Abstract Based on conservation of resources theory, a moderated mediation model is constructed to explore the influencing mechanism of “leader underestimation” internal identity asymmetry on employee proactive behavior through the integration of the theories on internal identity asymmetry and positive psychology. The results of the relative field test show that “leader underestimation” internal identity asymmetry has negative effect on employee proactive behavior. Furthermore, employee psychological capital fully mediates the relationship between “leader underestimation” internal identity asymmetry and employee proactive behavior. Procedural justice plays a negative moderating role in the influencing process. Specifically, the relationship between “leader underestimation” internal identity asymmetry and employee proactive behavior is weaker when procedural justice is high rather than low. This study develops the specific application of internal identity asymmetry as an emerging research field under organizational contexts. It also takes the lead in empirical research and provides the relevant reference to the management of employee behaviors in modern organizations.
