An Empirical Examination of the Dual Threshold Model of Anger Expression

Abstract

This exploratory study examines the suppression and expression of anger at work within the framework of Callister & Geddes’ (2004) Dual Threshold Model. Data for the study were collected from surveys reflecting a critical incident methodology. Findings support the hypotheses that organizational silence leads to negative workplace outcomes, and expressed anger leads to positive workplace outcomes. There was partial support for the hypothesis that workplace displays of excessive anger negatively impact the offender and the situation that initially provoked the display. Also supported was the hypothesis that negative outcomes would increase when organizational members respond with sanctioning behavior toward the individual whose anger expression was viewed as excessive. Qualitative data were used to examine factors that encourage people to suppress or express their anger at work, as well as the types and frequency of supportive and sanctioning responses to anger displays by organizational observers.