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"Organizational behavior Humor."
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Au Boulot, Chômette
Ce livre raconte avec humour et une foule d'anecdotes drolissimmes le parcours du combattant d'une jeune trentenaire qui, apres son conge de maternite, decide de retourner dans le monde du travail.Des entretiens absurdes aux phrases assenees style z'etes trop diplomee faudrait reduire sur votre CV aux propositions farfelues, Chomette decide de ne pas se laisser demonter et part a l'assaut du Monde du travail ! Toutes les situations sont vraies et nombre d'entre nous se reconnaitront dans cette folle course au job. Au-dela des anecdotes et de l'humour se devoile une peinture reelle de la situation du chomage et des chomeurs en France. C'est drole, feroce et vrai !A PROPOS DE L'AUTEUR Alexandra, trentenaire, deux blondinets et des milliers d'envois de CV a son actif, a finalement decide de se \" freelancer \" et est maintenant auto-entrepreneur.EXTRAIT Voila... Je suis devant la feuille blanche, les touches du clavier fremissent... de peur. Il y a de quoi : une demandeuse d'emploi a decide de rediger ses histoires de non-boulot sans prise de tete. Je ne suis pas experte en litterature, mais je pense qu'en toute logique, je devrais me presenter, histoire de montrer que j'assume tout ce que je vais ecrire de A a Z. Je suis maman de deux petits loups et, si je devais me decrire, je dirais que je suis dejantee et que j'aime que cela petille.Je suis fan de Simon Baker, alias Patrick Jane de la serie de TF1 The Mentalist. C'est important que vous le sachiez, car vous verrez que ce bon vieux Patrick va revenir regulierement dans mon recit. Son cote nonchalant, associe a ses bouclettes blondes sexy me font chavirer. On nage en plein cliche, je vous l'accorde. Il est un peu le Patrick Bruel de l'intelligence emotionnelle : il enchaine les coups de poker d'une main de maitre et bluffe sans arret pour finalement remporter la mise avec des cartes pourries. Sacre Mentalist !Je suis egalement fan des series Ally McBeal et How I met your mother, que vous retrouverez plus tard. Mais revenons-en a ma presentation. Je passe mes journees a chercher du boulot et a attendre desesperement 12 qu'une bonne ame mette en ligne THE annonce, celle qui fera fremir mon coeur, un peu comme un beau garcon, riche, entier et sincere... Vous voyez ou je veux en venir...
eBook
The Peter principle : why things always go wrong
In satirical fashion, Dr. Laurence J. Peter discusses the 'Peter principle' in terms of its social implications for both the individual employees and the organizations they work in.
Book
Personal need for structure as a boundary condition for humor in leadership
Recent research has established a positive relationship between humor in leadership and organizational behavior variables. However, neither the mechanisms nor the boundary conditions of the positive effects of humor in leadership are completely understood. In this study, we contribute to these questions by investigating the relationship between humor in leadership and follower commitment and burnout in more detail. We propose that these relationships unfold via a relational process and specified this relational process in terms of leader–member exchange. Moreover, we assume that these relationships depend on followers’ personal need for structure. We tested the hypothesized moderated-mediation model in a two-wave survey study with 142 employees. Our results support the proposed model. We found the predicted indirect effect of humor on commitment and disengagement to be stronger for followers low in need for structure. However, we did not find the proposed effects for emotional exhaustion. We discuss implications for leadership theory, humor theory, and for leadership training and practice.
Journal Article
Can leaders use humor to foster employee voice behavior? The mediating role of leader-member exchange
Leader humor is effective in enhancing superior-subordinate relationships in the workplace, and plays a crucial role in stimulating employee voice behavior. In this study we investigated the impact of leader humor on employee voice behavior, along with the mediating role of leader-member
exchange. Through analysis of data obtained from 321 employees in China, the results showed that leader humor had a significant positive impact on both promotive and prohibitive employee voice behavior. Furthermore, leader-member exchange served as a mediator of the relationship between
leader humor and both promotive and prohibitive employee voice behavior. These findings not only contribute to expanding empirical research on leader humor but also offer leaders a new perspective for effective promotion of employee voice behavior.
Journal Article
Exploring the Impact of Prosocial Actions on Innovative Behavior: The Roles of Creative Thinking and Coping Humor
This study investigates the relationships among prosocial actions, coping humor, creative thinking, and innovative behavior within organizational settings. It aims to understand how prosocial actions influence employees' innovative behaviors directly and indirectly through creative thinking and whether coping humor serves as a moderating factor in these relationships. The research was conducted in the Kingdom of Saudi Arabia, involving 303 employees from various departments across multiple firms. Data were collected using structured questionnaires with established scales. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed for analysis to test the hypothesized relationships and assess the mediation and moderation effects within the conceptual model. The results indicate that prosocial actions significantly enhance both creative thinking and innovative behavior. Creative thinking was found to mediate the relationship between prosocial actions and innovative behavior, emphasizing its critical role in translating collaborative behaviors into practical innovations. Furthermore, coping humor significantly moderated these relationships, strengthening the positive effects of prosocial actions on both creative thinking and innovative behavior. This study contributes to the literature by integrating coping humor as a moderator, highlighting its relevance in fostering workplace creativity and innovation. It offers practical insights for organizations aiming to cultivate a collaborative, innovative, and humor-empowered work culture.
Journal Article
Enhancing organizational identification through leader humor: the roles of positive affect and organizational justice
This study delves into the underexplored relationship between leader humor and employee organizational identification by examining the role of positive affect and perceived organizational justice. Drawing on affect theories of humor and justice theories, the research seeks to answer two key questions: (1) How does leader humor expression increase employee organizational identification? (2) Under which conditions is leader humor expression most effective in enhancing employee organizational identification? Utilizing data from 450 respondents across organizations in two Asian countries, the study tests the hypothesized research model, revealing that positive affect mediates the relationship between leader humor expression and employee organizational identification. The findings indicate that employees’ perception of organizational justice moderates the relationship between leader humor expression and positive affect. Specifically, leader humor expression has a stronger impact on employees’ positive affect when the level of perceived organizational justice is higher. These results contribute to the understanding of how leader humor can influence employee organizational identification and underscore the importance of fostering positive affect and organizational justice perceptions in the workplace. The study also offers theoretical implications and suggests potential directions for future research in this area, opening avenues for further investigation into the complex interplay between leader humor, positive affect, and organizational justice.
Journal Article
When does job stress limit organizational citizenship behavior, or not? Personal and contextual resources as buffers
Anchored in conservation of resources theory, this study considers how employees' experience of job stress might reduce their organizational citizenship behaviors (OCB), as well as how this negative relationship might be buffered by employees' access to two personal resources (passion for work and adaptive humor) and two contextual resources (peer communication and forgiving climate). Data from a Mexican-based organization reveal that felt job stress diminishes OCB, but the effect is subdued at higher levels of the four studied resources. This study accordingly adds to extant research by elucidating when the actual experience of job stress is more or less likely to steer employees away from OCB – that is, when they have access to specific resources that hitherto have been considered direct enablers of such efforts instead of buffers of employees' negative behavioral responses to job stress.
Journal Article
Can leaders use humor to foster employee voice behavior? The mediating role of leader-member exchange
Leader humor is effective in enhancing superior-subordinate relationships in the workplace, and plays a crucial role in stimulating employee voice behavior. In this study we investigated the impact of leader humor on employee voice behavior, along with the mediating role of leader-member exchange. Through analysis of data obtained from 321 employees in China, the results showed that leader humor had a significant positive impact on both promotive and prohibitive employee voice behavior. Furthermore, leader-member exchange served as a mediator of the relationship between leader humor and both promotive and prohibitive employee voice behavior. These findings not only contribute to expanding empirical research on leader humor but also offer leaders a new perspective for effective promotion of employee voice behavior.
Journal Article