Guanxi human resource management practices and psychological withdrawal behavior: a conservation of resources theory approach

被引：0

作者：

Yang, Shiyuan ^{[1
]}

Yuan, Yan ^{[2
]}

Yang, Fu ^{[3
]}

Yue, Longhua ^{[1
]}

Zhang, Jingsong ^{[1
]}

Xu, Tingting ^{[4
]}

机构：

[1] Sichuan Agr Univ, Sch Publ Adm, Yaan, Peoples R China

[2] Sichuan Agr Univ, Sch Humanities, Yaan, Peoples R China

[3] Southwestern Univ Finance & Econ, Sch Business Adm, Yaan, Peoples R China

[4] Sichuan Agr Univ, Sch Management, Chengdu, Peoples R China

来源：

MANAGEMENT DECISION | 2025年

关键词：

Guanxi human resource management; Psychological contract breach; Psychological withdrawal behavior; Employee resilience; LEADER-MEMBER EXCHANGE; CONTRACT BREACH; WORK WITHDRAWAL; MODERATING ROLE; EMPLOYEE; CHINESE; IMPACT; JUSTICE; PERFORMANCE; DECISIONS;

D O I：

10.1108/MD-09-2023-1557

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

Purpose This study examines the relationship between guanxi human resource management (HRM) practices and psychological withdrawal behavior and its mechanism, and examines the mediating role of psychological contract breach and the moderating role of employee resilience.Design/methodology/approach This study collected 287 three-stage questionnaires from 62 teams from public institutions, large state-owned enterprises and private enterprises in Sichuan Province, and used regression analysis, PROCESS and Amos structural equation model to test the research hypothesis.Findings Guanxi HRM practices positively influenced the employees' psychological withdrawal behavior, and psychological contract breach played a mediating role in the relationship. Employee resilience not only moderated guanxi HRM practice and psychological contract breach but also moderated the mediating effect of psychological contract breach between guanxi HRM practice and psychological withdrawal behavior.Originality/value This study revealed the impact of guanxi HRM practices on employees' psychological withdrawal behavior, which often serves as an early indicator of mental health issues. This finding has important implications for the research on relation-oriented HRM practices.

引用

页数：23

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