Linking Leader Humor to Employee Bootlegging: a Resource-Based Perspective

Zhang, Lihua; Ge, Qi; Yang, Fu; Jiang, Ping

doi:10.1007/s10869-023-09881-z

Cited by 8 publications

(1 citation statement)

References 60 publications

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“…Some emerging research relates humor with relational energy, where the latter serves as a mediator. For instance, Yang et al [100] find that leader humor positively impacts employee creativity through the mediating role of relational energy; Cheng et al [101] find that leader humor is positively associated with customer-oriented organizational citizenship behavior, while relational energy mediates this influence; and Zhang et al [102] find leader humor impacting employee bootlegging through the influence of relational energy. On the other hand, Huang et al [103] show the negative correlation of employee humor with leader abusive supervision through the role of leader relational energy.…”

Section: Discussionmentioning

confidence: 99%

Energizing Workplace Dynamics: Exploring the Nexus of Relational Energy, Humor, and PsyCap for Enhanced Engagement and Performance

Braha,

Karabulut

2023

Behavioral Sciences

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This study delves into the dynamics of relational energy (RE) within an organizational context, examining some of its antecedents and decedents. Specifically, it investigates the influence of psychological capital (PsyCap) and humor on RE, and, subsequently, the latter’s impact on job performance (JB) mediated by job engagement (JE). A research model based on structural equation modeling carried out with 481 employees in private service industries demonstrates several key relationships. It reveals that both PsyCap and affiliative humor positively affect RE, while aggressive humor exerts a negative influence. Furthermore, RE shows a positive association with JE and JP, with JE serving as a mediator. To the authors’ knowledge, this is the first study to present an integrated model encompassing this exact combination of influencers and consequences of RE, as well as the first to be investigated within the Western Balkans cultural context. Therefore, it represents a novel approach. Additionally, the research addresses crucial questions regarding the existence and strategic significance of RE within organizational interactions. The findings offer valuable insights for organizations seeking to enhance employee engagement, performance, and wellbeing—even during health crises such as COVID-19—by fostering RE. This study advances the understanding of RE in organizational settings and provides a foundation for future research in this domain.

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Section: Discussionmentioning

confidence: 99%

Energizing Workplace Dynamics: Exploring the Nexus of Relational Energy, Humor, and PsyCap for Enhanced Engagement and Performance

Braha,

Karabulut

2023

Behavioral Sciences

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Coworker-targeted leader aggressive humor and observers’ OCB: The mediating roles of observers’ cognitive and affective trust and the moderating role of LMX

Wang,

Hu,

Song

et al. 2024

Curr Psychol

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Beyond formal innovation: family supportive supervisor behavior promote employee bootlegging behavior through thriving at work

Wang,

Sun,

Wan

2024

Curr Psychol

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Bootlegging behavior enables employees to better utilize their creativity to contribute more to their organization. Therefore, the facilitative antecedents of employee bootlegging must be emphasized. The role of family supportive supervisor behavior (FSSB), which is critical in the increasingly prevalent telecommuting context of the post-pandemic era, in facilitating employee bootlegging behavior has not received enough attention. Thus, combining the telecommuting context with the work–home resource model and using thriving at work and proactive personality as a mediator and moderator, respectively, we constructed a moderated mediation model to test whether, how, and when FSSB facilitates employee bootlegging behavior. The empirical results, based on an analysis of 277 telecommuters, indicate that FSSB positively influences employee bootlegging behavior directly and indirectly through thriving at work, and proactive personality plays a moderated mediating role in the first stage. This study expands research on the antecedents of employee bootlegging behavior, deepens understanding of FSSB and thriving at work in the telecommuting context, and provides suggestions on addressing the challenges of innovation for telecommuters.

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Linking Leader Humor to Employee Bootlegging: a Resource-Based Perspective

Cited by 8 publications

References 60 publications

Energizing Workplace Dynamics: Exploring the Nexus of Relational Energy, Humor, and PsyCap for Enhanced Engagement and Performance

Energizing Workplace Dynamics: Exploring the Nexus of Relational Energy, Humor, and PsyCap for Enhanced Engagement and Performance

Coworker-targeted leader aggressive humor and observers’ OCB: The mediating roles of observers’ cognitive and affective trust and the moderating role of LMX

Beyond formal innovation: family supportive supervisor behavior promote employee bootlegging behavior through thriving at work

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