Purpose

This study aims to assess the nexus between perceived overqualification (POQ), anger, knowledge hiding, cyberloafing and harmonious passion (HP).

Design/methodology/approach

The authors obtained 264 responses from two public traded firms in Pakistan using a supervisor-subordinated nested design and a multi-time data collecting strategy using convenience sampling.

Findings

The study results indicate that POQ positively affects knowledge hiding and cyberloafing. The authors also found anger as a potential mediator in the direct association between POQ and cyberloafing. In addition, the findings suggest that the association between POQ, knowledge hiding and cyberloafing will be weak when individuals exhibit HP towards their job roles. The results of this research, when considered as a whole, provided support for all of the hypothesised direct and indirect linkages, which has important ramifications for both theory and practise.

Research limitations/implications

This study has both theoretical and practical implications. Grounded on equity theory and relative deprivation theory, this paper asserts that HP should be used to decrease POQ affect. According to the authors, pro-environment employee actions may help build a pro-environment workplace culture as well as a pro-environment sense of responsibility, both of which can help to achieve significant pro-environment results.

Originality/value

This study builds on and fills in the gaps left by earlier research to better aid organisational researchers, practitioners and stakeholders in understanding how POQ, rage, information concealing, cyberloafing and harmonic passion interact with one another.

中文翻译：

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认为资历过高？检查其与网络游荡和知识隐藏行为的关系：作为调解人的和谐激情

目的

本研究旨在评估感知过度资格 (POQ)、愤怒、知识隐藏、网络游荡和和谐激情 (HP) 之间的关系。

设计/方法/途径

作者使用主管从属的嵌套设计和使用便利抽样的多次数据收集策略，从巴基斯坦的两家上市公司获得了 264 份回复。

发现

研究结果表明，POQ 对知识隐藏和网络游荡有积极影响。作者还发现愤怒是 POQ 和网络游荡之间直接关联的潜在中介。此外，研究结果表明，当个人向其工作角色展示 HP 时，POQ、知识隐藏和网络游荡之间的关联将很弱。当作为一个整体考虑时，这项研究的结果为所有假设的直接和间接联系提供了支持，这对理论和实践都有重要的影响。

研究局限性/影响

本研究具有理论和实践两方面的意义。基于公平理论和相对剥夺理论，本文认为应该使用 HP 来降低 POQ 影响。这组作者说，有利于环境的员工行为可能有助于建立有利于环境的工作场所文化以及有利于环境的责任感，这两者都有助于取得显着的有利于环境的结果。

原创性/价值

这项研究建立在早期研究的基础上并填补了早期研究留下的空白，以更好地帮助组织研究人员、从业者和利益相关者了解 POQ、愤怒、信息隐藏、网络游荡与和谐激情如何相互作用。