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The social rules for communicating anger in the workplace are multifaceted, and standards vary for different groups. Previous research addresses either gender differences in anger expression or organizational status differences, but not the combined impact of gender and status. The authors close this gap by investigating both the independent and joint influence of gender and relative organizational status on workplace anger expression. Their findings show that emotional restraint is the most frequent method of handling anger across all groups. Lower status males, however, directly express their anger around higher status members significantly more frequently than do lower status females. The authors conclude with observations regarding the relative strength of organizational norms as compared to gender-based norms.

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This study investigates the acceptance of a prototype resume that includes candidate personality assessment information. Data were obtained from hiring managers and human resource professionals in regional chapters of the Society for Human Resource Management. Respondents found the new content useful and that the new information added value when compared with a traditional resume. This study suggests the possibility of improving the effectiveness of candidate screening and selection with the inclusion of such data in a standard resume and may be useful for instructing new business school graduates in the preparation of their professional resumes.