✓ Purpose: The current study focuses on the importance of the emotions in the workplace, more specifically in the retail sector. The main goal of this study is first to enhance the relationship between Trait Anger, Perceived Leadership Moral Disengagement and Surface and Deep Acting in Emotional Exhaustion, testing a moderated mediation model in which the association between Trait Anger and Emotional Exhaustion is accounted for by Leadership Moral Disengagement and conditional upon levels of Surface and Deep Acting. Secondly, from a longitudinal perspective to understand the direct correlations between Perceived Leadership Moral Disengagement and Productivity Despite Sickness and Emotional Exhaustion and Productivity Despite Sickness. ✓ Design/Methodology/Approach/Intervention: The total sample was 312 employees that answered at least one day of the 5 daily questionnaires. The final sample of the first study, analysed through the cross-sectional self-reported measure, is 119 employees and for the second study, analysed through a longitudinal study, is 84 employees with 253 daily responses. ✓ Results: On model 1, subjects with anger traits showed emotional exhaustion, mediated by a poor relationship between employees and supervisors, in its turn moderated by different levels of Surface Acting. The indirect effect of Trait Anger on Emotional Exhaustion through Leadership Moral Disengagement is significant when Surface Acting is higher but it is not significant when moderated by Deep Acting. On model 2, it resulted in two direct relationships: emotional exhaustion negatively affects Presenteeism (Productivity Despite Sickness) and employees' perception of their leaders when they have to deal with unethical relationships negatively influence productivity despite illness. ✓ Limitations: The limitations of study 1 is that because it was a cross-sectional self-reported measure and results did not show the exact nature of the association between Trait Anger, Perceived Leadership Moral Disengagement, Surface and Deep Acting on Emotional Exhaustion. On study 2, the limitation was that individuals did not complete all five daily questionnaires because it was a longitudinal study. The last limitation is that MoralDisengagement measures are still in the initial stages and this fact makes its research and analysis complicated. ✓ Research/Practical Implications: It is very important to develop some management solutions in order to promote awareness for these topics. Therefore, the study suggests some initiatives that companies can adapt to prevent Burnout, Emotional Exhaustion and morally disengagement behaviours from supervisors in the workplace. ✓ Originality/Value: This innovative research helps organisations and managers to understand that negative emotions cause negative consequences at the workplace. More specifically by studying that individuals with trait anger when dealing with morally disengaged supervisors tend to result in emotional exhaustion behaviours, with the impact of Surface and Deep Acting and also by studying the direct relationship between Leadership Moral Disengagement and Emotional Exhaustion with Productivity Despite Sickness

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