领导幽默与员工上进心:员工关系品质与传统的作用

IF 5 3区 管理学 Q1 MANAGEMENT
Ling Tan, Yongli Wang, Hailing Lu
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引用次数: 17

摘要

尽管对领导者幽默的实证研究不断增加,但领导者幽默如何以及何时以向上的声音形式影响员工的人际关系、主动行为这一重要问题在很大程度上被忽视了。基于幽默的关系过程模型和多波、多源的现场研究和一个实验现场研究数据,我们发现领导幽默对向上建言的积极影响可以通过上下级非工作关系(即上下级关系)和上下级工作关系(即领导-成员交换)来解释。当员工传统得分较低时,上下级关系和领导成员交换对领导幽默与向上建言关系的间接影响更强。这些结果揭示了领导者幽默的作用,通过与下属建立高质量的关系,促进组织中潜在关键信息的自下而上流动,并为谁将从领导中的幽默中获益更多提供了见解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Leader Humor and Employee Upward Voice: The Role of Employee Relationship Quality and Traditionality
Despite the continuous increase in empirical research on leader humor, the important issue of how and when leader humor affects employees’ interpersonal, proactive behaviors in the form of upward voice has largely been overlooked. Drawing on relational process model of humor and data from one multiwave, multisource field study and one experimental field study, we find that the positive effects of leader humor on upward voice behavior can be accounted for by both supervisor–subordinate nonwork ties (i.e., supervisor–subordinate guanxi) and supervisor–subordinate work ties (i.e., leader–member exchange). The indirect effects of both supervisor–subordinate guanxi and leader–member exchange on the relationship between leader humor and upward voice behavior are stronger when employees score low on traditionality. These results shed light on the role of leader humor in promoting the bottom–up flow of potentially critical information in organizations through high-quality relationships with followers and provide insights into who will benefit more from humor in leadership.
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来源期刊
CiteScore
9.70
自引率
2.10%
发文量
23
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