ORIGINAL RESEARCH article
Front. Psychol.
Sec. Organizational Psychology
Volume 16 - 2025 | doi: 10.3389/fpsyg.2025.1620530
This article is part of the Research TopicResignation and Strategic Retention: Shaping the Future WorkforceView all articles
Achieving Sustainable Development in China: A Moderated Mediation Model of Guanxi HRM Practices
Provisionally accepted
- Department of Business Administration, Hoseo University, Asan, Republic of Korea
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Currently, few studies have examined the negative effects of human resource management (HRM) practices on employees' voice behavior and turnover intention.This study aims to explore the underlying mechanisms and boundary conditions by which guanxi HRM practices influence employees' turnover intention and voice behavior in the Chinese context, drawing on the conservation of resources theory. Using a three-wave survey of 243 employees, we analyzed a moderated mediation model. The results revealed that guanxi HRM practices were positively associated with turnover intention and negatively associated with voice behavior, with job meaningfulness serving as a mediator in these relationships. Furthermore, we found that ethical leadership mitigated the negative relationship between guanxi HRM practices and job meaningfulness, as well as the indirect effects of guanxi HRM practices on turnover intention and voice behavior through job meaningfulness. These findings deepen our understanding of the interaction between guanxi HRM practices and ethical leadership, as well as their combined effects on job meaningfulness, turnover intention, and voice behavior, and provide practical implications for organizations and managers.
Keywords: Guanxi HRM practices, Job meaningfulness, turnover intention, Voice behavior, Ethical Leadership
Received: 29 Apr 2025; Accepted: 27 May 2025.
Copyright: © 2025 ZHANG, Xu, Lee and Wang. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Fei Xu, Department of Business Administration, Hoseo University, Asan, Republic of Korea
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