部門主管的幽默風格、組織氣候與員工績效之關係

The relationships among department manager's humor style, organization climate, and employee's performance

高鵬凱(Peng-Kai Kao)

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(2007年)

摘要

在工作環境中，部門主管的幽默方式與員工的溝通息息相關，主管的幽默能夠創造出較歡樂的工作環境，其進一步員工能夠感受到歡樂的組織氣候，另外，主管可以利用幽默減輕員工的壓力以及減少員工對工作的無力感(Duncan, 1982)。部門主管必須利用幽默的力量讓員工對於組織氣候的環境知覺變得更歡樂以及愉快，利用幽默的力量能創造出更令員工滿意的工作環境。本研究利用文獻的搜尋，探討各種幽默風格的定義以及種類，探討何種部門主管的幽默風格將能夠傳達有效的訊息給員工，以致於主管與員工之間能有較好的溝通。此外，本研究也將探討部門主管的幽默風格、組織氣候與員工績效的關係。本研究將以部門主管的幽默風格為自變數、組織氣候為中介變數以及以員工績效為應變數探討其之間的關係。
本研究所探討的問題為下述三項： (1) 部門主管的幽默風格與組織氣候之間關係為何；(2) 組織氣候與員工績效之間關係為何；(3) 部門主管的幽默風格與員工績效之間的關係影響為何。根據過去相關研究之文獻探討，本研究提出三項假設。實證研究以2006年台灣企業經營績效綜合指標前500名作為本研究之樣本來源。
研究發現：(1) 部門主管的幽默風格對組織氣候有正面的影響；(2) 部門主管的幽默風格對支持有正向以及顯著的關係；(3) 組織氣候對員工績效有正面的影響；(4) 組織氣候對員工績效有正向以及顯著的關係；(5) 部門主管的幽默風格對員工績效沒有影響；(6) 攻擊型幽默對工作績效以及工作滿意有負向以及顯著的關係。因此，部門主管必須利用幽默來改善公司中的溝通，因為愈有幽默風格的部門主管，其員工對於組織氣候的支持知覺也就愈高。部門主管必須了解組織氣候並且改善員工績效。部門主管必須避免成為具有攻擊型幽默的類型的管理者，與員工溝通也應避免使用攻擊型幽默，研究結果發現，愈有攻擊型幽默的部門主管，其員工對工作績效以及工作滿意的表現也就愈差。

關鍵字

員工績效 ； 組織氣候 ； 幽默風格

並列摘要

Department manager 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 (Duncan, 1982). This climate of reciprocal humor can be encouraged through well conceived joking about one’s self or upper management. This study attempts to find out department manager’s humor style and the use of humor in corporate communication. Besides, this study attempts to find out the relationships among department manager’s humor style, organization climate, and employee’s performance. This study sets department manager’s humor style as an independent variable, organization climate as an intervening variable, and employee’s performance as a dependent variable.
This research has three questions: (1) What is the relationship between department manager’s humor style and organization climate? (2) What is the relationship between organization climate and employee’s performance? (3) Does department manager’s humor style have influence employee’s performance? This study is carried out through literature review, questionnaire survey. The samples of questionnaire research are top 500 non-manufacturing corporations ranked by composite.
There are six important findings in this study: (1) Department manager’s humor style has a positive impact on organization climate. (2) Department manager’s humor style has a positive and statistically significant relationship with the perception of support in organization. (3) Organization climate has a positive impact on employee’s performance. (4) Organization climate has a positive and statistically significant relationship with employee’s performance. (5) Department manager’s humor style has no impact on employee’s performance. (6) Aggressive humor has a statistically negative significant relationship with job performance and job satisfaction. Therefore, department manager should understand the use of humor in corporate communication. The higher humor of the department manager has, the higher support perception of the work environment for the employee perceives. Department manager must understand organization climate and improve employee’s performance. Department manager should not use aggressive humor to communicate with employees. The results suggest that the higher aggressive humor of the department manager has, the lower job performance and job satisfaction of employee has.

並列關鍵字

employee's performance ； organization climate ； humor style

參考文獻

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