The Effects of Occupational Characteristics on the Experience and Expression of Anger in the Workplace

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Anger in Organizations: Review and Integration (2010, background): “Third, lower status individuals are less likely to express anger (Gibson & Schroeder, 2002; Sloan, 2004).”
Unfair Treatment in the Workplace and Worker Well-Being (2012, background): “…occupations in which they must navigate the “service triangle,” or the complex power relations between themselves, managers and customers or clients, may be at an increased risk of experiencing negative interactions with others (Chamberlain & Hodson, 2010; Sloan, 2004; Spencer & Rupp, 2009).”
7 Emotion in Organizations: A Review and Theoretical Integration (2007, background): “For example, individuals low in a hierarchy express concerns about being treated kindly by others, whereas superiors express concerns about their subordinates following rules and norms ( Fitness, 2000 ; Sloan, 2004 ).”
Emotion Display Rules at Work in the Global Service Economy: The Special Case of the Customer (2010, background): “Finally, coworkers have by definition the same status in the organizational hierarchy, but are typically more familiar and likely to serve as a source of intimacy and support than managers (Sloan, 2004).”
Crossing the line(s): A dual threshold model of anger in organizations (2007, background): “Low-status employees may particularly benefit from this exchange, since they are less likely than highstatus organizational members to directly express anger to a target (see Sloan, 2004).”