Factors and Impacts of the Concept of Quiet Hiring in Human Resource Management under the Phitsanulok Primary Educational Service Area Office 1

Abstract

This study aimed to investigate 1) the concept of quiet hiring in human resource management among school administrators under the Phitsanulok Primary Educational Service Area Office 1 and Phitsanulok Primary Educational Service Area Office 2 and 2) the impacts of quiet hiring practices at the operational level affecting educational institutions. The study was conducted in a public school located in the lower northern region of Thailand. The key informants consisted of six participants, including school administrators, teachers, and educational personnel. Data were collected through interviews and document analysis and analyzed using content analysis with thematic analysis techniques.
The findings revealed that: 1) the major factors contributing to the implementation of quiet hiring included limitations in human resources and budget, teachers’ workload from both routine and urgent tasks, as well as continuous changes in educational policies. These conditions encouraged administrators to adopt quiet hiring practices in order to enhance administrative flexibility by assigning additional responsibilities and maximizing teachers’ potential. Situational leadership was also employed to adjust directions, communication, and support according to teachers’ levels of readiness, which helped promote professional development and work motivation. 2) The impacts of quiet hiring were found to be both positive and negative. At the individual level, teachers gained greater opportunities for self-development and professional advancement; however, they also faced increased workloads and work-life imbalance. At the organizational level, schools were able to continue implementing educational policies effectively and achieve their designated goals.