领导幽默与团队越轨行为：有调节的中介模型
文献类型：学位论文
| 作者 | 王蔚 |
| 答辩日期 | 2024-06 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李锋 |
| 关键词 | 亲和型领导幽默 攻击型领导幽默 团队积极情感基调 团队越轨行为 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | Leader Humor and Team Deviance Behavior: A Moderated Mediation Model |
| 中文摘要 | Leader humor, as a crucial facet of leadership behavior, holds the potential to positively influence team performance, creativity, and dedication. Consequently, it has garnered substantial attention in the realms of organizational psychology and leadership research. Against the backdrop of the post-epidemic imperative to "reduce costs and increase efficiency," enterprises are now directing their focus towards enhancing team efficiency and mitigating negative behaviors within organizational teams. Team deviant behavior, characterized as a prototypical form of team misconduct, exerts adverse effects on organizational efficiency, team dynamics, and the collaborative synergy among team members. While there exist studies exploring the relationship between affiliative leader humor and team positive behavior, research addressing team negative behavior through affiliative leader humor remains relatively underexplored. This study aims to fill this gap by proposing, based on the affective events theory and insights from previous empirical research, to explore the influence of affiliative leader humor on the team deviant behavior with a particular focus on understanding the intermediary role played by the workgroup affective tone and the moderated mechanisms associated with aggressive leader humor. Methodologically, this study employs established scales from domestic and international sources in the form of questionnaires. These include the affiliative leader humor scale, the aggressive leader humor scale, the workgroup positive affective tone scale, and the team deviant behavior scale. The survey, conducted through an online platform, engaged work teams. The team members fill in affiliative leader humor scale, the aggressive leader humor scale, the workgroup positive affective tone, and team leaders fill in the team deviant behavior scale, yielding a total of 671 valid questionnaires from 101 teams. Hypotheses were rigorously tested through common method deviation assessments, confirmatory factor analyses, and regression analyses. The research findings indicate: (1) affiliative leader humor significantly enhances the workgroup positive affective tone; (2) the workgroup positive affective tone plays a pivotal role in mediating the impact of affiliative leader humor on team deviant behavior, showing a significant reverse effect; (3) aggressive leader humor effectively moderates the relationship between affiliative leader humor and the workgroup positive affective tone, influencing the mediated effect of the workgroup positive affective tone. This research substantiates that affiliative leader humor contributes to the augmentation of the workgroup positive affective tone, thereby diminishing team deviant behavior. Moreover, aggressive leader humor is revealed to inversely moderate the influence of affiliative leader humor on the workgroup positive affective tone and its mediated effect, signifying that heightened aggression in leader humor corresponds to a increased positive emotional atmosphere evoked by affiliative leader humor and an reduced propensity for team deviant behavior. |
| 英文摘要 | 领导幽默作为一种关键的领导行为，一直以来受到组织心理学和领导研究的广泛关注，尤其是亲和型领导幽默在提高团队绩效、创造力以及员工敬业度等方面产生积极影响。在疫情后追求“降本增效”的大背景下，提高团队效能，减少团队中团队的消极行为是企业关注的焦点。团队越轨行为，作为一种典型的团队不当行为，对组织和团队的高效运营和团队成员融洽合作产生负面影响。尽管已有一些研究关注亲和型领导幽默与团队积极行为的关系，但对于其对团队消极行为的影响尚需深入探讨。 然而，目前鲜有研究探讨亲和型领导幽默对团队越轨行为的影响，同时也缺乏对团队积极情感基调和领导幽默中“黑暗面”攻击型领导幽默在其中的作用机制的深入研究。本研究基于情感事件理论，结合前人实证研究，探讨亲和型领导幽默对团队越轨行为的影响，特别是团队积极情感基调的中介机制以及攻击型领导幽默的调节机制。 本研究采用国内外成熟量表进行调查问卷，包括亲和型领导幽默量表、攻击型领导幽默量表、团队积极情感基调量表、团队越轨行为量表。通过在线问卷平台生成问卷，并邀请企业一线工作团队参与问卷调查，其中团队成员评价亲和型领导幽默、攻击型领导幽默、团队积极情感基调；团队领导评价团队越轨行为，共收集101个团队的671份有效问卷。通过共同方法偏差检验、验证性因子分析及回归分析等来验证假设。研究结果表明：（1）亲和型领导幽默显著正向影响团队积极情感基调；（2）团队积极情感基调显著负向影响团队越轨行为，并且中介亲和型领导幽默与团队越轨行为的负向影响；（3）攻击型领导幽默正向调节亲和型领导幽默与团队积极情感基调间的关系，并正向调节团队积极情感基调的中介效应。 研究证实，亲和型领导幽默能够增加团队积极情感基调，继而减少团队越轨行为；此外，攻击型领导幽默正向调节了亲和型领导幽默与团队积极情感基调的影响关系，以及团队积极情感基调的中介效应，即攻击型领导幽默越高，亲和型领导幽默唤起的团队积极情感基调越多，团队越轨行为越少。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48250]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 王蔚. 领导幽默与团队越轨行为：有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院大学. 2024. |
入库方式： OAI收割
来源：心理研究所
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