Abstract: Based on the audience-centered theory, a moderated indirect effect model is constructed to explore the relationship between employees’ perception of green human resource management and employees’ green job withdrawal behavior. Based on a 6-month sample questionnaire survey of 411 employees in 18 companies, the data results show that employees’ identity threat has a significant masking effect between their perception of green human resource management and green job withdrawal behavior: the direct effect of employees’ perception of green human resource management practices on green job withdrawal behavior is negative, but the effect through the path of employees’ identity threat is a significant positive effect, the positive effect is greater than the negative effect, and the masking effect is significant. Employees’ green values moderate the relationship between green human resource perception and self-identity threat. Specifically, the positive relationship between green human resource management perception and self-identification threat is strong for employees with low green values, which further produces a higher degree of green job withdrawal behavior, but this phenomenon occurs less frequently for employees with high green values. This paper provides new perspectives for research fields such as green human resource management and job withdrawal behavior, explores the boundary conditions applicable to green human resource management practices, and provides management suggestions for enterprise green human resource management to reduce employees’ negative psychology and behavior and improve the effectiveness of green management.

Key words: perception of green human resource management, self-identity threats, green job withdrawal behaviors, green values