Understanding the Differential Effects of Anxiety and Anger

depression-2912404_1280[We’re pleased to welcome authors, Laurie J. Barclay of Wilfrid Laurier University, and Tina Kiefer of the University of Warwick. They recently published an article in the Journal of Management entitled “In the Aftermath of Unfair Events: Understanding the Differential Effects of Anxiety and Anger,” which is currently free to read for a limited time. Below, the motivation for their research:]

JOM_42_5_Covers.inddWhat motivated you to pursue this research?
We were interested in how employees experience unfair events on a day-to-day basis and how they “live through” and actively navigate these experiences. We wanted to move away from the dominant perspective in the literature that examines how unfairness impacts employees through the “eyes” and interests of managers and organizations. Instead, we wanted to ground our investigation in employees’ experiences to understand how employees process and respond to these events and how this impacts their relationship with the organization.

Within the fairness literature, it is often assumed that negative emotions are detrimental. However, negative emotions can be functional for employees and hence organizations. One of our study’s most compelling findings is that employees who experience anxiety in reaction to the unfair event are motivated to engage in problem prevention behaviors, which are aimed at “fixing” the situation. Interestingly, employees who engage in these behaviors experienced a “rebound” in their fairness perceptions, such that the drop in perceived fairness due to the unfair event was corrected. By contrast, anger was functional by showing that the unfairness would not be tolerated but did not have the same positive impact on subsequent fairness perceptions. This raises important questions about how employees’ behaviors impact the aftermath of the unfair event and the importance of understanding how employees are experiencing these events to effectively manage these situations.

What advice would you give to new scholars and incoming researchers in this particular field of study?
After decades of research, the fairness literature has become a mature and well-established domain of inquiry, with thousands of studies and dozens of theories. Although this wealth of empirical evidence and theoretical diversity has provided much richness, incoming researchers and doctoral students can find it a bit intimidating to dive into. Further, some scholars have also questioned whether the maturity of this literature will lead to stagnation. However, there are many opportunities to make significant, novel, and important discoveries in this domain by taking different and novel perspectives.

One way to continue to stimulate this literature is to identify and question its underlying assumptions. For example, in our research, we grounded our investigation in the experiences of employees which challenges the dominant perspective in the field. This approach created a number of insights regarding how employees actively navigate unfair events, including how employees can impact their own fairness perceptions through their emotional and behavioral responses as well as the functional nature of negative emotions.

We would encourage new scholars and incoming researchers to challenge assumptions in the literature and also consider how applying theories from other domains and perspectives to fairness can enhance our insights. Doing so will create exciting new opportunities to expand our understanding and ability to manage this important phenomenon. Given the pervasiveness and impact of unfairness, it is critical to provide employees and organizations with evidence-based practices that can help prevent these experiences, where possible, and effectively navigate unfairness when it does occur.

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Stress photo attributed to whoismargot. (CC)