Citation

Tjosvold D. Asian J. Soc. Psychol. 2002; 5(2): 107-123.

Copyright

(Copyright © 2002, Asian Association of Social Psychology and the Japanese Group Dynamics Association, Publisher John Wiley and Sons)

DOI

10.1111/1467-839X.00098

PMID

unavailable

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.