William Magee

Individuals’ beliefs about their opinion-related tendencies should interest public opinion researchers for at least two reasons. First, these beliefs could influence opinion-related behaviors. Second, they are likely to indicate tendencies that transcend specific situations and pertain to a wide range of subjects for which opinions can be held. This study investigates the associations of demographic characteristics, material and social resources, and subjective experiences with the belief that one tends to develop independent opinions (i.e., opinion autonomy) and expresses one’s minority opinions (i.e., expressed autonomy). Effects are estimated through analyses of three waves of data collected from a sample of the U.S. adult population. Education, age, community rank, financial stress, and shame are revealed to have effects of similar magnitude on expressed autonomy and opinion autonomy. Gender is the only variable investigated associated with only one form of autonomy—expressed autonomy. The findings are interpreted through the lenses of identity and affect control theories. Processes related to maintaining authenticity, perceived self-worthiness, and confidence in oneself as an independent thinker and agent are theorized as underlying the results.

Although sociologists have long been interested in the stratification of emotions, the occupational stratification of anger has been investigated in only a few general population studies. Through analyses of data representative of workers in Toronto, we evaluate the hypothesis that workplace hierarchical position, defined by supervisory level, has an inverted u‐shaped association with the frequency of anger about work. We also evaluate the more specific hypothesis that the difference in work‐related anger between front‐line supervisors and nonsupervisory workers will be relatively larger among workers in the commodified services sector than other sectors. Results are generally consistent with our hypotheses. We find that both front‐line supervisors in the commodified services sector, and secondary supervisors in all employment sectors, report more frequent anger about work than do nonsupervisory workers. In contrast, higher level supervisors report anger about work at about the same frequency as nonsupervisory workers. These associations are only slightly reduced by controls for work stress and stressors. We discuss how supervisory relations might explain differences in anger about work among workers at different levels in organizational hierarchies.

Purpose: The malicious impulse is a phenomenon that lies in the theoretical and ontological space between emotion and action. In this chapter, we probe this space. In the empirical part of this work, we evaluate the hypothesis that middle-level supervisors will be more likely than non-supervisory workers and top-level supervisors to report an impulse to “hurt someone you work with” (i.e., maliciousness). Methodology/approach: Data are from a cross-sectional survey of a representative sample of employed Toronto residents in 2004–2005. Findings: Results from logistic regression analyses show that when job characteristics are controlled, the estimated difference between middle-level supervisors and workers in other hierarchical positions reporting the impulse to harm a coworker is statistically significant. Moreover, the difference between middle-level supervisors and other workers persist after controls for anger about work and job-related stress. Social Implications: In discussing our results, we focus on factors that might generate the observed associations, and on how Bourdieusian theory may be used to interpret the social patterning of impulses in general, and malicious impulses in particular. We also discuss the implications of our findings for emotional intelligence in the workplace.

Studies have found anger at others at home (AOH) to be associated with job-related stress, and work-to-home interference (WHI). These findings suggest that WHI may mediate the translation of stress about work into AOH. This study investigates the associations of work-related worries, and anger about work, with worries about home and AOH. WHI is investigated as a mediator of the translation of job worry into AOH, and spillover of moods between work and home. Gender, age and job control are investigated as moderators of those associations. Data are from a telephone survey of employed residents of Toronto, Canada who are living with others. The results suggest that WHI mediates the spillover of worries between work and home, but not the spillover of anger or the translation of job worries into AOH. The moderation analyses suggest that WHI increases AOH only among people with low job control.