This paper mainly discusses the effect of collectivism-oriented human resource management on employees’ withdrawal behavior in the context of Chinese management practice, and confirms the moderated mediation effect though coefficient product method. The empirical results reveal collectivism-oriented human resources management can improve employees’ sense of belonging, making employees perceive themselves to be people on organizations’ own side, but the reduction of perceived being people on organizations’ own side in employees’ withdrawal behavior is moderated by the level of moral identification. For employees with higher moral identification（higher than 4.693, 6 points）, the sense of perceived insider status can control the withdrawal behavior, and the higher the moral identification is, the stronger the effect will be; but for those employees whose moral identification is lower（less than 2.240, 6 points）, the sense of perceived insider status will have a negative effect, that is, to promote withdrawal behavior, and the lower the moral identification is, the stronger the effect will be. Plus, the degree of negative effect is stronger than that of positive effect. Therefore, although the collectivism-oriented human resource management can improve the employees’ sense of belonging, but to control employees’ withdrawal behavior, one must also enhance the moral identification, otherwise it will be counterproductive. This paper studies the effect of management practice in specific situation on employees’ behavior and has a delicacy analysis on moderation effect.