Managing anger for teamwork in Hong Kong : goal interdependence and open-mindedness

Research output: Journal PublicationsJournal Article (refereed)

17 Citations (Scopus)

Abstract

Anger is part of working in a team, as is dealing with its frustrations and conflicts. The cooperative-competitive approach to conflict suggests that how open-mindedly the anger incident is discussed impacts on its dynamics and outcomes. Results from critical incident interviews of organization members in Hong Kong clarify how team members can manage their anger. Structural equation and other analyses suggest that open-minded discussion of the anger-inducing incident promotes productivity and strengthens relationships; thereby developing commitment and a belief that team members are resourceful. These constructive dynamics and outcomes were found to occur when team members had co-operative but not competitive nor independent goals. Results were interpreted as suggesting that even in a society where collectivist and conflict-negative values are influential, anger can be managed constructively through an open-minded discussion of the incident.
Original languageEnglish
Pages (from-to)107-123
Number of pages17
JournalAsian Journal of Social Psychology
Volume5
Issue number2
DOIs
Publication statusPublished - 1 Aug 2002

Fingerprint

Anger
Hong Kong
teamwork
anger
interdependence
incident
Frustration
frustration
productivity
Organizations
Interviews
commitment
organization
interview
Conflict (Psychology)

Keywords

  • Aggression
  • Anger
  • Conflict management
  • Open-mindedness

Cite this

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abstract = "Anger is part of working in a team, as is dealing with its frustrations and conflicts. The cooperative-competitive approach to conflict suggests that how open-mindedly the anger incident is discussed impacts on its dynamics and outcomes. Results from critical incident interviews of organization members in Hong Kong clarify how team members can manage their anger. Structural equation and other analyses suggest that open-minded discussion of the anger-inducing incident promotes productivity and strengthens relationships; thereby developing commitment and a belief that team members are resourceful. These constructive dynamics and outcomes were found to occur when team members had co-operative but not competitive nor independent goals. Results were interpreted as suggesting that even in a society where collectivist and conflict-negative values are influential, anger can be managed constructively through an open-minded discussion of the incident.",
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Managing anger for teamwork in Hong Kong : goal interdependence and open-mindedness. / TJOSVOLD, Dean William.

In: Asian Journal of Social Psychology, Vol. 5, No. 2, 01.08.2002, p. 107-123.

Research output: Journal PublicationsJournal Article (refereed)

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