Abstract Based on resource conservation theory and affective events theory, as well as the analysis of the matched survey data from 79 leadership and 354 employees’questionnaires, this study constructs a cross-level impact model of team performance pressure on employees’withdrawal behaviors, which is verified by HLM statistical analysis software, and explores the impact of team performance pressure on employees’withdrawal behaviors in the specific context. The research results show that there is a significant U-shaped relationship between team performance pressure and withdrawal behaviors. At the same time, workplace anxiety mediates the U-shaped relationship between team performance pressure and withdrawal behaviors. Emotion regulation strategies play a mediated moderating role in the model, that is, emotional regulation strategies negatively moderate the mediating relationship between team performance pressure and withdrawal behaviors through workplace anxiety.
