PurposeThe purpose of this paper is to examine the experience of anger in the workplace and in particular to identify the characteristics, causes and short‐ and long‐term consequences of workplace anger episodes.Design/methodology/approachThis qualitative study involves in‐depth semi‐structured interviews with 24 participants from within four different organisational sectors. Participants were asked general questions about their experiences of anger at work, followed by more specific questions as appropriate.FindingsAnalysis of the data resulted in several themes being identified within the categories of causes, characteristics and consequences of anger episodes.Practical implicationsThis study allows managers to understand better the role of anger in the workplace and its relationship with various undesirable outcomes as well as how aspects of organisation life might contribute to anger episodes. This should help them to introduce strategies aimed at reducing the incidences of anger experiences as well as contributing towards the development of better coping skills at all levels when anger episodes do occur.Originality/valueWhile existing research into the experience of emotions in the workplace suggests that anger is commonly experienced and might have detrimental effects not only on the health of the individual experiencing it, but also for the organisation, there is currently a lack of empirical research into the experience of workplace anger in terms of what causes it and what the long‐ and short‐term consequences are for the individual and the organisation. This paper aims to fill that gap.
The current study aims to explore the causes, characteristics and consequences of workplace anger expression and suppression, with an additional aim of testing the emotional dimension of Affective Events Theory. Design/methodology/approach: Participants (n=187) from management and non-management positions completed an event-contingent anger diary over a period of four working weeks, alongside measures on trait anger and job satisfaction. Findings: Over fifty per cent of the sample disclosed anger causing events. In keeping with Affective Events Theory disposition was important, with trait anger higher in those disclosing anger causing events. There appeared a range of factors predicting the expression of anger, with these focused primarily on individual issues and pre-existing emotion rather than work characteristics. Originality/value: Through consideration of management and non-management workers and by using a longitudinal design, the study highlights the importance of individual factors in understanding workplace anger. It notes the value in focusing on discrete emotion. The findings offers clear direction for future research that could assist with enhancing models of workplace emotion, particularly if the aim is to account for discrete emotions.
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