Harnessing Psychological Research for Effective Anger Management in the Workplace


Understanding and effectively navigating anger in the workplace is not just about preventing conflict; it’s about fostering a culture of emotional intelligence, resilience, and mutual respect.


As managers and HR professionals, it’s crucial to recognize the multifaceted nature of anger and its impact on team dynamics, productivity, and overall workplace morale. From the visible outbursts of anger-arousal to the silent brooding of anger-rumination, each aspect of anger presents unique challenges and opportunities for growth. Drawing upon the study by Maltby et al. (2023), this blog post summarizes the five-factor model of anger and how this model can be practically applied to create a more harmonious and productive workplace. We will explore various strategies including conflict resolution, emotional intelligence training, and stress management techniques, to help you to effectively managing anger in your team. By understanding and addressing these factors, you can transform potential conflicts into opportunities for professional development and positive change, ensuring a psychologically safe and supportive work environment for all.

Five Latent Anger Factors

The article by Maltby et al. (2023) presents a comprehensive analysis of anger through the development of a five-factor model based on self-report measures. The study involved exploratory and confirmatory factor analyses of self-report anger measures from two samples (UK, n = 500; USA, n = 625), revealing five latent anger factors: anger-arousal, anger-rumination, frustration-discomfort, anger-regulation, and socially constituted anger. The study’s findings offer a simplified yet comprehensive approach to understanding and measuring anger, summarizing over fifty years of research in this field. This model is supported by evidence of measurement consistency across gender, age, and ethnicity. What are those five factors in brief?

  1. Anger-Arousal: This is when someone shows their anger openly, like getting visibly upset, shouting, or being irritated. It’s about how quickly and strongly a person reacts with anger.
  2. Anger-Rumination: This is when someone keeps thinking about things that made them angry in the past, instead of letting go. It’s like replaying an angry moment over and over in your mind.
  3. Frustration-Discomfort: This is about getting upset easily when things are tough or not going your way. It includes feeling entitled, getting upset when you can’t achieve your goals easily, or believing that you cannot tolerate any discomfort.
  4. Anger-Regulation: This is about how someone controls their anger. It involves using different ways to calm down, like avoiding arguments, trying to think of something else, or trying to see the situation as less serious.
  5. Socially Constituted Anger: This type of anger is related to how we interact with others. It’s about getting angry when social rules are not followed or when someone feels their reputation is threatened. It also involves standing up for what you believe is right in social situations.

Anger in Organizational Environments

The findings and model of Maltby et al. (2023) help us to understand and address anger-related issues in organizational environments more effectively. Below is a presentation of the five-factor model of anger as it applies to identifying, understanding, and managing anger at work.

  1. Anger-Arousal in the Workplace: This aspect involves overt demonstrations of anger, like showing annoyance, having outbursts, or engaging in aggressive verbal exchanges. Within a workplace, this could surface as disputes with coworkers, heated moments in meetings, or evident frustration with job-related tasks. To address this, managers can establish open lines of communication, cultivate a supportive environment, and provide training on emotional intelligence and how to resolve conflicts.
  2. Anger-Rumination in the Workplace: This refers to fixating on incidents that have caused anger in the past. Employees who persistently think about previous conflicts or perceived injustices may struggle to move on, impacting their efficiency and relationships at work. Techniques like counseling, mindfulness practices, and stress management can aid these employees in processing and overcoming such feelings.
  3. Frustration-Discomfort in the Workplace: This element is linked to a low tolerance for frustration and discomfort, often manifesting as impatience with challenging assignments or a sense of entitlement. Employees who display these tendencies may respond adversely to constructive criticism or changes in their work setting. Managers can mitigate this by setting explicit expectations, offering consistent feedback, and fostering a culture that embraces resilience and adaptability.
  4. Anger-Regulation in the Workplace: This involves methods for managing and moderating anger. Employees proficient in anger regulation are typically more adept at handling workplace stress and interpersonal conflicts. Encouraging a culture that prioritizes self-awareness and the ability to regulate one’s emotions, along with providing anger management training, can be advantageous.
  5. Socially Constituted Anger in the Workplace: This factor deals with anger that arises from social interactions and norms. In a professional context, this might manifest in responses to perceived unfairness or breaches of workplace standards. To tackle this, leaders should ensure fairness, uphold transparency, and show respect for diversity and inclusion within the workplace.

Application in Management Practices

By understanding these facets of anger and applying targeted strategies, managers can create a more harmonious, productive, and psychologically safe workplace. Below are some strategies to consider for your workplace.

  • Training and Development: Incorporating training sessions on anger management, emotional intelligence, and conflict resolution can be very effective. These sessions should be tailored to help employees recognize and understand different aspects of anger, especially focusing on rumination and regulation.
  • Policy and Culture Building: Developing a workplace culture that does not tolerate inappropriate expressions of anger but encourages open and respectful communication can mitigate many issues related to anger.
  • Support Systems: Implementing support systems such as employee assistance programs, counseling services, and stress management workshops can help employees deal with anger in a healthy manner.
  • Regular Feedback and Communication: Encouraging regular feedback sessions between employees and managers can help in addressing issues before they escalate. Open communication channels can prevent misunderstandings and frustrations from turning into anger.
  • Conflict Resolution Mechanisms: Having clear mechanisms in place for conflict resolution can help in managing situations where anger is a result of interpersonal conflicts or perceived injustice.


Drawing on over half a century of psychological research, the study by Maltby et al. (2023) provides valuable insights into the complex nature of anger and how it might manifest in the workplace. As applied to organizations, managing anger effectively goes beyond mere skill – it is an essential pillar in cultivating a thriving organizational environment.

For managers and HR professionals, this model can be a key to unlocking strategies that mitigate potential conflicts and nurture a culture steeped in emotional intelligence, open communication, and mutual respect. By integrating practices such as consistent feedback, conflict resolution techniques, and emotional intelligence training, you can reshape the workplace narrative around anger. This shift can transform potentially disruptive emotions into powerful drivers of personal growth, team unity, and organizational strength.

Adept anger management, informed by rigorous psychological research, is more than a conflict mitigation tool. It represents a strategic commitment to fostering the emotional health of employees, enriching the organizational culture, and bolstering the overall success of the business. Leaders and change-makers in organizations are encouraged to consider implementing these or similar principles, fostering a work environment that is not only efficient and productive but also emotionally supportive for all team members.


Maltby, J., Norton, W. H. J., McElroy, E., Cromby, J., Halliwell, M., & Hall, S. S. (2023). Refining anger: Summarizing the self-report measurement of anger. Journal of Personality Assessment, 105(6), 752–762. https://doi.org/10.1080/00223891.2022.2152345

Written by Lisa J Meier with ChatGPT support.