工作场所领导愤怒的有效性及其作用机制

领导愤怒(leader anger)作为最常见、最易被感受到的工作场所负面情绪之一, 对于改善工作关系、行为和绩效具有显著影响。然而, 已有文献关于领导愤怒阻碍还是促进领导有效性的观点存在许多争议, 对于领导愤怒为什么以及何种条件下影响领导有效性的问题尚不明确。在回顾工作场所领导愤怒概念起源和内涵特点的基础上, 从消极效应和积极效应双刃视角厘清了工作场所领导愤怒的有效性, 基于情绪即社会信息理论阐释了工作场所领导愤怒有效性的双路径中介机制, 并从个体/团队/组织三层面分析了领导愤怒有效性的边界条件。未来研究应从工作场所领导愤怒的概念和结构测量、事件前因和后果、中介机制、情境因素、研究方法和研究层面等方面进一步拓展。

Effectiveness and mechanism of leader anger in the workplace

Leader anger is one of the most common and perceived workplace negative emotions, which has a significant impact on improving work relationships, behavior and performance. Nonetheless, there is an important controversy on whether leader anger in the workplace leads to negative work outcomes or the possible positive implications across different contexts, that is, hinders or promotes leadership effectiveness. It is still unclear why and how leader anger affects leadership effectiveness. We aim at adding to this literature by addressing important issues such as concept, positive and negative effectiveness, two-path mechanisms, boundary conditions under which anger expression in the workplace will lead to specific positive or negative outcomes. We finally proposed future prospects from its concept, structure and measurement, event antecedents and outcomes, mediating mechanisms, context factors, research method and levels, leaving us much space for the follow-up.