Anger in Organizations: Review and Integration

By Donald E. Gibson, R. Callister. 2010

244 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ab699132f2c8f642c56e294365183ea4e62b8349

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

What’s Love Got to Do with It? A Longitudinal Study of the Culture of Companionate Love and Employee and Client Outcomes in a Long-term Care Setting (2014, background): “While one could intuitively posit that these two types of emotional cultures would be inversely correlated, they may also be positively correlated because anger, too, often emerges in the context of interpersonal relationships (Gibson and Callister, 2010).”
A Meta-Analysis of the Interactive, Additive, and Relative Effects of Cognitive Ability and Motivation on Performance (2018, background): “For example, researchers have identified differences between trait and state affect (e.g., D. Watson, Clark, & Tellegen, 1988), anger (e.g., Gibson & Callister, 2010), anxiety (Speilberger, Sydeman, Owen, & Marsh, 1999), and self-efficacy (Bandura, 1997).”
Understanding the positive and negative effects of emotional expressions in organizations: EASI does it (2014, background): “In this article, I provide a first attempt at a systematic analysis of the (a)symmetrical effects of expressions of happiness and anger, two basic emotions that are prevalent in the workplace and that have been widely studied in relation to organizational behavior (for reviews, see e.g. Fisher, 2010”
Feeling insulted? Examining end‐of‐work anger as a mediator in the relationship between daily illegitimate tasks and next‐day CWB (2018, background): “Anger experience can function to internally signal that one's goals are blocked, and its external expression can signal boundaries of appropriate behaviors and lead to resolutions to issues of injustice and inequity (Gibson & Callister, 2010; Van Kleef, 2009).”
Emotional regulation as a mediator between interpersonal mistreatment and distress (2013, result): “…of interpersonal mistreatment (Bruk-Lee & Spector, 2006; Cortina & Magley, 2009; Grandey, Kern, & Frone, 2007), and (3) interpersonal mistreatment is an emotion-provoking event (Bono, Foldes, Vinson, & Muros, 2007; Diefendorff, Richard, & Yang, 2008; Gibson & Callister, 2010; Spector & Goh, 2001).”
Systematicity in Organizational Research Literature Reviews: A Framework and Assessment (2021, unknown): “…the review in terms of theories (e.g., resource dependence, Hillman et al. 2009), construct and contextual conditions (e.g., anger in organizations, Gibson & Callister, 2010), level of analysis (e.g., within-person variability, Dalal et al. 2014), or methodologies (e.g., simulation studies,…”
Alleviating the Burden of Emotional Labor (2013, background): “We focus on the discrete emotion of anger because of its importance in the workplace (for a review, see Gibson & Callister, 2010).”
The positive effect of expressing negative emotions on knowledge creation capability and performance of project teams (2016, background): “Team leaders can show members how to express anger so that others become aware of unfairness (e.g., Bies, 1987; Gibson and Callister, 2010), or how to express doubt so that others learn about potential mistakes (Edmondson et al., 2001).”
Constructively managing conflicts in organizations (2014, background): “Despitewidespreadbeliefs that conflict’s benefits are limited to task issues, studies indicate that open-minded discussions of anger can strengthen relationships and restore respect (Gibson & Callister 2010, Tjosvold 2002, Tjosvold&Su 2007, VanKleef et al. 2004).”