Introduction: Organizations have been struggling with the problem of dysfunctional human resource behaviors for years; behaviors that affect the foundation of organizations and societies, incur huge costs, and have become the main concern of managers.
Methodology: The present study was conducted with the aim of finding the root causes and analyzing the causes and consequences of human resource withdrawal behaviors using the Fuzzy Causal Mapping (FCM) method. This research is of an applied type and is survey-exploratory in terms of data collection and is based on the deductive-inductive philosophy. The statistical population included managers of government organizations and university professors, and the samples were selected with a purposeful method and based on theoretical saturation. To collect data in the qualitative part, interviews (with content validity and intra-coder/inter-coder reliability) were used, and in the quantitative part, questionnaires (with content validity and test-retest reliability) were used. Qualitative data were analyzed by content analysis, and quantitative data by fuzzy causal mapping. This research was designed in a mixed manner using qualitative and quantitative methods, and in terms of research philosophy, it is classified as inductive deductive research. Therefore, the purpose of this research is applied and in terms of data collection, it is classified as exploratory research. The statistical population of this study includes experts and scholars in the field of research, including managers of government organizations and university professors. Using purposive sampling method and based on the principle of theoretical saturation, 25 of these individuals were selected as sample members. This population and statistical sample were selected because the concept of withdrawal behaviors has a theoretical and scientific basis in psychology and management, and the sample selection should be done in such a way that all theoretical and practical aspects of this concept are examined. For this reason, a group of experts including government managers and professors were selected. The data collection tool in the qualitative section includes interviews, the validity and reliability of which have been confirmed through content validity and intra-coder and inter-coder reliability methods. It should be noted that because this research is a mixed study with an exploratory approach, the qualitative stage must be conducted first and then the quantitative stage followed. In the qualitative section, data were collected from the opinions of 25 experts and analyzed using Maxqda software. In the quantitative stage, due to the use of a questionnaire as a data collection tool, information was provided to the same sample in the form of a questionnaire, and finally, data analysis was performed using the fuzzy cognitive map method. The validity and reliability of the questionnaire were also confirmed using content validity and test-retest reliability
findings: Key findings indicate that unhealthy organizational climate is the main cause and physical and psychological isolation in the workplace is the most important consequence of withdrawing behaviors of human resources
Conclusion: The results of the present study consist of two qualitative and quantitative parts. In the qualitative part of the research, the causes and consequences of withdrawal behaviors were identified, which include: lack of respect for organizational justice, job dissatisfaction, job-employee mismatch, panic disorder and social anxiety, personality disorders such as schizoid personality and avoidant personality, lack of respect for professional and organizational ethics, passive leadership, unhealthy organizational climate, burnout, job-related stress (work pressure). The identified consequences also include: human resources avoidance, reduced self-confidence and paranoid disorder, physical and psychological isolation at work, neglect of job and duty, intention to leave the organization, rejection of human resources, self-deprecation disorder and involvement in rumination, social attrition, weakening of job and social status, and unwillingness to engage in duty and citizenship behaviors.