科研成果详情

This study delves into the underexplored relationship between leader humor and employee organizational identification by examining the role of positive affect and perceived organizational justice. Drawing on affect theories of humor and justice theories, the research seeks to answer two key questions: (1) How does leader humor expression increase employee organizational identification? (2) Under which conditions is leader humor expression most effective in enhancing employee organizational identification? Utilizing data from 450 respondents across organizations in two Asian countries, the study tests the hypothesized research model, revealing that positive affect mediates the relationship between leader humor expression and employee organizational identification. The findings indicate that employees’ perception of organizational justice moderates the relationship between leader humor expression and positive affect. Specifically, leader humor expression has a stronger impact on employees’ positive affect when the level of perceived organizational justice is higher. These results contribute to the understanding of how leader humor can influence employee organizational identification and underscore the importance of fostering positive affect and organizational justice perceptions in the workplace. The study also offers theoretical implications and suggests potential directions for future research in this area, opening avenues for further investigation into the complex interplay between leader humor, positive affect, and organizational justice.