeler için farklı adaptasyon becerilerinin geliştirilmesini beraberinde getirmektedir. Bu araştırma sessiz istifa (Quiet Quitting), sessiz işten çıkarma (Quiet Firing) kavramları sonrasında literatüre giren sessiz işe alma (Quiet Hiring) olgusunu kavramsal olarak anlamayı ve sorgulamayı amaçlamaktadır. Alan yazınında yeni yer bulmaya başlayan bu kavram hakkında fazla araştırma olmaması çalışmaya özgünlük değeri katmaktadır. Olgusal bir inceleme yapılan bu makalede sessiz işe alma; kavramının tanımı, kuramsal dayanağı, öncülleri, sonuçları, ilişkili olduğu kavramlarla etkileşimi ve öneriler düzeyinde konu irdelenmiştir. Kurum dışına çıkmadan mevcut insan kaynağı potansiyelini değerlendirmeyi amaçlayan sessiz işe alma yaklaşımı, insan kaynakları yönetiminde yepyeni bir istihdam politikası olarak nitelendirilmektedir. Kavram sessiz tepkilere karşı pasif agresif örgüt kültürünün yerine, sessizliğe hızlı cevap veren esnek bir anlayışı ortaya çıkarmaktadır. Kavramsal incelemenin sonunda sessiz işe almanın işletmelerdeki tüm insan kaynakları süreçlerinin örgüt yapısı ve insan kaynağı potansiyeline göre yeniden tasarlanması durumunda başarılı olma potansiyeline sahip olduğu görülmüştür. Alan yazınına bakıldığında ise; hem nitel hem de nicel araştırmalar açısından boşluk olduğu tespit edilmiştir. Dolayısıyla konunun anlaşılırlığını artırabilecek ve farklı kavramlarla ilişkilerini sorgulayabilecek yeni araştırmalar tasarlanabilir. Yapılan çalışmalar; kavrama ilişkin terminolojinin oluşması, teorik dayanağın şekillenmesi, ölçeklerin geliştirilmesi ve gelecekteki yeni çalışmalara yön verilmesi bağlamında önemlidir.

Anahtar Kelimeler

Sessiz İşe Alma, Sessiz İstifa, Sessiz İşten Çıkarma

Kaynakça

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