The impact of leaders’ affiliative humor and aggressive humor on the workplace ostracism: a serial mediation model

ABSTRACT

This study investigated the impact of leader humor on workplace ostracism, with leader-member exchange (LMX) and supervisor ostracism employed as mediators. Data from 517 full-time hotel employees indicated that both leader affiliative humor and leader aggressive humor did not directly affect workplace ostracism. Leader affiliative humor improved workplace ostracism first through LMX and then supervisor ostracism. Leader aggressive humor exacerbates workplace ostracism indirectly through supervisor ostracism. Leader aggressive humor exerted a higher effect on workplace ostracism than did leader affiliative humor. Drawing on job demands-resources model and social exchange theory, this study is the first to provide a framework investigating leader humor, LMX, supervisor ostracism, and workplace ostracism.

摘要

本研究以领导-成员交流（LMX）和主管排斥为中介, 探讨了领导幽默对职场排斥的影响, 来自517名全职酒店员工的数据表明, 领导依恋型幽默和领导攻击性幽默都不会直接影响工作场所的排斥. 领导型幽默首先通过LMX改善了工作场所的排斥, 然后是主管的排斥. 领导的攻击性幽默通过主管的排斥间接加剧了工作场所的排斥. 领导攻击性幽默对职场排斥的影响高于领导依恋性幽默. 本研究借鉴工作需求资源模型和社会交换理论, 首次提供了一个调查领导者幽默. LMX, 主管排斥和工作场所排斥的框架.

KEYWORDS:

• Leader humor
• leader-member exchange
• supervisor ostracism
• workplace ostracism

Disclosure statement

No potential conflict of interest was reported by the author(s).

Additional information

Funding

The work was supported by the Ministry of Science and Technology, Taiwan [MOST 110-2410-H-263-004 -SSS].