According to the model of proactive motivation (Parker et al., 2010), previous literature on the relationship between perceived overqualification (POQ) and proactive behavior overlooked the pivotal role of the “energized to” motivational state, which primarily involves activated affects that motivate individuals' proactive behaviors. Moreover, research on the “energized to” motivational state mainly examined aggregated emotions, which masked the effects of each discrete emotion. Drawing on the model of proactive motivation and the recalibrational theory of anger, we proposed an “energized to” mechanism of the relationship between POQ and proactive behavior indicated by anger toward the organization, a typical discrete emotion, while job complexity moderates the positive effect of POQ on anger toward the organization. We examined research hypotheses using three-wave time-lag data of 473 individuals from 62 teams. Results revealed that individuals' anger toward the organization mediated the relationship between POQ and proactive behavior. Furthermore, job complexity buffered the effect of POQ on anger toward the organization as well as the indirect effect of POQ on employees' proactive behavior via anger toward the organization. Implications, limitations, and future directions of the present study are discussed.

根据主动动机模型 (Parker et al., 2010)，先前关于感知过度资格 (POQ) 与主动行为之间关系的文献忽视了“充满活力”的动机状态的关键作用，这主要涉及激发的激活情感个体的主动行为。此外，对“充满活力”动机状态的研究主要考察了聚合情绪，这掩盖了每种离散情绪的影响。借鉴主动动机模型和愤怒的重新校准理论，我们提出了 POQ 与主动行为之间关系的“激励”机制，该机制表现为对组织的愤怒，一种典型的离散情绪，而工作复杂性调节了 POQ 的积极影响POQ 对组织的愤怒。我们使用来自 62 个团队的 473 人的三波时滞数据检查了研究假设。结果表明，个人对组织的愤怒在 POQ 与主动行为之间的关系中起中介作用。此外，工作复杂性缓冲了 POQ 对组织愤怒的影响，以及 POQ 通过对组织的愤怒对员工主动行为的间接影响。讨论了本研究的意义、局限性和未来方向。通过对组织的愤怒进行主动行为。讨论了本研究的意义、局限性和未来方向。通过对组织的愤怒进行主动行为。讨论了本研究的意义、局限性和未来方向。