Managing Anger and Annoyance in Organizations in China
基于中国组织成员的日记收集关键事件，研究发现开放讨论（建设性争论）能维护面子并强化关系，从而建设性地管理愤怒和烦恼，且这种效果在合作性相互依赖的成员间更明显。
Results from critical incidents, developed through diaries of organizational members in China, support the social cognitive perspective's emphasis on the role of cognitions in the experience and response to anger and suggest that this perspective is a potential foundation for managing anger. Findings indicate that the open-minded discussion (constructive controversy) of the anger and annoyance incidents confirms social face and strengthens relationships. These productive dynamics and outcomes were found to occur when organizational members felt cooperatively interdependent. Results were interpreted as suggesting that even in a society where collectivist and conflict-negative values are influential, anger and annoyance can be constructively managed through an open-minded discussion of the incident.