This is the eighth in a series of 10 articles about contemporary stress in men and women.

Q: What is the relationship between gender roles and anger in the workplace?

A: In 2002, Irene Gianakos from Kent State University Department of Psychology published a study in the Career Development Quarterly regarding the relationship of gender role to experiences of anger at work. There were 257 adult students who participated in the survey by completing narratives about their anger-related experiences at work.

The respondents identified seven issues, which included work performance by coworkers, role performance of supervisors, relationships with supervisors, relationships with fellow employees, handling the public, performance of subordinates and contextual work issues.

There are few research studies on work-related anger, although chronic anger can have a harmful effect on both physical and psychological well-being. Research on the relationship of gender to anger in the workplace is lacking, in spite of the fact both men and women have populated the workplace for decades.

In both school-aged children and adult studies, girls and women score much higher in anger suppression than men, while boys and men are much higher in the expression of anger. Women are socialized to expect negative consequences in interpersonal relationships. Men are socialized to the importance of status and power, and the consequences of anger in their relationships is not significant.

Other studies have minimized gender differences in handling anger. Averill's studies in 1983, based on undergraduate students and community residents, found the only gender difference was women were four times more likely than men to cry when they are angry.

Psychologist S.L. Bern formulated four gender roles in 1974. Masculine people define themselves as instrumental and problem-solving. People who are feminine are expressive and relationship -- oriented. Androgynous individuals have both sets of gender role traits and flexibility. Persons who are undifferentiated are characterized by poor socialization skills and inflexibility. The Kent State University study suggested gender role socialization might account for differences in handling workplace anger, rather than gender itself.

When applied to work situations, the gender roles formulated by Bern more aptly explain results from the Kent State University research. Traits of femininity in business leaders predicted control-related patterns of coping in men and women. Those people who were masculine in traits tended toward aggression and counter-arguments to control their positions. In females with masculine characteristics, there were higher occupational statuses, higher reports of personal accomplishments, more problem-solving and lower levels of stress. Both men and women with masculine traits used seeking help and positive thinking to cope with work stress.

Those workers with androgynous traits had the highest levels of self-esteem, job satisfaction and successful adaption to work stressors. Workers who were undifferentiated in traits were much less apt to use control-related coping techniques to handle work stress.

Since few comprehensive studies have researched gender and gender role effects on experiences of workplace anger, the Gianakos Kent State study asked for responses covering both. The respondents were both students and workers with work averages of 32 hours a week. Men in the study worked more hours than women.

Women and men reported the same issues, and there were no differences in the relative importance of these issues to men and women. Analyzed by gender, not gender role, men and women reported similar uses of control and escape types of coping skills.

Gender roles rather than gender did account for some differences in results. Workers with feminine gender role traits were more likely to cite co-worker's relationships as stressful. Women also wrote longer narratives in reporting their anger experiences at work.

The most frequent issues cited were anger stressors with co-workers and supervisors. The significance of these findings is that unresolved anger contributes to physical and psychological health problems. Gianakos stated unresolved anger likely might be factors in higher absentee roles and lower productivity in workers.

Based on their Kent State study, the researchers reiterated some recommendations for organizations to identify and offer to employees. Communicating job requirements when hired in order to minimize misconceptions and unrealistic expectations would be helpful. Providing workshops on anger management in order to encourage effective methods of handling anger would be beneficial. Providing procedures that allow for written grievances and including employees in discussing goals, policies and procedures would help defuse potential situations with angry employees.

* Next week's article will discuss coping strategies and skills for stress management.

Judy Caprez is associate professor and director of social work at Fort Hays State University. Send your questions in care of the department of sociology and social work,

Rarick Hall, FHSU.