英文幽默-精彩PPT-humor

1、A FUNNY THING HAPPENED ON THE WAY TO THE BOTTOM LINE : HUMOR AS A MODERATOR OF LEADERSHIP STYLE EFFECTS,BRUCE J. AVOLIO State University of New York At Binghamton JANE M. HOWELL University of Western Ontario JOHN J. SOSIK Pennsylvania State University,2003级人管（1） 殷融 31321013,Man is the only animal th

2、at laughs and weeps; for he is the only animal that is struck with the difference between what things are, and what they ought to be. William Hazlitt, Wit and Humor,Abstract,A study examined the links between leadership style, the use of humor, and 2 measures of performance. Results indicated that l

3、eadership style was moderated by the use of humor in its relationship with individual and unit-level performance.,A sense of humor is a characteristic frequently associated with leadership and with a leaders ability to effect change in followers . Indeed, many organizations attribute higher levels o

4、f employee commitment, cohesiveness, and performance to leaders use of humor in their cultures .,Tow questions,To what extent does the use of humor by leaders impact positively on performance? For which leadership styles is the use of humor more (or less) effective?,LITERATURE REVIEW AND HYPOTHESES

5、METHODS RESULTS DISCUSSION,LITERATURE REVIEW AND HYPOTHESES,Hypothesis 1. The use of humor will be positively related to individual and unit-level performance.,Three types of leadership in this research,Transformational leadership contingent reward leadership laissez-faire leadership,Transformationa

6、l leaders build confidence in followers, encouraging them to reframe the future and to question the tried and true, and coaching them to develop their full capabilities . Humor can also be used to bring a group together and therefore direct its energies toward the accomplishment of group goals and p

7、erformance. By using humor, transformational leaders can create a more amiable atmosphere at work, which can enhance creative interactions among employees and their performance .,Contingent reward leaders focus on establishing clear exchanges with their followers. Contingent reward leaders usually c

8、oncentrate on getting tasks done and pay less attention to understanding the human resource needs of their organizations. Unlike transformational leaders, they tend to exhibit a convergent (coming to the single best answer) rather than a divergent (coming up with creative and new observations) style

9、 of thinking.,Laissez-faire leaders, who avoid taking a stand with their followers, are viewed as less effective. They do not attend to the needs of their followers, their use of humor may be viewed as procrastinating and/or turning attention away from the work that needs to be accomplished. Indeed,

10、 laissez-faire leaders may use humor when wanting to avoid taking on difficult conditions and/or decisions. Followers might see a laissez-faire leaders use of humor as adding insult to injury“.,3 predicted hypotheses,Hypothesis 2a. The use of humor will enhance the positive effect of transformationa

11、l leadership on individual and unit performance. Hypothesis 2b. The use of humor will enhance the positive effect of contingent reward leadership on individual and unit performance. Hypothesis 2c. The use of humor will enhance the negative effect of laissez-faire leadership on individual and unit pe

12、rformance.,METHODS1. Context and Sample,Canadian financial institution 115 leaders (Leaders were primarily men (97%) who had worked an average 20 years with the company. They were between 29 and 64 years of age, with the average age being 47 years) 322 respective followers,2. Procedures,The overall

13、response rate was 89 percent The followers were asked to rate the frequency with which their manager used different leadership behaviors and humor . Individual and unit performance data were gathered one year later from company records.,3.Survey Measures,(1) Leadership behavior Multifactor Leadershi

14、p Questionnaire (MLQ) Form 5X The variables measured as components of each type of leadership: Transformational leadership- idealized influence or charisma (uses symbols and images to get his/her ideas across) inspirational leadership (provides a vision of what lies ahead) intellectual stimulation (

15、provides reasons to change my way of thinking about problems) Individualized consideration (spends time coaching me) Contingent reward leadership-(points out what I will receive if I do what needs to be done) laissez-faire leadership-(is likely to be absent when I need him/her) a five-point scale,(2

16、) Use of humor Five items taken from the literature on humor and leadership measured the leaders use of humor in terms of frequency of occurrence. -uses humor to take the edge off during stressful periods, -uses a funny story to turn an argument in his or her favor, -makes us laugh at ourselves when

17、 we are too serious,“ -uses amusing stories to defuse conflicts, -uses wit to make friends of the opposition.,(3)Performance Measures,The measure of consolidated unit performance represented the degree to which a manager achieved targeted goals for the year, calculated in terms of the percentage of

18、goals met . The individual performance appraisal measure was a score representing a focal managers overall performance as ranging from 1, marginal, to 5, outstanding. appraised by his direct supervisor,4. Data Analysis,We utilized full-sample data to test Hypothesis 1. To test Hypotheses 2a, 2b, and

19、 2c, we split the sample into two subsamples composed of data partitioned into lower and higher levels of humor use,RESULTS,Hypothesis 1 Supporting the use of humor was significantly and positively related to individual and unit performance,Discussion,The results suggest that by using humor, laissez

20、-faire leaders may have been able to reduce the negative effects typically associated with their lack of leadership, including a negative impact on performance. Indeed, humor may create a climate that allows individuals to feel better about the unit, even though they are dissatisfied with their lead

21、er.,Discussion,Why the moderating effects of humor used with transformational leadership differed for individual and unit performance? -Perhaps humor more effectively creates a positive atmosphere within a unit and thus stimulates higher levels of collective productivity. As noted above, the use of

22、humor may have been seen as a distraction from the leaders attending to their followers individual concerns.,Limitations,First, we did not measure the full range of behaviors associated with leaders use of humor or their styles of humor ; Second, nearly all of the target leaders in the present study

23、 were men ; Third, leadership and humor ratings were collected at the same time and from the same raters ; Fourth, unmeasured aspects of the units, the organizational culture, and/or the work groups may have also contributed to the pattern of results reported here.,future research,how humor is used in either a socially constructive or destructive manner and its moderating effects on leadership style and performance. Moreover, cross-cultural research