Study 2- Scale tests item reliabilities and CFA.

Growing attention has focused on employees’ repeated workplace decision to engage in work-related tasks and responsibilities at a minimum level that will not lead to their dismissal. This pattern of employee work behavior, labeled “Quiet Quitting,” represents a potentially problematic organizational phenomenon, particularly given increasingly complex work demands that can lower organizational performance. However, the literature lacks both a conceptually anchored definition of the Quiet Quitting construct and an associated empirically validated measure. Through four studies (sample of graduate students, Prolific sample, snowball sample from participants around the world, and a field sample of employees), we develop and validate a two-dimensional Quiet Quitting scale. This scale will facilitate measurement of the construct and development of a more nuanced understanding of its nomological network, correlates, and consequences. Implications for theory and research bearing on employee Quiet Quitting and employee work contributions are offered.当前，学界对员工反复采取的职场决策模式——仅以不会招致解雇的最低标准完成工作相关任务与职责——的关注度与日俱增。这种员工工作行为模式被称为“静息辞职（Quiet Quitting）”，属于可能引发组织问题的典型现象，尤其在工作要求日趋复杂、可能降低组织绩效的背景下，其负面影响更为凸显。然而，现有学术文献既未对“静息辞职（Quiet Quitting）”这一构念给出概念锚定的明确定义，也缺乏经实证检验的配套测量工具。本研究通过四项研究（涵盖研究生样本、Prolific平台样本、全球参与者滚雪球样本以及员工实地样本），开发并验证了二维静息辞职量表。该量表将为该构念的测量提供支撑，并助力学界更细致地厘清其法则关联网络、相关变量与影响后果。本研究提出了针对员工静息辞职与员工工作贡献相关理论与研究的启示。