Compulsory citizenship behavior effects on work withdrawal of transcultural individual by sequential motivation mediation

Multicultural human resources are essential for organizational globalization, yet effectively managing cross-cultural motivation while reducing work withdrawal behavior remains challenging. Drawing on the Job Demands–Resources model and Self-Determination Theory, this study investigates how compulsory citizenship behavior influences work withdrawal behavior through the sequential mediation of extrinsic and intrinsic work motivation among 1658 cross-strait employees from Mainland China and Taiwan. Results indicate that the mediation pathway operates consistently across groups, although its strength varies: the negative effect is strongest for Mainlanders ( β = −0.16), followed by Taiwanese in Mainland ( β = −0.13), and remains statistically significant, though weaker, for Taiwanese ( β = −0.10), whereas it is not statistically significant for Mainlanders in Taiwan ( β = 0.002). This observed variability suggests a potential “culture–institution activation effect,” defined as the relatively stronger transformation from extrinsic to intrinsic motivation when cultural norms and institutional factors are aligned. Under these aligned conditions, motivational transformation appears more pronounced, which may influence employees’ behavioral responses to organizational pressures. By highlighting both universal and context-dependent aspects of motivational processes, this study contributes to the integration of JD-R and SDT frameworks and provides practical guidance for managing transcultural talent and improving work engagement in Chinese cultural settings.