Investigation of psychosocial effects of family health center employees in terms of occupational health and safety

This study aims to examine the psychosocial effects experienced by healthcare workers employed at family health centres in the context of occupational health and safety and to reveal the relationship between these effects and quiet quitting tendencies. A quantitative research method was adopted in the study, and a descriptive survey model was used. The sample of the study consisted of a total of 221 family health workers (doctors, nurses, midwives, and other healthcare personnel) working in various provinces of Turkey. The data collection tools used were the 'Quiet Quitting Scale for Healthcare Workers' and the 'Personal Information Form,' which were adapted by the researcher. Descriptive statistics, independent samples t-test, one-way analysis of variance (ANOVA), Levene's homogeneity tests, and Pearson correlation analyses were applied in the study of the data. According to the findings, the levels of quiet resignation among healthcare workers were generally found to be moderate (𝑋̄= 2.91). When the sub dimensions were examined, it was found that the perception of mobbing (𝑋̄= 3.65) was higher than the other dimensions. According to the gender variable, female employees' perceptions of mobbing were significantly higher than those of males (p < .05), while according to the occupation variable, midwives and nurses perceived more mobbing than other employees. In contrast, no significant differences were found in terms of age, marital status, education level, and years of service variables. The correlation analysis results show that there is a positive and significant relationship between perceived mobbing and quiet Quiet Quitting Scale tendency (r = .648, p < .01), and that the personal thought sub-dimension is the strongest predictor of quiet resignation behaviour (r = .965, p < .01). These results reveal that quiet resignation behaviour is a multidimensional phenomenon related to both individual and organisational factors. In conclusion, it was determined that the most important determinants of family health workers' quiet Quiet Quitting Scale tendencies are individual thought processes and mobbing perception. The research findings indicate the need for systematic monitoring of psychosocial risks, strengthening organisational communication channels, and developing supportive policies for female employees in healthcare institutions.