Unpacking grit’s “dual-stage paradox”: “Asymmetric” effects on self-leadership, emotional exhaustion, and work withdrawal behavior among China’s Gen Z hospitality employees

Although grit is widely regarded as a protective personal resource, its effects across different stages of the stress process remain unclear. Integrating conservation of resources (COR) theory, the job demands–resources model, and the too-much-of-a-good-thing (TMGT) perspective, this study examines how grit shapes the pathway from self-leadership through emotional exhaustion to work withdrawal behavior among Chinese Gen Z frontline hotel employees. Survey data from 248 employees in four- and five-star hotels were analyzed using a dual-stage moderated mediation model (PROCESS Model 58). Grit amplified the protective effect of self-leadership on emotional exhaustion (Stage 1) while intensifying the link between emotional exhaustion and work withdrawal behavior (Stage 2), revealing a reverse-buffering pattern. Despite these opposing effects, the conditional indirect effect remained net protective at higher grit levels, indicating an asymmetric dual-stage paradox in which COR-driven prevention outweighs TMGT-driven amplification. Theoretical and managerial implications are discussed.