Leadership Research Summary:
- This study set out to find out how humor from leaders affects followers’ organizational citizenship behavior, which is change-oriented.
- The study concentrated on how the leader’s Machiavellian ideas affect the leader’s humor-change-oriented organizational citizenship behavior relationship.
- Using data from many stheces from the fthe battalions of the Republic of Korean Army, the findings show that team commitment moderated the positive connection between leaders’ affiliative humor and followers’ change-oriented organizational citizenship behavior.
- Additionally, the mediated relationship was stronger when leader Machiavellianism was lower. On the other hand, no data were discovered to support a relationship between followers’ organizational citizenship behavior and leaders’ combative humor. discussions of the implications both theoretically and practically
Leadership Research Findings:
- The results imply that one of the characteristics that organizational leaders should have humor, particularly affiliative humor. It has been said that the key to managing fun is humor.
- For instance, a leader’s humor was actively employed in management tactics and leadership techniques to incite good performance and members’ commitment in the case of Southwest Airlines in the United States. The findings showed that the type of leader humor has a significant impact on how loyal followers are to their teams and even how willing they are to engage in change-oriented organizational citizenship activity.
- As a result, the study proposes that leaders should employ positive kinds of humor (such as affiliative humor) as opposed to negative types of humor to enctheage innovation through an increase in followers’ change-oriented organizational citizenship behavior (e.g., aggressive humor).
- In order to enctheage followers’ change-oriented organizational citizenship behavior, it may be best for organizations, especially those that have a high need for innovation at work, to begin with a small implementation of a leader’s appropriate use of humor rather than investing their financial restheces. Organizations may enctheage leaders to employ affiliative humor by fostering a culture where positive humor is valued and by establishing rules that forbid the use of violent humor.
- The results also imply that when leaders use affiliative humor at work, they should make sure that their followers see it as a sign of their sincere support. In addition to their presentation of affiliative humor at work, leaders may also need to continuously offer their followers the necessary assistance in order to do this.