Anger in the workplace: an emotion script approach to anger episodes between workers and their superiors, co-workers and subordinates

Fitness, Julie

doi:10.1002/(sici)1099-1379(200003)21:2<147::aid-job35>3.0.co;2-t

Cited by 362 publications

(363 citation statements)

References 24 publications

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“…Instead of looking just at group differences, scholars investigating hatred should examine how hatred manifests in these specific environments and if the hatred experienced is different across these contexts. Some scholars (e.g., Fitness & Fletcher, 1993;Fitness, 2000) have already developed such procedures and this data bolsters the approach of contextualizing further theory concerning hatred.…”

Section: Who Is Hated? Participants Often Felt Momentary (Or Perhapsmentioning

confidence: 82%

“…Conversely, anger was elicited when the subject felt "unfairly" treated (p. 945). In the workplace, intense hate was most often provoked by humiliation (in the form of teasing and bullying), while anger was elicited by the perception of unfair or unjust treatment (Fitness, 2000). Averill (1983) concurs; anger, he claims, is a moral statement-an accusation of unfairness and injustice.…”

Section: Othermentioning

confidence: 99%

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The Design of Everyday Hate: A Qualitative and Quantitative Analysis

Aumer-Ryan

Hatfield

2007

IJPR

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Throughout history artists, poets, and writers have been interested in the nature of hate. Scientists from a variety of disciplines have also attempted to unravel its mysteries. Yet in spite of abundant theorizing and research, most modern scholars still complain that little is known about this complex emotion. In this study, a new approach has been taken. Following Heider's (1958) observation that scientists can often learn a great deal by exploring people's "common-sense" or "naïve psychologies," students at the University of Texas and participants from a number of Internet sites were interviewed regarding their perceptions of the nature of emotion. Using grounded theory and employing mixedmethod analyses (qualitative and quantitative), four questions were explored: (1) What do people mean by hate? (2) Whom do they hate? (3) Why do people hate the people they do? (4) How do people attempt to deal with such feelings? From participants' answers, a theory concerning everyday hate was generated.

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Section: Who Is Hated? Participants Often Felt Momentary (Or Perhapsmentioning

confidence: 82%

Section: Othermentioning

confidence: 99%

The Design of Everyday Hate: A Qualitative and Quantitative Analysis

Aumer-Ryan

Hatfield

2007

IJPR

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“…How does rapport influence the propensity for misbehavior in these impasse negotiations? Previous research suggests that rapport and its correlates, such as empathy, positive affect and perspective-taking, would lead to fewer unethical acts in negotiations (Dutton, Worline, Frost, and Lilius, 2006;Fitness, 2000). In contrast to the conventional wisdom, we propose that rapport can actually increase unethical behavior in negotiations when misbehavior facilitates reaching an agreement.…”

mentioning

confidence: 59%

The Dark Side of Rapport: Agent Misbehavior Face-to-Face and Online

2011

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A considerable body of research has extolled the virtues of establishing rapport in negotiations. Negotiators who are high in rapport tend to be more likely to reach an agreement and more satisfied with the outcome. Although rapport generally has been found to have positive effects in standard negotiation settings, we investigate the effects of rapport in impasse settings, where conflict between negotiators' core needs means that a successful deal can only be reached when one or both parties acts unethically or "misbehaves," for example, by lying to the negotiation partner. In a series of three experiments, we find that negotiators who have a high level of rapport are more likely to behave unethically than are negotiators who have a low level of rapport. We find this effect holds both when high rapport results from the way in which negotiations are conducted (face-to-face versus computer mediated) and also when rapport is established through a brief rapport-building exercise before negotiations begin. Finally, we find that the negative effects (unethical behavior)-but not the positive effects (satisfaction with the negotiation, trust, and willingness to work in the future with the negotiation partner)-of high rapport are reduced when negotiators are given a simple reminder before negotiations begin that one's actions can have long-term repercussions for one's reputation. Taken together, this research supports the idea that, despite its several advantages, in certain situations rapport has a dark side, of which negotiators must be wary. Disciplines THE DARK SIDE OF RAPPORT: AGENT MISBEHAVIOR FACE-TO-FACE AND ONLINE ABSTRACTA considerable body of research has extolled the virtues of establishing rapport in negotiations.Negotiators who are high in rapport tend to be more likely to reach an agreement and more satisfied with the outcome. Although rapport generally has been found to have positive effects in standard negotiation settings, we investigate the effects of rapport in impasse settings, where conflict between negotiators' core needs means that a successful deal can only be reached when one or both parties acts unethically or "misbehaves," for example, by lying to the negotiation partner. In a series of three experiments, we find that negotiators who have a high level of rapport are more likely to behave unethically than negotiators who have a low level of rapport. We find this effect holds both when high rapport results from the way in which negotiations are conducted (face-to-face vs. computer mediated) and also when rapport was established through a brief rapport-building exercise before negotiations began. Finally, we find that the negative effects (unethical behavior)-but not the positive effects (satisfaction with the negotiation, trust, and willingness to work in the future with the negotiation partner)-of high rapport are reduced when negotiators are given a simple reminder before negotiations begin that one's actions can have long-term repercussions for one's reputation. Taken together, this ...

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“…Ahmed 2004) nor set out to explore specific emotions (cf. Fitness 2000, Wettergren 2010); instead I try to combine an anthropological and a sociological approach towards emotions and norms about emotions. I derive my general perspective from anthropologist John Leavitt's understanding that what we experience as emotions involves "both cultural meaning and bodily feeling" (1996: 531).…”

Section: Norms About Feelings and Emotionsmentioning

confidence: 99%

Negotiating the Normal Birth : Norms and Emotions in Midwifery Education

Gleisner¹

2013

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Anger in the workplace: an emotion script approach to anger episodes between workers and their superiors, co-workers and subordinates

Cited by 362 publications

References 24 publications

The Design of Everyday Hate: A Qualitative and Quantitative Analysis

The Design of Everyday Hate: A Qualitative and Quantitative Analysis

The Dark Side of Rapport: Agent Misbehavior Face-to-Face and Online

Negotiating the Normal Birth : Norms and Emotions in Midwifery Education

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