IMPACT OF CONDITIONS OF SERVICE ON QUIET-QUITTING BEHAVIOURS AMONG TEACHERS IN PRIVATE SECONDARY SCHOOLS IN FEDERAL CAPITAL TERRITORY (FCT), NIGERIA

Abstract

Quiet-quitting refers to a situation where employees continue to perform their job duties but only to the minimal extent required, reflecting a psychological withdrawal. Factors aiding this work behaviour worry owners and managers of private secondary schools greatly. This study, therefore, investigated the impact of conditions of service on quiet quitting behaviours among private secondary school teachers in the Federal Capital Territory (FCT), Nigeria. The study adopted a descriptive survey design, with a sample of 322 respondents drawn through stratified proportionate random sampling from 103 private secondary schools. The instrument for data collection was a structured questionnaire developed by the researcher titled “Impact of Conditions of Service on Quiet Quitting among Teachers in Private Secondary Schools Questionnaire (ICSQQTPSSQ)”. The instrument contained 20 items based on the two research questions. An expert validated the instrument. The reliability of the instrument was determined using Cronbach Alpha method which yielded 0.72 for cluster 1 and 0.70 for cluster 2 with an overall reliability index of 0.71 which indicated that the instrument was reliable. The two research questions and hypotheses were analysed using mean, standard deviation, and chi-square statistics respectively and the null hypotheses were rejected. The result revealed statistically that workload has significant influence on quiet quitting behaviour, χ² (3, N = 3,150) = 23.01, p < .001. Furthermore, the Chi-square test result, χ² (3, N = 3,150) = 23.01, p < .001, confirmed a statistically significant association between workload and quiet quitting. Findings revealed that both workload and remuneration significantly influence quiet quitting behaviours in private secondary schools in FCT. The study recommends a more favourable conditions of service in private secondary schools within FCT which includes fair remuneration and workload reduction to mitigate quiet quitting behaviours and boost teachers’ morale.