Although leader anger expression targeted at employees' unethical behavior is pervasive in the workplace, we still know little about its theoretical meaning and consequences. To address this theoretical blind spot, we drew on fairness heuristic theory to investigate whether, how, and when unethical-behavior-targeted (UB-targeted) leader anger expression affects team outcomes. Our findings from two time-lagged field studies suggest that a punishment-based distributive justice climate mediates the positive effects of UB-targeted leader anger expression on team organizational citizenship behavior (OCB) and team viability. Moreover, leader moral decoupling weakens these indirect relationships. Specifically, the indirect relationships are weaker when the leader separated judgments of performance from those of ethics. These findings highlight the importance of a fairness perspective in understanding the consequences of leader anger expression targeted at unethical behaviors.

中文翻译：

---

愤怒是好事吗？针对不道德行为的领导者愤怒表达及其对团队成果的影响

尽管领导者针对员工不道德行为的愤怒表达在工作场所普遍存在，但我们对其理论意义和后果仍然知之甚少。为了解决这个理论盲点，我们利用公平启发式理论来研究不道德行为目标（UB目标）领导者的愤怒表达是否、如何以及何时影响团队结果。我们从两项滞后的实地研究中得出的结果表明，基于惩罚的分配正义氛围可以调节以 UB 为目标的领导者愤怒表达对团队组织公民行为 (OCB) 和团队生存能力的积极影响。此外，领导者道德脱钩削弱了这些间接关系。具体来说，当领导者将绩效判断与道德判断分开时，间接关系就会减弱。这些发现强调了公平视角对于理解领导者针对不道德行为表达愤怒的后果的重要性。