Thematische Bibliographien / Workplace humour

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Auswahl der wissenschaftlichen Literatur zum Thema „Workplace humour“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 3. Februar 2022

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Zeitschriftenartikel zum Thema "Workplace humour"

Lehane, Mike. „Humour belongs in the workplace“. Nursing Standard 22, Nr. 30 (02.04.2008): 28. http://dx.doi.org/10.7748/ns.22.30.28.s34.

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Bhattacharyya, Pratishtha, Lalatendu Kesari Jena und Sajeet Pradhan. „Resilience as a Mediator Between Workplace Humour and Well-being at Work: An Enquiry on the Healthcare Professionals“. Journal of Health Management 21, Nr. 1 (22.01.2019): 160–76. http://dx.doi.org/10.1177/0972063418821815.

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Humour is considered as a crucial job resource for healthcare professionals. It has been further credited for several positive outcomes such as resilience and well-being. This study investigated: (a) the mediating role of resilience between adaptive humours styles (self-enhancing and affiliative) and well-being at work and (b) the moderating role of self-esteem in the indirect relationship between the adaptive humour styles and well-being at work via resilience. The study was conducted on a sample of 354 healthcare professionals. The findings of the study indicate a significant association between the adaptive humour styles and well-being at work with resilience as a mediator. Furthermore, self-esteem was found to significantly moderate the indirect relationship between self-enhancing humour and well-being at work via resilience.

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Taylor, Phil, und Peter Bain. „‘Subterranean Worksick Blues’: Humour as Subversion in Two Call Centres“. Organization Studies 24, Nr. 9 (November 2003): 1487–509. http://dx.doi.org/10.1177/0170840603249008.

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This article engages in debates stimulated by previous work published in Organization Studies, and more widely, on the purpose and effects of workers’ humour and joking practices. The authors emphasize the subversive character of humour in the workplace, rejecting perspectives which see humour as inevitably contributing to organizational harmony. Drawing on methodologies, including ethnography, which permitted the authors to penetrate the organizational surface of two call centres, rich evidence of satire and joking practices were uncovered. While long-acknowledged motives were revealed, particularly relief from boredom and routine, workers’ use of humour took novel, call centre specific forms. Overwhelmingly, though, humour contributed to the development of vigorous countercultures in both locations, which conflicted with corporate aims and priorities. However, the particular combinations of managerial culture, attitudes to trade unionism and dissent, and the nature of oppositional groupings helped impart a different character to humour between the two call centres. At Excell, the presence of a group of activists seeking to build workplace trade unionism in circumstances of employer hostility was a crucial contrast. These activists were instrumental in their use of humour, aware that it helped make the union popular and served to weaken managerial authority. This evidence, that subversive satire can be allied to a wider collective union organizing campaign at workplace level, makes a distinctive contribution to the recent literature on organizational humour.

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Mesmer-Magnus, Jessica, Rebecca Guidice, Martha Andrews und Robert Oechslin. „The effects of supervisor humour on employee attitudes“. Journal of Management Development 37, Nr. 9/10 (12.11.2018): 697–710. http://dx.doi.org/10.1108/jmd-01-2018-0034.

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Purpose The purpose of this paper is to examine how employees’ perceptions of their supervisor’s use of four types of humour relate to employee job satisfaction, organisational pride, organisational commitment and self-esteem. Supervisor favourability is also examined as a mediating variable in these relationships. Design/methodology/approach An online survey of 216 working individuals provided data on the effect of supervisor use of humour on employee attitudes. Findings Perceptions of positive forms of humour (affiliative and self-enhancing) positively related to employee various attitudes, while aggressive humour was negatively associated with those attitudes. Results also support the intervening role of supervisor favourability in the relationship between supervisors’ positive use of humour and employees’ job satisfaction, affective commitment and organisational pride. Research limitations/implications Studies of the effects of workplace humour can benefit from using more fine-grained operationalisation of positive and negative humour. Research can also benefit from considerations of intervening mechanisms to the humour–work outcome relationship. Practical implications The results underscore the benefits of affiliative and self-enhancing humour on employee attitudes in the workplace. While negative humour can have an undesirable effect, there may be circumstances under which self-defeating humour is not negatively received. Originality/value This paper fulfils an identified need to better understand supervisors’ use of different, more discriminating forms of humour on employee attitudes.

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Rawlings, Maren. „The Complexity of Workplace Humour: Laughter, Jokers and the Dark Side of Humor“. HUMOR 31, Nr. 3 (26.07.2018): 563–65. http://dx.doi.org/10.1515/humor-2018-0049.

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Plester, Barbara. „Crossing the line: boundaries of workplace humour and fun“. Employee Relations 31, Nr. 6 (02.10.2009): 584–99. http://dx.doi.org/10.1108/01425450910991749.

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HOLMES, J. „Politeness, Power and Provocation: How Humour Functions in the Workplace“. Discourse Studies 2, Nr. 2 (01.05.2000): 159–85. http://dx.doi.org/10.1177/1461445600002002002.

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Mathew, Hima Elizabeth, und V. Vijayalakshmi. „Changing Definitions of Work and Play: Importance of Workplace Humour“. Psychological Studies 62, Nr. 1 (März 2017): 12–20. http://dx.doi.org/10.1007/s12646-017-0395-9.

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Goriup, Jana, Jadranka Stričević und Vida Sruk. „Is Education for Using Humour in Nursing Needed? (Slovenian Case Study on Sociological and Ergonomic Aspects of the Impact of Humour on Nursing Professionals)“. Acta Educationis Generalis 7, Nr. 3 (20.12.2017): 45–62. http://dx.doi.org/10.1515/atd-2017-0023.

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Abstract Introduction: Although there has been considerable discussion regarding the presence of therapeutic aspects of humour in the nurse educational programme and syllabus, little is known about the use of humour in the nurse - patient relationship and the needed topics in the Slovene educational system for nurses. From educational and medical perspectives, humour is anything that evokes laughter and it has been proven that laughter contributes to physical health. A sense of humour in nursing has a conformist, quantitative and productive importance which is manifested through the essential elements of humour: meta-communication sensitivity, personal affection for humour and emotional admissibility. As nurses spend a lot of time with patients, humour adds to the quality of their work as well as to the nurses’ satisfaction with their work with patients. The aim of this paper is to contribute to a better understanding of the significance of humour in nursing both for the employees and for the patients and to discuss humour within the framework of nursing profession in Slovenia. The specific objective of our study is to explore the attitudes of Slovenian nurses towards humour and their actual use of humour during their interaction with patients. Methods: For the purpose of this study, a quantitative research methodology was adopted. A questionnaire was used to collect data on the topic and a set of statistical analyses (frequency distribution method, the χ2 and Spearman rank correlation test) was performed on the data obtained. Results: Our study shows that Slovenian nurses are prone to the use of humour in their work and they welcome it as an integral part of their work with patients. We found that humour also enhances their sense of belonging to the nursing profession and serves as a tool for socialization. Discussion: Humour, employed in nursing can help overcome certain difficulties which nurses face in the workplace as they also try to fulfil some social objectives and get socialized via humour. These psychological-sociological features of humour stand out as cognitive and social benefits of the positive emotions of joy, the use of humour for social communication and their influence on the release of stress and coping, which draws from the ergonomics of humour as social interaction. Therefore, topics of humour in nurse education are required. Limitations: 279 Slovenian nurses with different levels of education participated in the study. Conclusions: Humour should be used by nurses since it is important in their professional interaction with patients. It can be used as a bridge between individuals and can serve as a means of individual's integration into groups, cultures and, consequently, into the society as a whole.

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Bres, Julia de, Janet Holmes, Meredith Marra und Bernadette Vine. „Kia ora matua“. Journal of Asian Pacific Communication 20, Nr. 1 (14.01.2010): 46–68. http://dx.doi.org/10.1075/japc.20.1.03deb.

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Many aspects of the use of the Maori language are highly controversial in New Zealand, and humour is one way in which the sensitivities relating to the language can be negotiated in everyday workplace contexts. This article examines the use of the Maori language by Maori and Pakeha participants during humorous episodes at staff meetings in a Maori organisation in New Zealand. The episodes analysed include humour indirectly relating to the Maori language, where the language is not the topic of discussion but its use plays an important implicit role, as well as humour directly focussed on the Maori language, where use of the language is the explicit topic of the humour. Use of the Maori language in these episodes includes Maori greetings, pronunciation of Maori words, the use of Maori lexical items, more extended stretches of Maori, Maori discursive features, and lexical items in English with Maori cultural connotations. The Maori language is used in a humorous context by both Maori and Pakeha staff members, in similar and different ways. Humorous episodes using the Maori language appear to serve a range of functions, including releasing tension (e.g. relating to sensitive issues around the Maori language), marking ingroups and outgroups (and sometimes bonding between the two), referencing Maori cultural norms, and constructing Maori identity.

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Dissertationen zum Thema "Workplace humour"

Miller, Barbara N. „The uses and effects of humor in the school workplace“. Thesis, University of Oregon, 2008. http://hdl.handle.net/1794/9498.

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xiii, 79 p. A print copy of this title is available through the UO Libraries. Search the library catalog for the location and call number.
The role of humor among teachers in schools has not received much research attention. The purpose of this study was to explore teachers' perceptions of the uses and effects of humor in the naturalistic setting of an elementary school. A qualitative exploratory case study was conducted. Twenty participants from one school completed a survey on uses and effects of humor, and a focus group was conducted with five of the survey participants. Results were transcribed and coded using the constant comparative coding methods, and themes were developed and compared to the scant prior research findings on the topic. Findings identified a group of teachers who used humor mostly to provide stress relief for themselves and each other and to alleviate some of the stresses associated with teaching young children. Participants also reported the use of humor in sharing stories and events that occurred in the school workplace. Findings also included consistent perceived positive effects from the use of humor in building collegial relationships, in providing rejuvenation, and in preventing burn-out. Teachers reported using humor in positive and productive ways and enjoying positive and productive results. Overall, study participants were in strong agreement in regards to uses and effects of humor in their school workplace. As this was an exploratory study, further research is needed in additional school settings to explore reliability in regards to uses and effects of humor in other schools and with other mixes of teachers. As the scant previous research has shown a correlation between positive collegial relationships and good school climate and improved student learning, it would also be beneficial to conduct additional studies on the role of humor among staff in regards to student achievement.
Adviser: Diane M. Dunlap

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Miller, Barbara N. „The use and effects of humor in the school workplace /“. Connect to title online (Scholars' Bank) Connect to title online (ProQuest), 2008. http://hdl.handle.net/1794/9498.

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N, Schönfeldt Sara, und Jelena Miznikova. „The Serious Business of Humor : A qualitative study of humor as a management tool“. Thesis, Umeå University, Umeå School of Business, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-35849.

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This research was initiated due to the novelty of the topic. Humor is a common phenomenon in the daily interaction of many people; however this study is particularly interested in humor as used by managers. As a preconception to the study it was assumed that appropriately used humor results in benefits for a leader, thus we wish to explore how managers in Swedish organizations reason about if and how humor can be used as a management tool. For this purpose we employed qualitative research with semi-structured interviewing method. The subjects for investigation reside in Umeå, northern Swedish town, and are leaders in 8 medium/big sized, private, service companies.

The findings of this research suggest that managers often do realize the benefits of using humor and even consider it as a management tool. Our findings furthermore illustrate that the utility of humor to achieve the desired organizational outcomes of reduced stress, group cohesiveness, improved communication, creativity and leadership effectiveness is in fact very situation dependent. We could also see that our respondents tended to attribute the use of humor to their natural skills as they reason that they rarely use humor on purpose. Interestingly though, our findings showed both that managers were aware of the effects of humor and that they often utilized the benefits of humor. We therefore conclude that humor thus instead is consciously used as the managers often clearly are aware of the beneficial effects that humor brings. However, we do believe that it could be difficult to state to what extent one implements the benefits of humor in practice since humor is, as mentioned by the majority of our respondents, simply a part of their personality.

We think that one of the most important things that this study can contribute with would be to inform the reader that it is acceptable and OK to use humor also as a manager or a leader. People do not have to be less serious or effective because they have fun at work. On the contrary there are instead many benefits with humor that our research shows and if implemented, humor could contribute to make the workplace more pleasant.

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Brown, Kella. „Comic art and humor in the workplace| An exploratory study?ZZzzzz“. Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3683221.

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This study is a qualitative, exploratory examination of the phenomena of humor in the workplace. The purpose is to derive a better understanding of how real people enact humor in the workplace by examining the humor depicted by and through fictional characters in comic art. The body of work of cartoonist, Scott Adams, was the primary source of data. The study relies on what the imaginary characters of Dilbert find absurd, funny, and ridiculous about an imaginary workplace, the employee-employer relationship, the content of the characters' jobs, or in the social relationships of fictional characters. It involves analyzing specific cultural artifacts, comic strips, as representations of human action.

Utilizing qualitative media analytical techniques, the study explores ethnographic materials (comic strips). A random sample from the universe of Dilbert strips was developed and theoretical sampling was used to discern the identities and personality traits of the main characters. Emergent groupings and themes were developed by repeatedly interacting with the data, reflection, extensive note taking and exploring patterns. The research question is answered from within a framework of comic art of the workplace using descriptive language that is informed by theories of humor.

The idea of presence in mediated communication is discussed and the significant themes of ridicule and disparagement theory are explicated. Key findings include the assertion that, in some cases comic plausibly serves as a proxy for reality as well as the implication that ridicule but plays a significant but inadequately understood role in social development. The researcher proposes that humor may be understood as mythopoeic language.

Recommendations for directions in future research include management and organizational studies of humor and communities of practice, learning and development, sensemaking and organizational culture. Further investigation into the relationship between ridicule and bullying could be fruitful. Qualitative media analysis has the potential to produce enormous gains in knowledge creation.

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Campbell, Kristen. „"Chuckle while you work" subordinates' perceptions of superiors' humor orientation, assertiveness, responsiveness, approach/avoidance strategies, and satisfaction /“. Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1455.

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Gunning, Barbara L. „The Role that Humor Plays in Shaping Organizational Culture“. University of Toledo / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1101326392.

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Wikoff, Logan Marie. „Humor Type, Source, and Perceived Job Satisfaction“. Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1460979977.

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Yao, Xin. „Ego depletion in emotional labor : the role of humor and methods of acting /“. Thesis, Connect to this title online; UW restricted, 2005. http://hdl.handle.net/1773/8758.

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Sierra, Mary Jane. „Seriously Though... Is Positive Workplace Humor a Help or a Hindrance?: The Impact of Coworker-Employee Humor Interactions on Employee Well-Being and Effectiveness“. Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6016.

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The prevalence and importance of humor in the workplace has been well-documented over the past several decades, with research consistently revealing its significant impact on employee well-being and effectiveness. During this same time period, organizations worldwide have begun embracing team-based work designs as a means for achieving success. As a result, the degree to which employees are engaging in both frequent and intensive interactions with their coworkers is rapidly increasing. Despite these trends, little research has been dedicated to investigating the ways in which employees' well-being and effectiveness are influenced by the humor of their coworkers or the ways in which employees' own humor interacts with that of their coworkers to determine these outcomes. The current study answered the need for such research by investigating the impact of coworker-employee humor interactions on employee strain and performance using a sample of undergraduate-level students engaged in a high-fidelity work simulation. In the current study, coworker humor was experimentally manipulated by pairing each participant with a study confederate who was trained to act as either a non-humorous coworker or a humorous coworker throughout the duration of the work simulation. Results of a pilot study provided empirical evidence supporting the validity of this manipulation; showing that participants' paired with a humorous confederate coworker rated their coworker significantly higher on positive humor, but no different on negative humor, than participants' paired with a non-humorous confederate coworker. Based on theory and prior findings drawn from multiple streams of science, it was expected that positive coworker humor would have a significant impact on employees' strain and performance, but that the nature of its influence on these outcomes would be contingent upon employees' own dispositional humor. Specifically, it was hypothesized that employees paired with humorous coworkers would experience a lesser degree of perceived, affective, cognitive, and physical strain than employees paired with non-humorous coworkers if their own sense of humor was high but a greater degree of perceived, affective, cognitive, and physical strain than employees paired with non-humorous coworkers if their own sense of humor was low. In addition, it was expected that employees paired with humorous coworkers would demonstrate a higher level of interpersonal and task performance than employees paired with non-humorous coworkers if their own sense of humor was high but a lower level of interpersonal and task performance than employees paired with non-humorous coworkers if their own sense of humor was low. Finally, it was hypothesized that employees' strain would partially mediate the effects of coworker-employee humor interactions on employee performance. In support of these hypotheses, analyses revealed that several indicators of employees' perceived, affective, cognitive, and physical strain were in fact each significantly influenced by interactions between employees' own humor and that of their coworkers. Specifically, high sense of humor employees who worked with a humorous coworker experienced a lesser degree of perceived, affective, cognitive, and physical strain than did those who worked with a non-humorous coworker. This was evidenced by their lower self-reported perceived strain (an indicator of perceived strain), higher state-level positive affect and lower state-level negative affect (indicators of affective strain), higher anagram task performance and lower perceived task difficulty (indicators of cognitive strain), as well as their lower systolic blood pressure and lower state-level somatic anxiety (indicators of physical strain). In contrast, low sense of humor employees who worked with a humorous coworker experienced a greater degree of perceived, affective, cognitive, and physical strain than did those who worked with a non-humorous coworker. This was evidenced by their higher self-reported perceived strain, lower state-level positive affect and higher state-level negative affect, lower anagram task performance and higher perceived task difficulty, as well as their higher systolic blood pressure and higher state-level somatic anxiety. Consistent with expectations, results revealed that the degree to which employees experienced job strain typically varied based on the degree to which there was a match between employee sense of humor and coworker positive humor levels. Similar levels of coworker and employee humor generally resulted in relatively low levels of employee strain whereas dissimilar levels of coworker and employee humor most often resulted in relatively high levels of employee strain. Contrary to expectations, however, coworkers' positive humor and employees' sense of humor did not interact to predict employees' interpersonal or task performance. Instead, positive coworker humor had a significant positive main effect on both forms of employee performance. Although these findings are consistent with the study hypotheses in that positive coworker humor was expected to enhance high sense of humor employees' performance, they run counter to the expectation that positive coworker humor would hinder low sense of humor employees' performance. Because the interaction between coworker humor and employee humor was not a significant predictor of either type of employee performance, analyses were not conducted to test for mediated moderation. Findings from the current study offer a number of contributions to organizational science and, in addition, hold several implications for practice. Specifically, these results have relevance for and greatly expand the workplace humor, individual differences, PE fit, occupational health, and workgroup/team composition literatures. In addition, results contribute to the literature by elucidating the need for future research dedicated to exploring the direct and interactive effects of coworker characteristics, including humor, on employee well-being and effectiveness. Finally, results of this study serve to inform researchers and practitioners in matters related to several critical human resource functions, including matters in personnel selection, placement, and training, as well as in workgroup/team composition.
Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational

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Barrett, Michelle Greenspoon. „The Relationship Between Empathy and Humor Styles and Secondary Traumatic Stress in the Public Mental Health Workplace“. Antioch University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1444650710.

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Bücher zum Thema "Workplace humour"

Plester, Barbara. The Complexity of Workplace Humour. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-24669-7.

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Leadership discourse at work: Interactions of humour, gender and workplace culture. New York: Palgrave Macmillan, 2009.

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Edmonds, Graham. Liar's paradise. London: Southbank, 2006.

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Morreall, John. Humor works. Amherst, Mass: HRD Press, 1997.

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Desmond, Lori. Humor in the workplace: Ready-art portfolio. Westbury, N.Y: Asher-Gallant Press, 1987.

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Sathyanarayana, K. The power of humor at the workplace. Los Angeles: Response Books/Sage Publications, 2007.

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Plester, Barbara, und Kerr Inkson. Laugh out Loud: A User’s Guide to Workplace Humor. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-0283-1.

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Adams, Scott. The joy of work: Dilbert's guide to finding happiness at the expense of your co-workers. New York: HarperBusiness, 1998.

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The joy of work: Dilbert's guide to finding happiness at the expense of your co-workers. London: Boxtree, 1998.

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R, Halcrow Allan, Hrsg. Gray matters: The workplace survival guide. New York: Wiley, 2004.

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Buchteile zum Thema "Workplace humour"

Mak, Bernie Chun Nam. „Humour inthe Workplace“. In The Routledge Handbook of Language in the Workplace, 228–41. New York, NY : Routledge, [2017] | Series: Routledge: Routledge, 2017. http://dx.doi.org/10.4324/9781315690001-20.

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Plester, Barbara. „Theorising Humour“. In The Complexity of Workplace Humour, 17–37. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_2.

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Plester, Barbara. „Dynamic Humour Boundaries“. In The Complexity of Workplace Humour, 87–105. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_5.

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Schnurr, Stephanie. „Leadership, Humour and Workplace Culture“. In Leadership Discourse at Work, 79–103. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230594692_5.

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Plester, Barbara. „The Set-Up“. In The Complexity of Workplace Humour, 1–16. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_1.

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Plester, Barbara. „Execution of a Joke: Types and Functions of Humour“. In The Complexity of Workplace Humour, 39–66. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_3.

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Plester, Barbara. „The Organization Joker: A Modern Court Jester“. In The Complexity of Workplace Humour, 67–85. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_4.

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Plester, Barbara. „The Punch Line: Transgression and the Dark Side“. In The Complexity of Workplace Humour, 107–28. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_6.

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Plester, Barbara. „Monsters in the Shadows? Humour and the Uncanny“. In The Complexity of Workplace Humour, 129–48. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_7.

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Plester, Barbara. „Getting the Joke: Applause and Laughter“. In The Complexity of Workplace Humour, 149–64. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24669-7_8.

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Konferenzberichte zum Thema "Workplace humour"

He, Jieya, und Daiheng Li. „What the Leader Said Made Me Lose Control: Leaders' Aggressive Humor and Employees' Workplace Deviance Behaviors“. In Proceedings of the 5th Annual International Conference on Social Science and Contemporary Humanity Development (SSCHD 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/sschd-19.2019.62.

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