The Influence Of Guanxi Human Resource Management Practice On Employees’ Psychological Withdrawal Behavior

In China,where Confucianism has long dominated,relationship culture is prevalent and has been repeatedly proven to be effective in practice,while in today’s increasingly deep market economy,guanxi practices under Confucianism inevitably create friction,or even conflict,between the formal system of the organization.In an increasingly competitive world,guanxi HRM practices as an informal system are undoubtedly incompatible with the idea of fair competition,and most people in China recognize the importance of relationships,but also believe that relational practices are harmful to society.Yet it still occurs frequently in HR decision modules such as recruitment,compensation,and performance evaluation in all types of organizations in our country.Therefore,the impact of guanxi HRM practices in organizations still deserves to be studied in depth.Guanxi HRM practices are distinguished from general performance-based HRM practices by their ambiguity,and their negative impact on the psychology and behavior of employees within an organization,as well as on the organization itself,has been confirmed by numerous studies.However,how guanxi HRM affects employees’ psychological withdrawal behavior has not been studied.Therefore,this study explores the relationship between guanxi HRM practices and psychological withdrawal behavior and its mechanisms of action based on resource conservation theory,and uses 287 data collected in three stages to test the theoretical model and hypotheses.The findings indicate that guanxi HRM practices positively influence employees’ psychological withdrawal behaviors,psychological contract sabotage plays a mediating role,and employee resilience moderates not only guanxi HRM practices and psychological contract sabotage,but also the mediating role of psychological contract sabotage between guanxi HRM practices and psychological withdrawal behaviors.These results suggest the need to further develop a more equitable and improved HRM system to reduce employees’ psychological withdrawal behaviors and reduce organizational losses.