領導者的幽默風格、組織氣候與部屬創造力之關係

THE RELATIONSHIPS AMONG LEADER’S STYLE OF HUMOR DELIVERY,ORGANIZATIONAL CLIMATE, AND EMPLOYEE’S CREATIVITY

王婕如(Chieh-Ju Wang)

指導教授 ： 梁詠貴

大同大學/經營設計學院/事業經營學系所/碩士(2012年)

摘要

本研究主題為領導者傳遞幽默的風格、組織氣候與部屬創造力之間的關係，領導者傳遞幽默的風格會影響領導者與部屬溝通、相處的方式，進而影響組織氣候，造成組織氣候的改變。而當組織氣候變得比較正面能量、有活力時，則能激昂部屬士氣，提升正面情緒，進一步提高其創造力。本研究以領導者傳遞幽默的風格為自變項，組織氣候為中介變數，部屬創造力為應變項，探討領導者傳遞幽默的風格、組織氣候以及部屬創造力之間的關聯性。
本研究所探討的問題為下述三項：（1）領導者的幽默風格與組織氣候之間關係為何（2）組織氣候與部屬創造力之間關係為何（3）領導者的幽默風格與部屬創造力之間的關係影響為何。本研究自2012年3月，共發放400份問卷。經過一個月後共回收342份，扣除33份空白及填答不完整之無效問卷，有效問卷共309份，有效回收率為77%。經由信效度分析、敘述性統計及結構方程模式等分析後，研究發現：（1）領導者幽默風格對於組織氣候有正向及顯著的關係（2）自嘲風格與組織氣候顯示出正向且顯著相關（3）嘲笑他人風格與組織氣候皆顯示出負向且顯著相關（4）領導者使用胡鬧風格來傳遞幽默訊息，比起嘲笑他人風格，對於組織氣候有更正面的影響（5）組織氣候的四個構面(標準與認同、責任與獎酬、風險傾向、人情與支持)對於部屬創造力皆有正面顯著的正相關（6） 領導者使用嘲笑他人風格與部屬創造力之間顯示出有負向影響但不顯著。
由上述研究發現可推論出三個管理意涵，首先，本研究發現領導者幽默風格對組織氣候有正向的影響，組織氣候為企業員工對於工作環境所產生的知覺，然而，如果工作環境為一個充滿壓力的場所，員工的情緒也會受其影響而備感壓力。其次，本研究發現組織氣候對於部屬創造力會造成正面的影響。公司領導者可以透過組織氣候的觀察及調查來了解部屬所處的工作環境，並可以利用組織氣候作為未來管理的參考依據。最後，本研究發現領導者使用嘲笑他人風格與部屬創造力之間顯示出有負向影響，這表示一個領導者使用嘲笑他人風格來傳遞幽默訊息，比起其他兩種風格，對於部屬創造力會有比較負面的影響。因此領導者必須了解何種幽默風格對於部屬創造力來說為正面或負面的影響，不一定所有的幽默都和創造力有所相關。

關鍵字

組織氣候 ； 部屬創造力 ； 幽默風格

並列摘要

This study focuses on the relationship between the leader’s style of humor delivery, organizational climate, and the follower’s creativity. A leader’s style of humor delivery will impact the relationship between the leader and his/her followers and will further influence the organizational climate. When the organizational climate is positive to the full, it can inspire employees and raise their positive emotions. This study will explore the relationship by setting the leader’s style of humor delivery as an independent variable, organizational climate as an intervening variable, and the employee’s creativity as a dependent variable.
This research has three questions: (1) What is the relationship between the leader’s style of humor delivery and organization climate? (2) What is the relationship between organization climate and follower’s creativity? (3) Does leader’s style of humor delivery have impact on follower’s creativity? According to the literature review, this study presents three hypotheses. The research found that (1) leader’s style of humor delivery have a positive and statistically significant relationship with the organization climate；(2) the self-deprecating style has a positive and statistically significant relationship with the organization climate；(3) the other-deprecating style has a negative and statistically significant relationship with the organization climate；(4) A leader’s use of a nonsense style of humor delivery will have a more positive effect on organization climate than an other-deprecating style of humor delivery；(5) all dimensions of organization climate(standard and identity, responsibility and reward, risk taking, warmth and support) have a positive and statistically significant relationship with follower’s creativity.；(6) the other-deprecating style has a negative impact on follower’s creativity without statistically significant。
Therefore, leader should consciously encourage a climate of reciprocal humor so that the managerial monopoly on joking behavior will not eliminate humor as a means of reducing tension and expressing frustrations less risky manner by rank-and-file employee. Because of the research shows that the higher humor of leader has, the higher support perception of the work environment the employee perceives. Organization climate refers to employee perceptions of their work environment and it will influence the operation of organization. Also a positive organization climate can bring good creativity. Therefore, leader must understand how to apply organization climate to improve follower’s creativity. Finally, leader must understand which style of humor has positive or negative impact on follower’s creativity. Because there is not all the kind of style has positive relevance with creativity.

並列關鍵字

Organization Climate ； Employee’s Creativity ； Humor Style

參考文獻

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