Abstract
We present a theoretical model of contextualized anger expression to challenge prominent antisocial, aggression, and individual actor perspectives reflected in the current literature, and we assert that organizational observers' judgments and reactions help determine whether anger results in more negative or positive outcomes. The dual threshold model includes an expression threshold, which is crossed when individuals communicate rather than suppress anger, and an impropriety threshold, which is crossed if expressed anger violates organizational emotion display norms.
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