Purpose – The purpose of this study is to test how individuals’ emotion reactions (fear vs anger) to expressed anger influence their intended conflict management styles. It investigates two interventions for managing their reactions: hot vs cold processing and enhancing conflict self-efficacy. Design/methodology/approach – Hypotheses were tested in two experiments using an online simulation. After receiving an angry or a neutral message from a coworker, participants either completed a cognitive processing task (E1) or a conflict self-efficacy task (E2), and then self-reported their emotions, behavioral activation/inhibition and intended conflict management styles. Findings – Fear is associated with enhanced behavioral inhibition, which results in greater intentions to avoid and oblige and lower intentions to dominate. Anger is associated with enhanced behavioral activation, which results in greater intentions to integrate and dominate, as well as lower intentions to avoid and oblige. Cold (vs hot) processing does not reduce fear or reciprocal anger but increasing individuals’ conflict self-efficacy does. Research limitations/implications – The studies measured intended reactions rather than behavior. The hot/coldmanipulation effect was small, potentially limiting its ability to diminish emotional responses. Practical implications – These results suggest that increasing employees’ conflict self-efficacy can be an effective intervention for helping them manage the natural fear and reciprocal anger responses when confronted by others expressing anger. Originality/value – Enhancing self-efficacy beliefs is more effective than cold processing (stepping back) for managing others’ anger expressions. By reducing fear, enhanced self-efficacy diminishes unproductive responses (avoiding, obliging) to a conflict.

中文翻译：

---

限制对愤怒表情的恐惧和愤怒反应

目的–这项研究的目的是测试个人对表达愤怒的情绪反应（恐惧与愤怒）如何影响他们预期的冲突管理方式。它研究了两种干预措施来管理其反应：热与冷处理以及增强冲突的自我效能。设计/方法/方法–使用在线模拟在两个实验中对假设进行了测试。在收到同事发来的愤怒或中立的信息后，参与者要么完成认知处理任务（E1），要么完成冲突自我效能感任务（E2），然后自我报告自己的情绪，行为激活/抑制和预期的冲突管理方式。调查结果–恐惧与行为抑制作用增强有关，这导致更大的避免意愿和强迫意愿以及更低的主导意愿。愤怒与增强的行为激活有关，这导致更大的意图去整合和支配，而更低的意图来避免和强迫。冷（vs热）过程并不能减少恐惧或相互的愤怒，但可以提高个人的冲突自我效能。研究的局限性/含义-研究是衡量预期的反应而非行为。热/冷操纵的影响很小，可能会限制其减弱情绪反应的能力。实际意义–这些结果表明，提高员工的冲突自我效能感可以是一种有效的干预措施，可以帮助他们在面对表达愤怒的其他人时应对自然的恐惧和相互的愤怒反应。独创性/价值-增强自我效能感信念比冷处理（后退一步）更有效地管理他人的愤怒表达。通过减少恐惧，增强的自我效能感会减少对冲突的非生产性反应（避免，强迫）。