Anger has often been portrayed as a destructive social emotion in the literature. However, research conducted with a social functional approach has also revealed the functionality of anger and called for a shift toward understanding the conditions in which anger can have interpersonal utility at work. Given the complicated role and inevitability of anger in work teams, it is important to understand when team members can reap the interpersonal utility of anger and promote adaptive social interactions. Contributing to this approach, we developed a contingency model to postulate when and why anger displays can produce integrative behavior among co‐worker dyads in teams. Drawing on regulatory fit theory we conducted three studies (one laboratory study and two field studies with a round‐robin design) to examine our hypotheses. Results indicated that co‐workers' anger displays were positively related to focal workers' (targets of anger) integrative behavior toward angry co‐workers (expressers) when targets had a high level of prevention focus and perceived a low level of team goal interdependence. As expected, moreover, targets' problem identification with expressers was found to be the mechanism of this conditional relationship. Implications of our research are discussed.

中文翻译：

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团队中的工作组之间的愤怒显示和整合行为：一种适合监管的方法

在文学中，愤怒常常被描述为一种破坏性的社会情感。但是，使用社交功能方法进行的研究也揭示了愤怒的功能，并呼吁转向理解愤怒在工作中具有人际关系效用的条件。鉴于愤怒在工作团队中的复杂角色和不可避免性，重要的是要了解团队成员何时才能获得愤怒的人际效用并促进适应性社会互动。作为这种方法的贡献，我们开发了一种权变模型，以推测何时以及为什么愤怒显示会在团队中的同事双子之间产生整合行为。根据监管适应理论，我们进行了三项研究（一项实验室研究和两项采用循环法设计的现场研究）以检验我们的假设。结果表明，当目标对象具有较高的预防重点并且感知到的团队目标相互依存度较低时，同事的愤怒表现与重点工作者（愤怒的目标）对愤怒的同事（表达者）的综合行为呈正相关。此外，正如预期的那样，发现目标与表达者的问题识别是这种条件关系的机制。讨论了我们研究的意义。发现与表达者的问题识别是这种条件关系的机制。讨论了我们研究的意义。发现与表达者的问题识别是这种条件关系的机制。讨论了我们研究的意义。