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Do Career Development Barriers Trigger Silent Resignation in Academics? A Comparison of Generation Y-Z

Akademisyenlerde Kariyer Gelişim Engelleri Sessiz İstifayı Tetikler mi? Bir Y-Z Kuşağı Karşılaştırması

Filiz Demir(KARAMANOĞLU MEHMETBEY ÜNİVERSİTESİ)0000-0002-5906-6982
Nezahat Koçyiğit(NECMETTİN ERBAKAN ÜNİVERSİTESİ)0000-0003-3332-3642
Pages
41–55
Publication Date
2026-08-31
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

Results: The findings reveal that career development barriers have a positive and significant effect on silent resignation.

📌 3 Key Takeaways

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Objective & Hypothesis:Objective: This study examines the impact of career development barriers on silent resignation among academicians.
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Key Findings & Data:A total of 368 participants took part voluntarily, and data were collected using a structured questionnaire.
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Conclusion & Impact:Results: The findings reveal that career development barriers have a positive and significant effect on silent resignation.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Kariyer Gelişimi Engelleri · Sessiz İstifa · Akademisyenler

Abstract

Objective: This study examines the impact of career development barriers on silent resignation among academicians. Specifically, it explores whether these barriers influence silent resignation and whether the effect differs between Generations Y and Z. In addition, differences in career development barriers and silent resignation are analyzed across demographic and professional variables including gender, marital status, seniority, academic title, years of employment, number of children, and weekly course load. Method: The study employed a quantitative survey design, targeting full-time academicians working at state universities in Türkiye. A total of 368 participants took part voluntarily, and data were collected using a structured questionnaire. Validity and reliability tests of the scales were conducted, followed by normality, correlation, t-test, ANOVA, and regression analyses. Results: The findings reveal that career development barriers have a positive and significant effect on silent resignation. Furthermore, significant differences were observed in both career development barriers and silent resignation according to gender, marital status, and years of employment. Among the sub-dimensions of career barriers, lack of resources was reported more strongly by Generation Z, women, and married employees, while institutional relations and other career barriers were found to exert a greater influence on silent resignation in Generation Z. Conclusion and Recommendations: The findings highlight the importance of addressing career development barriers to reduce silent resignation in higher education. The study contributes to the literature by explaining silent resignation through generational theory and social exchange theory. Higher education institutions should improve transparent promotion procedures, access to resources, mentoring, and supportive organizational practices. Future research should adopt longitudinal and cross-cultural designs, include additional organizational factors, and use qualitative methods to provide deeper insights into silent resignation.

Özet

Amaç: Bu çalışma, kariyer gelişimi önündeki engellerin akademisyenler arasında görülen “sessiz istifa” olgusu üzerindeki etkisini incelemektedir. Özellikle, bu engellerin sessiz istifayı etkileyip etkilemediği ve bu etkinin Y ve Z kuşakları arasında farklılık gösterip göstermediği araştırılmaktadır. Ayrıca, cinsiyet, medeni durum, kıdem, akademik unvan, çalışma süresi, çocuk sayısı ve haftalık ders yükü gibi demografik ve mesleki değişkenler açısından kariyer gelişimi engelleri ile sessiz istifa arasındaki farklılıklar analiz edilmektedir. Yöntem: Çalışmada, Türkiye’deki devlet üniversitelerinde görev yapan tam zamanlı akademisyenleri hedefleyen nicel bir anket tasarımı kullanılmıştır. Toplam 368 katılımcı gönüllü olarak çalışmaya katılmış ve veriler yapılandırılmış bir anket kullanılarak toplanmıştır. Ölçeklerin geçerlilik ve güvenilirlik testleri yapılmış, ardından normallik, korelasyon, t-testi, ANOVA ve regresyon analizleri gerçekleştirilmiştir. Bulgular: Bulgular, kariyer gelişimi engellerinin sessiz istifaya pozitif ve anlamlı bir etkisi olduğunu ortaya koymaktadır. Ayrıca, hem kariyer gelişimi engelleri hem de sessiz istifa açısından cinsiyet, medeni durum ve çalışma süresine göre anlamlı farklılıklar gözlemlenmiştir. Kariyer engellerinin alt boyutları arasında, kaynak eksikliği Z Kuşağı, kadınlar ve evli çalışanlar tarafından daha güçlü bir şekilde belirtilirken, kurumsal ilişkiler ve diğer kariyer engellerinin Z Kuşağı’ndaki sessiz istifa üzerinde daha büyük bir etkisi olduğu saptanmıştır. Sonuç ve Öneriler: Bulgular, yükseköğretimde “sessiz istifa” olgusunu azaltmak için kariyer gelişimi önündeki engellerin ele alınmasının önemini vurgulamaktadır. Bu çalışma, “sessiz istifa” olgusunu kuşaklararası teori ve sosyal değişim teorisi aracılığıyla açıklayarak literatüre katkı sağlamaktadır. Yükseköğretim kurumları, şeffaf terfi prosedürlerini, kaynaklara erişimi, mentorluk programlarını ve destekleyici örgütsel uygulamaları iyileştirmelidir. Gelecekteki araştırmalar, “sessiz istifa” olgusuna ilişkin daha derinlemesine iç görüler sağlamak amacıyla uzunlamasına ve kültürler arası tasarımları benimsemeli, ek örgütsel faktörleri dahil etmeli ve nitel yöntemler kullanmalıdır.

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Cite This Article

Demir, F., Koçyiğit, N. (2026). Do Career Development Barriers Trigger Silent Resignation in Academics? A Comparison of Generation Y-Z. Yükseköğretim Dergisi, Cilt: 16 Sayı: 2, 41–55. https://doi.org/10.53478/yuksekogretim.1761334

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