Aim:.the present research was conducted with the aim of identifying and analyzing the generating factors causes and consequences of the quiet quitting phenomenon in the governmental organizations of Lorestan Province.

Methodology: In terms of objective, the present study is applied, and regarding data collection, it is classified as an exploratory mixed-methods research. The sources of information collection for this study are experts, of whom 20 were selected using purposive sampling based on the principle of theoretical saturation. The data collection instrument in the qualitative section is semi-structured interviews, the validity and reliability of which were confirmed using content validity, theoretical validity, and intra-coder and inter-coder reliability assessment methods. Qualitative data were analyzed using the content analysis method, and quantitative data were analyzed using the fuzzy cognitive mapping method. Result: The research results indicate that ambiguous career paths, employees’ emotional resignation from the organization, and quiet dismissal by managers are the most significant factors causing the phenomenon of silent resignation among employees. Furthermore, an increased tendency for employees to externalize responsibilities, the emergence of malingering in employees, and the spread of alienating behaviors within the organization were identified as the most important consequences of the phenomenon of silent resignation among employees.

Conclusion: Quiet quitting, or silently leaving work, is recognized as a negative phenomenon that leads to a severe decline in the performance of employees and, consequently, the organization.. In such a state, employees have low commitment to the organization and are indifferent to performing their duties.