The Great Resignation and Organizational Culture

The Great Resignation and Organizational Culture

Cynthia Maria Montaudon-Tomas, Anna Amsler, Ingrid N. Pinto-López
Copyright: © 2022 |Pages: 16
DOI: 10.4018/978-1-6684-4803-8.ch011
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Abstract

This chapter analyzes the phenomenon known as the great resignation or the big quit, which entails the massive voluntary resignations or mass exodus of workers that have been taking place in different organizations across the globe. Although the notion has acquired relevance during the COVID-19 pandemic and is connected to reassessing or revaluating work and the fragility of life, it was first developed in 2019 by Professor Antony Klotz of Texas A&M University. Different factors associated with this phenomenon are described, along with changes that will occur in the world of work in order to deal with The Great Resignation.
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Background

The great resignation is a term coined by professor Antony Klotz for Texas A&M University before the pandemic reshaped the nature of work. Klotz anticipated that there would be a huge resignation wave based on a few different factors and that many employees would have resigned their jobs with or without the pandemic (Kaplan, 2021). Studies of this phenomenon have been centered on how and why people are leaving their jobs and where this decision is leading (Miralles, 2022). This has led to conclusions stating that this movement is a massive reevaluation of the premise that a job is more than a means to an end (Aratani, 2021).

Key Terms in this Chapter

Remote Work: Work that is carried out away from the organization’s premises using communication technologies.

Resignation: A voluntary decision to leave one’s job that is taken to action.

Discontent: A feeling of lack of satisfaction.

Burnout: A physical and mental state of exhaustion particularly connected to work.

Anti-Work Movements: Groups of people that share a life philosophy where work is not at the forefront of life.

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