Why so Humorous? The Roles of Traditionality and Gender (Dis)Similarity in Leader Humor Behavior and Employee Job Performance
Why so Humorous? The Roles of Traditionality and Gender (Dis)Similarity in Leader Humor Behavior and Employee Job Performance
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为什么这么幽默？
DOI：
10.1177/1548051820964145
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发表时间：
2020-10
影响因子：
4.8
通讯作者：
Hailing Lu
中科院分区：
文献类型：
--
作者：
Ling Tan;Yongli Wang;Hailing Lu
虽然领导幽默的后果已经被很好地记录下来，但有限的研究注意力一直致力于其前因。当前的研究通过探索个体特征（即，传统性）影响领导者幽默行为。基于幽默的关系过程模型和一项多波、多领域的实地研究数据，我们发现传统性得分低的领导者更有可能与下属表达幽默，这反过来又影响下属的工作绩效。此外，领导幽默行为在领导传统性与员工工作绩效之间的中介作用在领导与下属性别不同的情况下更强。我们讨论了研究结果的影响和未来的研究方向有关的领导幽默的前因。
Although the consequences of leader humor have been well documented, limited research attention has been devoted to its antecedents. The current research addresses this important issue by exploring whether and when an individual characteristic (i.e., traditionality) influences leader humor behavior. Based on the relational process model of humor and data from one multiwave, multisource field study, we find that leaders scoring low on traditionality are more likely to express humor with their followers, which in turn affects followers’ job performance. Moreover, the mediating effect of leader humor behavior on the link between leader traditionality and employee job performance is stronger when the genders of the leader and subordinates differ. We discuss the implications of the findings and future directions for research concerning the antecedents of leader humor.
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影响因子：
7.6
作者：
M. Leary;J. Nezlek;Deborah L. Downs;Julie Radford-Davenport;Jeffrey Martin;Anne McMullen
通讯作者：
M. Leary;J. Nezlek;Deborah L. Downs;Julie Radford-Davenport;Jeffrey Martin;Anne McMullen
同时考虑自身利益和象征意义：工具性动机和价值表达动机如何相互作用影响监管者的正义行为
影响因子：
5.5
作者：
Qin Xin;Ren Run;Zhang Zhi-Xue;Johnson Russell E
通讯作者：
Johnson Russell E
DOI：
10.1111/j.1530-0277.2000.tb02070.x
发表时间：
2000-06-01
影响因子：
3.2
作者：
Muthén, B;Muthén, LK
通讯作者：
Muthén, LK
DOI：
10.31234/osf.io/gkwme
发表时间：
2020-06
期刊：
The American psychologist
影响因子：
--
作者：
K. Kniffin;Jayanth Narayanan;F. Anseel;J. Antonakis;Susan P Ashford;A. Bakker;Peter A. Bamberger;Hari Bapuji;Devasheesh P. Bhave;Virginia K. Choi;Stephanie J. Creary;E. Demerouti;Francis J. Flynn;M. Gelfand;L. Greer;G. Johns;Selin Kesebir;Peter G. Klein;Sun Young Lee;Hakan Ozcelik;J. Petriglieri;N. Rothbard;C. Rudolph;J. Shaw;Nina Sirola;Connie R. Wanberg;Ashley Whillans-;Michael P. Wilmot;M. Vugt
通讯作者：
K. Kniffin;Jayanth Narayanan;F. Anseel;J. Antonakis;Susan P Ashford;A. Bakker;Peter A. Bamberger;Hari Bapuji;Devasheesh P. Bhave;Virginia K. Choi;Stephanie J. Creary;E. Demerouti;Francis J. Flynn;M. Gelfand;L. Greer;G. Johns;Selin Kesebir;Peter G. Klein;Sun Young Lee;Hakan Ozcelik;J. Petriglieri;N. Rothbard;C. Rudolph;J. Shaw;Nina Sirola;Connie R. Wanberg;Ashley Whillans-;Michael P. Wilmot;M. Vugt
职场负面八卦对中国员工主动行为的影响：传统性的调节作用
影响因子：
6.1
作者：
Wu Xiangfan;Kwan HoKwong;吴隆增;Ma Jie
通讯作者：
Ma Jie