Positive and negative effects of anger expression in workplace Differences between when expressing and receiving anger

Main Article Content

Eunyoung Park
Juil Rie


In this study, we conducted a study based on the possibility that expressing anger in organization could lead to positive effects as well as negative effects, and compared when expressing anger and receiving other’s anger. This study is divided into Study 1 and Study 2. and the purpose of Study 1 was to construct questionnires on the ways of anger expression and the effects of anger expression in organizational settings. As a result, the ways of anger expression were divided into linguistic anger expression and behavioral anger expression. The effect of anger expression was divided into a positive level and a negative level. The purpose of Study 2 was to examine the relation between the ways of anger expression and the effects of anger expression and the moderating effect of self-consciousness through the items constructed in Study 1. Results of analysis of the data from 271 organizational members are as follows. First, expressing anger was positively related to both positive and negative effects of anger expression, and receiving anger was positively related to the negative effects of anger expression. Second, Self-consciousness significantly moderated the relationship between the receiving anger and the effect of anger expression. Second, Self-consciousness had a moderating effect on receiving anger on the effect of anger expression. Specifically, the moderating effect of private-public self consciousness was statistically significant in the effects of receiving anger on the positive effect of anger expression.


Metrics Loading ...

Article Details

How to Cite
Park, E., & Rie, J. (2018). Positive and negative effects of anger expression in workplace: Differences between when expressing and receiving anger. Korean Journal of Industrial and Organizational Psychology, 31(3), 767–794. https://doi.org/10.24230/kjiop.v31i3.767-794
Empirical Articles


김영식 (2009). 과업갈등의 관계갈등으로의 전이에 대한 조절변수효과. 성균관대학교 일반대학원 석사학위 청구논문.

백세현 (2011). 과업갈등수준과 커뮤니케이션 스타일이 창의적 수행에 미치는 영향. 성균관대학교 일반대학원 석사학위 청구논문.

이승아 (2001). 집합주의-개인주의 성향과 선택 유형이 내적동기에 미치는 영향. 성균관대학교 일반대학원 석사학위 청구논문.

한성호 (2008). 과업갈등과 관계갈등의 전이에 대한 조절변수 효과. 성균관대학교 일반대학원 석사학위 청구논문.

Alper, S., Tjosvold, D., & Law, K. S. (2000). Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53(3), 625-642. DOI: https://doi.org/10.1111/j.1744-6570.2000.tb00216.x

Amabile, T. M., Conti, R., Coon, H., & Lazenby, J. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184.

Argyris, C. (1976). Single-loop and double-loop models in research on decision making. Administrative Science Quarterly, 21(3), 363-375. DOI: https://doi.org/10.2307/2391848

Barki, H., & Hartwick, J. (2004). Conceptualizing the construct of interpersonal conflict. International Journal of Conflict Management, 15(3), 216-244. DOI: https://doi.org/10.1108/eb022913

Bechtoldt, M. N., De Dreu, Carsten K. W., Nijstad, B. A., & Hoon-Seok Choi. (2010). Motivated information processing. social tuning, and group creativity. Journal of Personality & Social Psychology, 99(4), 622-637.

Behfar, K. J., Mannix, E. A., Peterson, R. S., & Trochim, W. M. (2011). Conflict in Small Group: The Meaning and Consequences of Process Conflict. Small Group Research, 42(2), 127-176. DOI: https://doi.org/10.1177/1046496410389194

Bentler, P. M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107(2), 238-246. DOI: https://doi.org/10.1037/0033-2909.107.2.238

Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588-606. DOI: https://doi.org/10.1037/0033-2909.88.3.588

Bradley, B. H., Klotz, A. C., Brown, K. G., & Postlethwaite, B. E. (2013). Ready to Rumble: How Team Personality Composition and Task Conflict Interact to improve Performance. Journal of Applied Psychology, 98(2), 385-392. DOI: https://doi.org/10.1037/a0029845

Browne, M. W., & Cudeck, R. (1992). Alternative ways of assessing model fit. Sociological Methods & Research, 21(2), 230. DOI: https://doi.org/10.1177/0049124192021002005

Coser, L. A. (1956). The functions of social conflict. New York, NY US: Free Press.

DeChurch, L. A., Mesmer-Magnus, J. R., & Doty, D. (2013). Moving Beyond Relationship and Task Conflict: Toward a Process-State Perspective. Journal of Applied Psychology, 98(4), 559-578. DOI: https://doi.org/10.1037/a0032896

De Dreu, Carsten K. W., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741-749. DOI: https://doi.org/10.1037/0021-9010.88.4.741

Deutsch, M. (1983). Conflict resolution: Theory and practice. Political Psychology, 4(3), 431- 453. DOI: https://doi.org/10.2307/3790868

Earley, P. C. (2002). Redefining interactions across cultures and organizations: Moving forward with cultural intelligence. Research in Organizational Behavior, 24, 271-299. DOI: https://doi.org/10.1016/S0191-3085(02)24008-3

Gayle, B. M., & Preiss, R. W. (1999). Language intensity plus: A methodological approach to validate emotions in conflicts. Communication Reports, 12(1), 43-50. DOI: https://doi.org/10.1080/08934219909367707

Gelfand, M. J., Keller, K., Leslie, L. M., & de Dreu, C. (2012). Conflict Cultures in Organizations: How Leaders Shape Conflict Culture and Their Organizational-Level Consequences. Journal of Applied Psychology, 97(6), 1131-1147. DOI: https://doi.org/10.1037/a0029993

Guetzkow, H., & Gyr, J. (1954). An analysis of conflict in decision-making groups. Human Relations, 7, 367-382. DOI: https://doi.org/10.1177/001872675400700307

Hofstede, G. (1980). Culture and organizations. International Studies of Management & Organization, 10(4), 15-41. DOI: https://doi.org/10.1080/00208825.1980.11656300

Hui, C. H., & Triandis, H. C. (1986). Individualism-collectivism: A study of cross- cultural researchers. Journal of Cross-Cultural Psychology, 17(2), 225-248. DOI: https://doi.org/10.1177/0022002186017002006

Jameson, J. K. (1999). Toward a comprehensive model for the assessment and management of intraorganizational conflict: Developing the framework. International Journal of Conflict Management, 10(3), 268-294. DOI: https://doi.org/10.1108/eb022827

Jehn, K. A. (1994). Enhancing effectiveness: An investigation of advantages and disadvantages of value-based intragroup conflict. International Journal of Conflict Management, 5(3), 223-238. DOI: https://doi.org/10.1108/eb022744

Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40(2), 256-282. DOI: https://doi.org/10.2307/2393638

Jehn, K. A. (1997). A qualitative analysis of conflict types and dimensions in organizational groups. Administrative Science Quarterly, 42(3), 530-557. DOI: https://doi.org/10.2307/2393737

Jehn, K. A., & Bendersky, C. (2003). Intragroup conflict in organizations: A contingency perspective on the conflict-outcome relationship. Research in organizational behavior, 25, 187-242. DOI: https://doi.org/10.1016/S0191-3085(03)25005-X

Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238-251.

March, J. G., & Simon, H. A. (1958). Organizations. Oxford England: Wiley.

Markus, H. R., & Kitayama, S. (1991). Culture and the self: Implications for cognition, emotion, and motivation. Psychological Review, 98(2), 224-253. DOI: https://doi.org/10.1037/0033-295X.98.2.224

Medsker, G. J., Williams, L. J., & Holahan, P. J. (1994). A review of current practices for evaluating causal models in organizational behavior and human resources management research. Journal of Management, 20(2), 439- 464. DOI: https://doi.org/10.1177/014920639402000207

Mitroff, I. I., & Emshoff, J. R. (1979). On strategic assumption-making: A dialectical approach to policy and planning. Academy of Management Review, 4(1), 1-12. DOI: https://doi.org/10.5465/amr.1979.4289165

Moorman, R. H., & Blakely, G. L. (1995). Individualism-collectivism as an individual difference predictor of organizational citizenship behavior. Journal of Organizational Behavior, 16(2), 127-142. DOI: https://doi.org/10.1002/job.4030160204

Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725. DOI: https://doi.org/10.5465/amr.2000.3707697

Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44(1), 1-28. DOI: https://doi.org/10.2307/2667029

Pinkley, R. L., Brittain, J., Neale, M. A., & Northcraft, G. B. (1995). Managerial third- party dispute intervention: An inductive analysis of intervenor strategy selection. Journal of Applied Psychology, 80(3), 386-402. DOI: https://doi.org/10.1037/0021-9010.80.3.386

Pondy, L. R. (1967). Organizational conflict: Concepts and models Administrative Science Quarterly. DOI: https://doi.org/10.2307/2391553

Simons, T. L., & Peterson, R. S. (2000). Task conflict and relationship conflict in top management teams: The pivotal role of intragroup trust. Journal of Applied Psychology, 85(1), 102-111. DOI: https://doi.org/10.1037/0021-9010.85.1.102

Tjosvold, D. (1991). Rights and responsibilities of dissent: Cooperative conflict. Employee Responsibilities & Rights Journal, 4(1), 13-23. DOI: https://doi.org/10.1007/BF01390435

Triandis, H. C., Bontempo, R., Leung, K., & Hui, C. H. (1990). A method for determining cultural, demographic, and personal constructs. Journal of Cross-Cultural Psychology, 21(3), 302- 318. DOI: https://doi.org/10.1177/0022022190213003

Triandis, H. C., Bontempo, R., Villareal, M. J., Asai, M., & Lucca, N. (1988). Individualism and collectivism: Cross-cultural perspectives on self-ingroup relationships. Journal of Personality and Social Psychology, 54(2), 323-338. DOI: https://doi.org/10.1037/0022-3514.54.2.323

Triandis, H. C., Chan, D. K. -., Bhawuk, D. P. S., & Iwao, S. (1995). Multimethod probes of allocentrism and idiocentrism. International Journal of Psychology, 30(4), 461-480. DOI: https://doi.org/10.1080/00207599508246580

Wall Jr., J. A., & Callister, R. R. (1995). Conflict and its management. Journal of Management, 21(3), 515.