Abandono silencioso: uma análise do fenômeno no âmbito do setor público

Abstract

Silent abandonment refers to the behavior of consciously limiting the efforts undertaken by the worker in the execution of work activity. It is a phenomenon that has been the subject of academic study and is of interest to managers, since it has been more easily recognized and found in the world of work. This study aims to analyze the perceptions of tenured public servants regarding silent abandonment in the work context. The research adopts a qualitative approach, of an exploratory and descriptive nature, using semi-structured interviews, with a script developed based on the Cognitive-Reflective Approach (CRA) proposed by Pinho and Silva (2025). Seventeen tenured public servants from different career paths participated in the research, accessed through the snowball sampling technique. For the treatment and analysis of the collected data, the Thematic Analysis methodology suggested by Braun and Clarke (2006) was used. The study's results indicate a recognition of silent abandonment within the public sector, identifying behaviors that demonstrate restricted and low commitment, stemming from personal decisions by individuals within this segment's workforce. Regarding the main characterizing elements, based on the collected data, the phenomenon manifests itself through attitudes of detachment and a lack of initiative. The study's findings indicate that its occurrence is especially related to the existence of managers who are distant and disconnected from their teams; to the perception of tolerance for this practice as an expression of ineffective performance management; to the desire to protect the personal lives of employees from the work-related overload and stress; and to the perception of the relevance of political influence to human resource management processes, rather than employee training or engagement. This research contributes to filling an existing gap in international and national academic production, especially by confirming some of the characteristics already pointed out in the literature; deepening the understanding of some of the factors surrounding the phenomenon; not corroborating the actions of others; and identifying the emergence of a new element in this relationship, possibly verified by the specific context of the research. The results ultimately indicate that silent abandonment is a reality in the public administration workforce and, as such, needs to be the subject of study and intervention by those who manage human resources in the sector.