「幽好幽壞!」幽默型領導及結果變項之後設分析:東西方文化下的差異

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/85523

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Title:	「幽好幽壞!」幽默型領導及結果變項之後設分析:東西方文化下的差異
Authors:	陳洛琳;Chen, Lo-Lin
Contributors:	人力資源管理研究所
Keywords:	幽默型領導;國家文化;後設分析;Humorous leadership;national culture;meta-analysis
Date:	2021-06-25
Issue Date:	2021-12-07 10:55:05 (UTC+8)
Publisher:	國立中央大學
Abstract:	幽默是領導者而言幽默是項重要的溝通工具，但領導者的幽默其實有好有壞!因此本研究透過後設分析再度探討幽默型領導對各項結果變項的影響外，更因國際化的趨勢加入國家文化做為調節變數，了解在東西方國家不同文化體系下，領導者應如何善用其幽默，才能為組織產生正面效益。本研究將幽默型領導分為正向幽默以及負向幽默並作為自變項;依變項則是蒐集迄今國內外有關幽默型領導的相關研究，其統整出的結果變項共有十一項:員工工作績效表現、員工工作滿意度、員工退縮行為、員工創新行為、員工敬業度表現、組織公民行為、團隊凝聚力、員工對領導者滿意度、員工受領導者感知影響;調節變項則是參考 Robins(1991)對東西方國家文化區別作為判斷依據。最終以 63 篇文獻、樣本總數 17,087 筆透過 Meta-Essential 軟體進行後設分析，得出幽默領導與結果變項間的相關性。本研究結果顯示正向幽默領導與所有結果變項皆為正相關;負向幽默與所有結果變項皆為負相關;而正向幽默領導與工作績效表現、員工敬業度表現、團隊凝聚力以及員工受領導感知在東方國家文化下的關係強度大於在西方國家文化下的表現;反之，正向幽默領導與員工工作滿意度、退縮行為、創新行為、組織公民行為以及對領導者的滿意度則是在西方國家下關係強度較大。因此鼓勵企業可透過教育訓練、篩選機制有效培養領導者的正向幽默感外，也應告知在東西方文化下展現幽默的應注意之處，才能幫助組織營造良好的組織氣氛並提升多方正面表現。;Humor is an important communication tool for leaders, but it can be both good and bad! Therefore, this study use meta analysis to explores the influence of humorous leadership on various outcome variables, and adds national culture as a moderating variable due to the trend of internationalization. Hope can give leader some advice about making good use of humor when they under difference countries. In this study, humorous leadership is divided into positive humor and negative humor as independent variables; Also study has 11 dependent variables : Employee job performance, employee job satisfaction, employee withdrawal behavior, employee innovation behavior, employee engagement performance, organizational citizenship behavior, group cohesion, employee satisfaction with the leader, and employee’s perception from the leader; the moderating variables are based on Robins (1991)’s classification of national culture. In the end, this study use 63 documents and 17087 samples to run meta-analysis. The results show that positive humor leadership is positively correlated with all outcome variables; negative humor is negatively correlated with all outcome variables; and under eastern culture, positive humor leadership and job performance, employee engagement, group cohesion, and employee perceptions from the leader’s relationship are more stronger than western culture, vice versa. Finally, organizations can use training initiatives to cultivate a positive sense of humor for leaders and to help organizations to create a good organizational atmosphere.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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