Please find attached an immediate free access recent Human Relations OnlineFirst article that may be of interest to you:
Symmetrical and asymmetrical outcomes of leader anger expression:
A qualitative study of army personnel
Dirk Lindebaum, Peter J Jordan and Lucy Morris
Human Relations, published online before print July 14, 2015, doi: 10.1177/0018726715593350
http://hum.sagepub.com/content/early/2015/07/14/0018726715593350?papetoc
Abstract
Recent studies have highlighted the utility of anger at work, suggesting that anger can have positive outcomes. Using the Dual Threshold Model, we assess the positive and negative consequences of anger expressions at work and focus on the conditions under which expressions of anger crossing the impropriety threshold are perceived as productive or counterproductive by observers or targets of that anger. To explore this phenomenon, we conducted a phenomenological study (n = 20) to probe the lived experiences of followers (as observers and targets) associated with anger expressions by military leaders. The nature of task (e.g. the display rules prescribed for combat situations) emerged as one condition under which the crossing of the impropriety threshold leads to positive outcomes of anger expressions. Our data reveal tensions between emotional display rules and emotional display norms in the military, thereby fostering paradoxical attitudes toward anger expression and its consequences among followers. Within this paradoxical space, anger expressions have both positive (asymmetrical) and negative (symmetrical) consequences. We place our findings in the context of the Dual Threshold Model, discuss the practical implications of our research and offer avenues for future studies.
anger
We hope you enjoy reading it.
Best wishes,
Claire Castle
Managing Editor, Human Relations
Telephone: +44 (0)7432740583
Email: c.castle@tavinstitute.org
Website: www.humanrelationsjournal.org
OnlineFirst forthcoming articles: http://hum.sagepub.com/content/early/recent
Submission guidance: http://www.tavinstitute.org/humanrelations/submit_paper.html
2-year impact factor: 2.398 - Ranked: 35/185 in Management and 5/95 in Social Sciences, Interdisciplinary
5-year impact factor: 3.187 - Ranked: 37/185 in Management and 3/95 in Social Sciences, Interdisciplinary
Source: 2014 Journal Citation Reports® (Thomson Reuters, 2015)
Consider the environment. Please don't print this e-mail unless you really need to
The contents of this e-mail are intended solely for the use of the individual or entity to whom it is addressed.
Any opinions expressed in this e-mail are those of the individual and not necessarily those of the company.
The Tavistock Institute accepts no responsibility for information, error or omissions in this e-mail, nor for its
use or misuse, nor for any act committed or omitted in connection with this communication. If you have received
this e-mail in error or if you are concerned about its contents please destroy it and contact the sender via e-mail return.
______________________________________________________________________
This email has been scanned by BlackSpider Mailcontrol.
______________________________________________________________________