Relevant bibliographies by topics / Quiet Quitting

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Quiet Quitting'

Author: Grafiati
Published: 5 June 2025
Last updated: 25 June 2025

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Journal articles on the topic "Quiet Quitting"

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Salem, Nasreen. "Quiet quitting." Dental Nursing 18, no. 10 (2022): 480–81. http://dx.doi.org/10.12968/denn.2022.18.10.480.

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Loewy, Joanne V., and Ralph Spintge. "Quiet quitting:." Music and Medicine 14, no. 4 (2022): 196–98. http://dx.doi.org/10.47513/mmd.v14i4.899.

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Recent attention related to the aftermath of the COVID-19 pandemic is reflecting upon its impact in social and workplace settings. A September Gallup pole in the United States found that “quiet quitters" make up at least 50% of the U.S. workforce -- likely more...
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Szabó, Dorottya. "Quiet quitting." Világpolitika és a Közgazdaságtan 2, no. 1 (2023): 115–18. http://dx.doi.org/10.14267/vilpol2023.01.16.

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A nyáron vírusként terjedt el a közösségi médiában egy TikTok videó39, ami a „quiet quitting” terminussal ismerteti meg a nézőket. A kifejezés kissé csalóka, mivel alapvetően nem arról van szó, hogy a munkavállalók felmondanak a munkahelyükön, hanem csupán arról, hogy nemet mondanak az úgynevezett „hustle culture”-re. Ez a magyarra nemigen lefordítható terminus nagyjából azt jelenti, hogy a munkavállalók mindent a munkájuknak rendelnek alá, túlórát vállalnak akár fizetetlenül is, egyszóval a munkájuk teszi ki az életük túlnyomó részét. Azok tehát, akik implementálják a „quiet quitting” filozófiáját, tulajdonképpen a minimumon teljesítenek a munkahelyükön, és szigorúan tartják magukat a munkaköri leírásukhoz, nem vállalnak el feladatokat azon felül.
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Waruwu, Tommi Ferdinan, Romika, and Tju Lie Lie. "QUIET QUITTING." Way: Jurnal Teologi dan Kependidikan 11, no. 1 (2025): 18–38. https://doi.org/10.54793/teologi-dan-kependidikan.v11i1.185.

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Quiet quitting has become a concern in the modern workplace because it reflects an imbalance between work demands and individual well-being. This phenomenon impacts work motivation, organizational culture, and company productivity. This study aims to analyze this phenomenon from the perspective of Christian theology of work, by examining the causal factors, impacts, and ethical solutions offered by the principles of faith. Using a qualitative method with a phenomenological approach, this study collected data through interviews, surveys, and literature studies of theologians such as Gregori Guitian and Scott Paeth. The results of the study show that although the Bible emphasizes hard work and responsibility, Christian values ​​also teach balance in life, social justice, and respect for the dignity of workers. Quiet quitting does not always conflict with the principles of faith if it is understood as a form of resistance to exploitative work systems and as an effort to maintain mental health. Therefore, the integration of the theology of work into organizational culture is needed to create a fairer work environment, support employee well-being, and build open communication and proper appreciation. In conclusion, work in the Christian faith is a form of worship and service that must be carried out with integrity, dedication, and balance. By applying the principles of the theology of work, organizations can overcome this phenomenon and create a more positive, productive, and meaningful work culture for each individual.
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Weilguny-Schöfl, Gerlinde. "Quiet Quitting." PRO CARE 29, no. 9 (2024): 45–47. http://dx.doi.org/10.1007/s00735-024-1906-2.

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Zhang, Tingting, and Chloe Rodrigue. "What If Moms Quiet Quit? The Role of Maternity Leave Policy in Working Mothers’ Quiet Quitting Behaviors." Merits 3, no. 1 (2023): 186–205. http://dx.doi.org/10.3390/merits3010012.

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This study aims to examine the effects of various maternity leave support on the quiet quitting behaviors and mental health conditions of working mothers across industries during the post-pandemic period. Through an empirical survey method of 310 valid responses from a panel data, the study results indicated that working mothers who took maternity leave were less likely to adopt quiet quitting behaviors when they returned to work after childbirth and showed better mental health at work compared to their peers who did not take maternity leave because of childbirth and/or childcare. Additionally, paid maternity leave was not found to have a significant effect on quiet quitting behaviors and mental health of working mothers across industries, but the duration of maternity leave was found as a significant factor in impacting working mothers’ quiet quitting behaviors and their mental health conditions. Moreover, peer workers’ quiet quitting behaviors and supervisors’ support for childcare (e.g., flexible work schedule) were found significantly to improve working mothers’ quiet quitting tendencies at work. Lastly, there exist significant differences in age and race in the working mothers’ quiet quitting behaviors at work.
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ESEN, Dilek. "Quiet Quitting in Public Institutions: A Descriptive Content Analysis." International Journal of Contemporary Economics and Administrative Sciences 13, no. 1 (2023): 296–326. https://doi.org/10.5281/zenodo.8428256.

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The study discussed quiet quitting (QQ) in the context of the public institutions. In this context, it has been investigated that the definition of QQ in the public institutions, individual and organizational factors contributing to QQ, the importance of managers in QQ, the consequences of Quiet Quitting Behavior (QQB), and the effects of the pandemic. The data were obtained through in-depth interviews conducted with 13 voluntary participants working in public institutions. Maxqda Program was used for analysing the data. According to the results, it was concluded that QQB can be more prevalent among individuals with longer tenure and older age in public institutions. In public institutions, QQ was expressed through the concepts of "System Problem and Desperation", "Attitude", "To be Offended" and "Passive Aggression-Emotional Dissatisfaction". The most intense emotions felt by those experiencing the QQ process were devalued, unhappiness, and desperation. The primary organizational reasons for QQB were found to be lack of motivation and recognition.
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Odessa, Hamilton. "Tackling quiet quitting." Children and Young People Now 2024, no. 8 (2024): 40. http://dx.doi.org/10.12968/cypn.2024.8.40.

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Staff who are unhappy in their jobs can have a negative impact on an organisation and the services it provides, so it is important to spot the signs of quiet quitting and take steps to re-engage workers
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Zuzelo, Patti Rager. "Discouraging Quiet Quitting." Holistic Nursing Practice 37, no. 3 (2023): 174–75. http://dx.doi.org/10.1097/hnp.0000000000000583.

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Bakotić, Danica. "RELATIONSHIP BETWEEN QUIET QUITTING AND LEADERSHIP ORIENTATION: THE CASE OF CROATIAN EMPLOYEES." DIEM Dubrovnik International Economic Meeting 8, no. 1 (2023): 38–45. http://dx.doi.org/10.17818/diem/2023/1.5.

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Quiet quitting describes the situation when an employee mentally and emotionally checks out form the job, and does the bare minimum in her/his everyday work activities. This topic becomes very popular since the coronavirus pandemic, when people reconsidered their approaches towards work and decided to accomplish work-life balance. Quiet quitting is mostly evident among generation Z and Millennials, but other generations are also involved in this phenomenon. In general, quiet quitting origins from an organization's failure to create a meaningful bond with its employees. Consequently, leadership orientation could influence on appearance and presence of quiet quitting behaviour. The aim of this paper was to examine the phenomenon of quiet quitting among Croatian employees. An additional aim was to analyse the connection between quiet quitting and leadership orientation. The empirical research was conducted in 2023 on convenience sample. The questionnaire was created and distributed online. Research results showed a moderate level of quiet quitting behaviour among Croatian employees. Furthermore, research results suggested that task oriented leadership is more often represented than people oriented leadership. A negative statistically significant correlation between task oriented leadership and quiet quitting has been discovered, but no statistically significant correlation between quiet quitting and people oriented leadership.
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Dissertations / Theses on the topic "Quiet Quitting"

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Keen, Brittany P. "A pilot study investigating the efficacy of an imagery-based motivational intervention for smoking cessation." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/86533/1/Brittany_Keen_Thesis.pdf.

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This pilot study evaluated the potential efficacy of an imagery-based intervention called Functional Imagery Training (FIT) as a therapeutic approach to smoking cessation. FIT showed promising results in reducing cigarette use, managing craving, and promoting abstinence among smokers when compared to a control condition, and may play a role in maintaining smokers' motivation to quit. This study was the first of its kind, and paves the way for future investigations into FIT as a smoking cessation intervention.
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Books on the topic "Quiet Quitting"

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United States. Public Health Service, ed. Quitting helps you heal faster, your hospital visit is a great time to quit smoking =: Dejar de fumar le ayuda a sanar más rápido, su visita al hospital es una excelente ocasión para dejar de fumar. U.S. Dept. of Health and Human Services, Public Health Service, 2003.

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United States. Public Health Service., ed. Quitting helps you heal faster, your hospital visit is a great time to quit smoking =: Dejar de fumar le ayuda a sanar más rápido, su visita al hospital es una excelente ocasión para dejar de fumar. U.S. Dept. of Health and Human Services, Public Health Service, 2003.

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Poe, Regina. Quiet Quitting: The New Workplace Trend. Independently Published, 2022.

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Quiet Quitting and Quiet Thriving - Flourishing in the Modern Organization. Nova Science Publishers, Incorporated, 2024.

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Quiet Quitting and Quiet Thriving - Flourishing in the Modern Organization. Nova Science Publishers, Incorporated, 2024.

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What Is Quiet Quitting, the Reasons Why Employees Are Quiet Quitting at Their Workplace, How Employees Quiet Quitting at Their Workplace Affects Employers, and How Quiet Quitting at the Workplace Affects an Employee's Future Employment Status. Independently Published, 2022.

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What Is Quiet Quitting, the Reasons Why Employees Are Quiet Quitting at Their Workplace, How Employees Quiet Quitting at Their Workplace Affects Employers, and How Quiet Quitting at the Workplace Affects an Employee's Future Employment Status. Independently Published, 2022.

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Vrla, Kelli. Hit the Reset Button: Prevent Burnout & Quiet Quitting. Primedia eLaunch LLC, 2023.

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Handbuch Mitarbeitergespräche: Ein Leitfaden Für Konstruktive und Erfolgreiche Kommunikationsführung in Zeiten Von Generation Z und Quiet Quitting. Wiley & Sons, Incorporated, John, 2024.

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Quit: Quitting Smoking. Independently Published, 2018.

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Book chapters on the topic "Quiet Quitting"

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Richardson, Sydney D. "Reimagining Quiet Quitting." In Making the Entrepreneurial Transition. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-29211-8_8.

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Ochis, Karina. "What to Do about ‘Quiet Quitting'?" In Gen Z in Work. Routledge, 2024. http://dx.doi.org/10.4324/9781032722696-16.

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Dominique-Ferreira, Sergio, Marina Oliveira, and Catherine Prentice. "Organizational Commitment: The Role of Organizational Happiness and Quiet Quitting." In Advances in Tourism, Technology and Systems. Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-99-9758-9_6.

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López-Fernández, Andrée Marie. "Business Disruption on TikTok: Quiet Quitting Challenging Corporate Social Responsibility Policies." In Paradigm Shift in Business. Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-40439-9_20.

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Wortelboer, Gerben, and Martijn Pieter Van der Steen. "Precarious Workers’ Wellbeing: Identity Development Through Online Discourses of Quiet Quitting." In The Palgrave Handbook of Fulfillment, Wellness, and Personal Growth at Work. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-35494-6_15.

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Gabelaia, Ioseb, and Ramune Bagociunaite. "The Impact of “Quiet Quitting” on Overall Organizational Behavior and Culture." In Lecture Notes in Networks and Systems. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-53598-7_33.

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Efendi, Muhammad Agus, Agus Iqbal Hawabi, and Endah K. Purwaningtyas. "The effect of work-life balance on quiet quitting in millennial generation workers." In Advances in Social Science, Education and Humanities Research. Atlantis Press SARL, 2023. http://dx.doi.org/10.2991/978-2-38476-188-3_6.

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Khan, Muskan, Arpana Kumari, Vineet Sengar, Zakir Hossen Shaikh, and Neetu Rani. "Leveraging Generative AI and Well-Being Oriented HRM to Address Social Isolation and Quiet Quitting in the Workplace." In Studies in Big Data. Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-83911-5_50.

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Rocha, Helena Carina Ferreira, Márcia Duarte, and Sérgio Dominique-Ferreira. "The Impact of Work-Life Conflict on Employees’ Emotional Well-Being and the Adoption of Quiet Quitting—A Study Case Applied to the Portuguese Hospitality Industry." In Advances in Tourism, Technology and Systems. Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-99-9758-9_18.

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Caldwell, Cam, Verl Anderson, and Dima Jamali. "“Quiet Quitting” or “Quiet Thriving”: introduction and overview." In Quiet Quitting and the Leadership Challenge. Edward Elgar Publishing, 2025. https://doi.org/10.4337/9781035347568.00005.

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Conference papers on the topic "Quiet Quitting"

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Khurana, Dr Nidhi, Mrs Vaishali Das Gupta, and Dr Sarita Goel. "THE IMPACT OF QUIET QUITTING FACTORS DRIVING EMPLOYEE DISENGAGEMENT POSTPANDEMIC." In Transforming Knowledge: A Multidisciplinary Research on Integrative Learning Across Disciplines. The Bhopal School of Social Sciences, 2025. https://doi.org/10.51767/ic250201.

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The COVID-19 pandemic has led to an increase in employee disengagement, commonly referred to as "quiet quitting." This term describes employees who fulfil only the basic requirements of their roles, which can significantly harm organizational performance. This study aims to examine the underlying factors contributing to quiet quitting, its impact on businesses, and potential solutions to mitigate its effects. Adopting a mixed-methods approach, the research integrates a thorough literature review with surveys conducted among managers and HR professionals. The study identifies ineffective leadership as a primary driver of employee disengagement. Statistical analysis is used to explore the relationship between quiet quitting and its contributing factors. The study also evaluates the effectiveness of various engagement strategies, such as recognition programs, in improving employee satisfaction, retention, and overall engagement. The findings offer valuable insights into the root causes of quiet quitting and provide actionable recommendations for organizations to foster a more committed and engaged workforce, ultimately enhancing overall organizational performance.
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Schmidt, Dusana Alshatti, and Matus Barath. "The Risks of Quiet Quitting: Exploring the Impact of Telework on Employee Psychological Departure." In 9th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2023. http://dx.doi.org/10.31410/eraz.2023.249.

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The rise of teleworking has revolutionized the way of working, al­lowing employees to carry out their duties remotely and offering newfound flexibility. The long-term impact of teleworking has fully developed many neg­ative factors that were already present in traditional work settings. One con­cern that has been raised is whether telework can lead to quiet quitting. Given that the COVID-19 pandemic and the subsequent increase in remote work have highlighted the phenomenon of quiet quitting, it is essential to examine the pre-pandemic context to develop a comprehensive understanding of telework­ers’ potential to silent disengage from work. Drawing on existing literature, this paper aims to analyze the risks of quiet quitting and investigate whether tele­workers are susceptible to engaging in quiet quitting by examining the poten­tial factors before the pandemic. This can help organizations to identify and ad­dress potential challenges, and foster an environment that promotes employee engagement, and long-term commitment.
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Zdravkovski, Maja, Biljana Kilibarda, Milica Ivanović, Marija Vuković, Ivana Grubor, and Jelena Gudelj-Rakić. "Experience of the tobacco quit line in Serbia." In Proceedings of the International Congress Public Health - Achievements and Challenges. Institute of Public Health of Serbia "Dr Milan Jovanović Batut", 2024. http://dx.doi.org/10.5937/batutphco24190z.

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Background: In Serbia, more than 19,000 people die every year due to tobacco-related illness and despite many health and socioeconomic consequences, prevalence of smoking is still high both among adults and adolescents. Implementation of effective tobacco cessation programs, including quitlines, is among most important tobacco demand reduction measures. To support people who use tobacco, Institute of Public Health of Serbia "Dr Milan Jovanovic Batut" (IPHS) established free tobacco quit line in June 2022. Methods and Objectives: The aim is to present sociodemographic characteristics, smoking history and motivation to quit, expected benefits and assessed level of nicotine dependence of users of the IPHS tobacco Quitline. We performed descriptive statistics of data obtained from 52 Quitline users collected in the period June 2022 - August 2023. Results: Majority (67%) of 52 tobacco quit line users were female and 33% were male. Quitline users were Serbian residents of all ages (15-82 years old). For most of the quitline users, health related reasons was the main motive for quitting smoking. Smoking councilors support was sought not only by smokers, but also by those who are concerned about the health of close people who smoke. As the main perceived benefit from quitting cigarettes, 77% respondents indicated health, while 9.6% indicated financial gain. According to the results of the Fagerström test, 38% had a high nicotine addiction, 33% had moderated dependence and 12% low nicotine dependence. Conclusions: The experience show that smokers as well as non-smokers from all age groups used Quitline and health was main motivation to quit. Low number of tobacco quit line users call for media campaign and other means of promotion to increase demand for smoking cessation support.
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Tommasi, Francesco, Andrea Ceschi, and Riccardo Sartori. "PERSON-ENVIRONMENT MISFIT AND MENTAL DISORDER AMONG PHD STUDENTS: THE MEDIATING ROLE OF MEANINGFUL WORK." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact045.

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"In organizational psychology, the authors’ awareness of the concerns about the current academic working conditions and their potential impacts on PhD students’ mental health is increasing. Accordingly, authors have witnessed increased the attention to PhD students’ perception of their fit with the environmental conditions, i.e., organizational policies, co-workers’ and supervisors’ relations and supports, as an antecedent of their PhD experience. In particular, such environmental conditions seem to be related to the high diffusion of state anxiety and depression among PhD students that perceive a certain level of misfit between them and the environment. However, studies suggested that, despite the working conditions, in the presence of positive experience at work, such as meaningful work, individuals are less at risk of developing mental disorders as well as of quitting their job. Indeed, meaningful work construct regards a positive individual phenomenon of experience and perception of meaningfulness at work. Then, it might be a potential experience that might mitigate the experience of negative states at work. The present paper aims to address the current need for knowledge by involving a literature review of the role played by meaningful work in the PhD experience. Then, the paper explores the potential mediational role of meaningful work between the path from P-E misfit and mental disorders’ symptoms and students’ intention to quit. A cross-sectional study has been devised via the use of an online questionnaire with self-report measures on P-E misfit, meaningful work, mental health disorders symptoms, and intention to quit. In a sample of N = 251 Italian PhD students, the results showed a prevalence of three mental health disorders symptoms, i.e., depression, anxiety and hostility, among doctorate students, which resulted to be positively related to the levels of P-E misfit. Then, the results showed a negative mediating role of meaningful work on the paths from P-E misfit to (a) mental disorders and (b) intention to quit. Finally, the paper advances further steps for research as well as for practical implications for supporting PhD students."
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Pereira, Maria Eduarda Alves Limiro. "Smoking control program and occupational therapy: experience report." In II INTERNATIONAL SEVEN MULTIDISCIPLINARY CONGRESS. Seven Congress, 2023. http://dx.doi.org/10.56238/homeinternationalanais-102.

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Abstract Nicotine dependence is characterized by a strong desire to use the substance and difficulty to control the use, among other aspects, so smoking is considered a pandemic, besides being a causal factor for approximately four other potential diseases incapacitating or fatal (MINISTÉRIO DA SAÚDE, 2020). Due to the consequences of smoking on the health of individuals, in 1986 the Ministry of Health, in partnership with the National Cancer Institute José de Alencar Gomes da Silva- INCA, articulated the actions that make up the National Program for Tobacco Control -PNCT, to reduce the prevalence of tobacco users and morbidity and mortality resulting from the tobacco consumption and its derivatives (INCA, 2022). The PNCT is intended for people who have the desire to quit smoking, providing information and strategies necessary for participants to better direct their efforts, it consists of an active and pragmatic approach, where individuals are encouraged to apply in their daily lives what they learn in the sessions (INCA, 2019). Thus, a program cycle has four total sessions, with up to fifteen participants, believed to be more effective than longer groups, dealing with the themes: (1) entender why one smokes and how it affects health, (2) the first days without smoking, (3) how to overcome obstacles to stay without smoking and (4) the benefits after quitting smoking (INCA, 2019). After this period, fortnightly maintenance meetings took place. This work will address the experience as an intern of Occupational Therapy in a Basic Health Unit - UBS, of the Federal District that carried out pnct groups, aiming to present the functioning of the groups and the contributions of the Occupational Terapia for their development.
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Wei, Y., U. Nienhuis, and E. Moredo. "Two Approaches to Scheduling Outfitting Processes in Shipbuilding." In SNAME Maritime Convention. SNAME, 2009. http://dx.doi.org/10.5957/smc-2009-p09.

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In shipbuilding, outfitting is the process of installing non-structural components, like equipment, pipes, cables, ducts, etc., which can run through several structural compartments. Pre-outfitting is defined as outfitting activities that take place before hull erection, thus during panel, section and block assembly. The outfitting process is characterized by interferences between yard and many subcontractors, disturbances by unexpected delays, and technological constraints concerning the installation of main propulsion machinery. Scheduling of this process is therefore quite complex and a difficult topic to research. According to extensive literature study, there have been some relevant paper published more than twenty years ago[1],[2],[3],although since then the topic has not received much attention.. Traditionally, the initial outfitting process planning is generated largely manually by experts with the help of computer software, like Microsoft Project and Primavera. These tools allow some limited plan checking and evaluation. As soon as special simulation tools, for example based on eM-Plant or, Arena, are fully developed, plans can be tested, analyzed and optimized in a more accurate way. Even though the digitalization of downstream work is being developed, the initial plan depends greatly on experts. They have to be trained and then gain their expertise from practice. It generally takes over five years for someone to acquire sufficient expertise in a particular area[4]. Furthermore, the knowledge the experts gained by their years of experience may be lost, due to retirement and personnel quitting the company. Hence, it is indispensable to make such tacit knowledge explicit through models. It means that in order to optimize the facilities, maximize the production efficiency and minimize the building time, it is necessary to develop a system to automatically generate plans for outfitting processes, which can also support the simulation models afterwards for verification purposes. The research discussed in this paper looks into the possibilities to automatically generate an outfitting sequence and planning, based on two approaches. The first approach is an analytical approach, where the focus lies on the most convenient installation sequence on a system or compartment level. This sequence considers all relations between activities within one system and with activities of other systems, and relations within one compartment and its adjacent compartments. Then a mathematical approach is discussed. Physical constraints between the pipes, ducts, cable trays, etc. are introduced and represented. A model is made to generate an installation sequence of these components in one compartment.
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Al Balushi, Mohamed Abdul Wahab Abdul Karim. "Huff and Puff Field Production Optimization at Al Noor's Ara Salt Basin in South Oman." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206329-ms.

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Abstract The everlasting emphasis on abiding by the forecasted plans and targets in Greater Birba while limiting operating expenditure exhaustion has paved the way for additional analysis and monitoring of current well performance trends in complex reservoir configurations such as Al Noor. Buried at deep depths underneath a high-pressure overburden, the Ara Salt depositional features in the southern basin of Oman present unique yet extremely challenging characteristics with respect to hydrocarbon extraction and subsequent production. Situated below the four primary carbonate layers of A1C-A4C, Al Noor Field's Athel-type formation poses one of the most challenging reservoir configurations across the region. Recent efforts to sustain free-flowing production in this field were initiated through applying the cyclic huff and puff process to spark the necessary pressure difference between the tubing head and the flowline pressures, allowing the well to remain active. With projected additional constraints bound to augment the producing capacity, efforts to sustain a high yield from what remains to be a considerable extent of unrecovered hydrocarbons has called for a more thorough case study; one that is aimed at maximizing the capital gain as well as minimizing the environmental footprint and existing time constrains on the field operators. The goal of this work is to present a thorough study of Al Noor field's huff and puff plan as well as highlight underlying subsurface and surface issues. Based on initial deductions, the task is to then analyze a wide selection of parameters on PI and energy component, both of which are primary production programming interfaces that are consulted to correlate existent depressurization patterns with respect to the tubing head pressure (THP) before and after kick-off procedures, lowest flowline pressure (FLP) readings, average choke opening sizes in order to contrive an updated categorization of the field's active or temporarily closed/quit wells; one based on the tested net production rate of each well against the duration of its quitting cycle in days/month. Consequently, preliminary observations of a few wells unravelled startling revelations in terms of the potential for prolonging time elapse until quit. In addition to minimizing the operator's load and reducing quantities of gas flared, large capital gains were generated in proportion to the feasibility of reducing inefficient disparities, some even stretching to an excess of a $142,000 in relatively low producers and over a considerably small batch of tested wells. Following that, an implementation proposal comprised of a case-by-case strategy for three selected wells was relayed to the on-site operations team. The selection process was based on their optimization viability with regards to examined parameters as well as their productivity profile. Instructions included following the standard procedure in ALNR 21 but depressurizing the FLP to below 4 bars instead of 40, aiming therein to maximize the THP after kick-off and stretch out the cycle. The choke size was adjusted from 50% to 20% opening in ALNR 20 to observe effects on rates as well as pressure maintenance and last but not least, apply the innovative pressure build-up theory in a quantitatively low producing ALNR 24. The effects of this strategy presented an overwhelming degree of success in augmenting post kick THP levels, steadying production rates and perpetuate the wells’ activity. Finally, case study focussed and general recommendations were outlaid for short to long-term future performance improvements.
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Buchem, Ilona, Susan Vorwerg, and Oskar Stamm. "Effectiveness of self-competitive gamification designs in VR exergames. Pilot study results from a 6-week training intervention with senior users." In 8th International Conference on Human Interaction and Emerging Technologies. AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002744.

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VR exergames, as a form of serious games for physical exercising, have been used to increase motivation to exercise, support long-term adherence and improve health-related outcomes in different populations including senior users [1]. Typically, gamification designs in exergames have incorporated such elements as points, badges, leader boards, levels of difficulty and time limits to benefit users [2]. Gamification designs in exergames have also used the mechanics of both social competition and self-competition to enhance training outcomes. While competition in exergames may be experienced as excitement and thrill by users with a heightened competitive drive to win, it may at the same time negatively affect intrinsic motivation and outcomes of less fit and/or less competitive users [3]. Therefore, it has been argued that self-competition in exergames is a more fair approach as it gives less fit users a better chance to improve one's previous performance and resist quitting. This paper presents the result from a pilot study, in which two prototypes of the VR exergame “ballgame” were tested with 23 users aged 75.8 years (SD: 4.7) during a 6-week training intervention. The ballgame was designed for single-players and incorporated self-competition mechanisms. The VR training system with exergames was designed in the R&D project “bewARe” dedicated to a sensor-supported movement training for senior users and founded by the German Ministry of Research and Education. The 6-week training intervention included a set of VR exergames ranging from strength endurance to endurance exercises like dancing or ballgames. The study investigated the effectiveness of the two designs of the ballgame, using the hit rate as a metric. In ballgame 1 (B1), users had to throw a virtual ball precisely into a ring held by the virtual trainer “Anna”. The users were asked to throw the ball alternately with the right and left hand in a time of 2.5 minutes. The virtual trainer was holding the ring in her hands and changed its position from time to time. In ballgame 2 (B2), the task was to throw the balls against a wall with the right or left hand as fast as possible within 1.0 minute. During B2 the virtual trainer was not interacting with the user through synchronised movement as opposed to B1. All hits to the ring in B1 and against the wall in B2 were counted and displayed for the user in the VR hit counter. The two ball games (B1 and B2) were repeated in 2 to 3 rounds during a training session. The primary goal of our research was to evaluate to what extent the different self-competition designs enhance the improvement of one’s own performance over time. The study was part of the 6-week exergame training for senior patients with hypertension and took place in the laboratory of the Geriatrics Research Group at Charité Universitätsmedizin Berlin. During the period of six weeks, participants had two training sessions each week. Each session lasted approx. 30 minutes and had moderate intensity (40-60% of heart rate reserve). Users were immersed in VR exergames by wearing an HTC Vive Pro headset and interacted using HTC controllers. The study was approved by the Ethics Committee of the Charité (No. EA1/019/20).Mean values were calculated for each training session. Mean hits were 26.46 (SD: 7.02) in B1 and 22.71 (SD: 6.11) in B2. A repeated-measures ANOVA with Greenhouse-Geisser correction showed that over the entire course of training, the average number of hits differed significantly for both ball game variants (B1: F(2.58, 43.90) = 67.09, p<0.001, partial Eta squared = 0.80; B2: F(1.46, 23.32) = 35.90, p<0.001, partial Eta squared = 0.69). From training session 1 to training session 6, the number of hits increased by 20.66 (SDF: 1.59) for B1 and by 15.55 (SDF: 2.19) for B2. Out of 23 study participants, 14 (60.9%) liked the ballgames most compared to all other exergames. The results indicate that self-competitive gamification designs in VR exergames are effective for less fit users such as senior patients with hypertension. In both versions of the ballgame users improved their performance over time as the hit rate increased and the users did not quit the exergame. The paper presents the differences in the gamification designs of both prototypes and discusses possible interdependencies with the different forms of interaction with the virtual trainer and the effects of repeated practice over time. We conclude with recommendations for further research.References[1] Larsen, L.H. et al. (2013). The Physical Effect of Exergames in Healthy Elderly. A Systematic Review. Games for Health, 2(4), 205-12[2] Nor, N.N. et al. (2020). A Review of Gamification in Virtual Reality (VR) Sport. EAI Endorsed Trans. Creative Technol., 6.[3] Michael, A., & Lutteroth, C. (2020). Race Yourselves: A Longitudinal Exploration of Self-Competition Between Past, Present, and Future Performances in a VR Exergame. 2020 CHI Conference on Human Factors in Com. Sys.
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Reports on the topic "Quiet Quitting"

1

Lee, Dain, Jinhyeok Park, and Yongseok Shin. Where Are the Workers? From Great Resignation to Quiet Quitting. National Bureau of Economic Research, 2023. http://dx.doi.org/10.3386/w30833.

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