：幽默作为一种令人愉悦的社会沟通方式，近年来正逐渐受到 学术界和实践界的重视。幽默理论和管理理论的结合，也为提升管理 和领导的有效性提供了一条新的途径，因此，领导幽默应运而生。已 有大量研究发现领导幽默会带来一系列的积极影响，如员工工作态 度、工作绩效和创造力等。但是现有研究对领导幽默与员工心理状态 之间的关系关注还比较少，工作繁荣作为一种同时体验到活力感和学 习感的心理状态，对员工和组织都会产生重要的影响，那么，领导幽 默对员工工作繁荣是否具有积极促进作用呢？领导幽默又会通过何 种机制促进员工的工作繁荣呢？ 基于工作繁荣的社会嵌入模型以及积极情绪的拓展-建构理论和 自我概念理论，本研究探讨了领导幽默对员工工作繁荣的影响效应， 并揭示员工积极情绪和组织自尊在这一过程中所起的作用。通过对 250名全职员工的问卷数据进行实证分析，本研究得出以下结论：（1） 领导幽默对员工的工作繁荣以及学习感和活力感两维度都有显著的 正向影响；（2）员工积极情绪和组织自尊在领导幽默与员工工作繁荣 及其两维度之间的关系间起中介作用，且中介作用为竞争性中介作 用；（3）积极情绪和组织自尊的中介作用无显著性差异。 本研究不仅从心理体验方面丰富了领导幽默的结果变量研究，而 且从领导角度拓展了促进员工工作繁荣的有效路径。同时，从积极情 II 绪的拓展-建构理论和自我概念理论切入，构建了积极情绪和组织自 尊的中介路径，揭示了领导幽默促进员工工作繁荣的作用机制，同时 也为未来研究探索其他中介机制提供了启发。通过本研究的结果，企 业可重视和培训领导者幽默的合理使用，促使员工工作繁荣状态的达 成，从而促进员工和组织的可持续发展。 关键词：领导幽默；积极情绪；组织自尊；工作繁荣；竞争性中介 III STUDYONTHEINFLUENCEOFLEADERHUMORON EMPLOYEE'STHRIVINGATWORK:THEMEDIATING EFFECTSOFPOSITIVEEMOTIONSAND ORGANIZATION-BASEDSELF-ESTEEM ZhangWeichun(BusinessManagement) DirectedbyLiuBaoping Abstract: Asadelightfulformofsocialcommunication,humoris increasinglyvaluedfromresearchersandpractitionersinrecentyears.The combinationofhumortheoryandleadershiptheoryalsoprovidesanew waytoimprovetheeffectivenessofmanagementandleadership,soleader humorarises.Anumberofstudieshavefoundthatleaderhumorhasa numberofpositiveeffects,suchasemployees'workattitude,job performanceandcreativityandsoon.However,theexistingresearchhas paidlittleattentiontotherelationshipbetweenleaderhumorand employees'psychologicalstate.Asapsychologicalstateinwhichboth thesenseofvitalityandthesenseoflearningareexperiencedatthesame time,thrivingatworkhasanimportantimpactonemployeesandthe organization.So,doesleader'shumorhaveapositiveeffecton employees'thrivingatwork?Howdoesleaderhumorpromoteemployees' thrivingatwork? Basedonthesocialembeddedmodelofthrivingatwork,the broaden-and-bulidtheoryofpositiveemotionsandtheself-concepttheory, IV thisstudyexplorestheinfluenceofleaderhumoronemployees'thriving atwork,andrevealstherolesofpositiveemotionsand organization-basedself-esteeminthisprocess.Throughingempirically analyzingthesuveystataof250full-timeemployees,thefollowing conclusionsaredrawn:(1)leaderhumorhassignificantpositiveimpacts onemployees'thrivingatworkandsenseoflearningandsenseof vitality;(2)thepositiveemotionsandorganization-basedself-esteemof employeeshavesignificantmediationeffectsontherelationships betweentheleaderhumorandemployees'thrivingatworkandsenseof learningandsenseofvitality,andthemediationeffectsiscompetitive mediationeffects;(3)thereisnosignificantdifferenceinthemediation effectsofpositiveemotionsandorganization-basedself-esteem. Thisstudynotonlyenrichedthestudyontheoutcomevariablesof leaderhumorfromtheperspectiveofpsychologicalexperience,butalso expandedtheeffectivewaystopromoteemployees'thrivingatworkfrom theperspectiveofleadership.Atthesametime,startingfromthe broaden-and-bulidtheoryofpositiveemotionsandtheself-concepttheory, thispaperbuildsthemediatingpathofpositiveemotionsand organization-basedself-esteem,revealingthemechanismofleaderhumor promotingemployees'thrivingatwork,andalsoprovidesinspirationfor futureresearchtoexploreothermediatingmechanisms.Throughthe resultsofthisstudy,enterprisescanattachimportancetoandtrainthe V appropriateuseofhumorbyleaderstomaketheachievementof employees'thrivingatwork,soastopromotethesustainable developmentofemployeesandorganizations. Keywords: leaderhumorpositiveemotionsorganization-based self-esteemthrivingatworkcompetitivemediation VI 目录 摘要........................................................................................................I Abstract................................................................................................III 目录.....................................................................................................VI 第1章绪论.........................................................................................1 1.1研究背景..................................................................................1 1.2研究目的和意义......................................................................2 1.2.1研究目的.........................................................................2 1.2.2研究意义.........................................................................3 1.3研究方法与技术路线..............................................................3 1.3.1研究方法.........................................................................3 1.3.2技术路线.........................................................................4 1.4研究内容..................................................................................6 1.5研究创新点..............................................................................7 1.6本章小结..................................................................................7 第2章文献综述.................................................................................8 2.1领导幽默研究综述..................................................................8 2.1.1领导幽默的概念.............................................................8 2.1.2领导幽默的维度与测量.................................................9 2.1.3领导幽默的影响因素...................................................10 2.1.4领导幽默的影响效应...................................................11 2.2工作繁荣研究综述.................................................................13 VII 2.2.1工作繁荣的概念...........................................................13 2.2.2工作繁荣的测量...........................................................14 2.2.3工作繁荣的前因变量...................................................15 2.2.4工作繁荣的结果变量...................................................17 2.3积极情绪研究综述................................................................17 2.3.1积极情绪的概念...........................................................17 2.3.2积极情绪的相关研究...................................................18 2.4组织自尊研究综述................................................................19 2.4.1组织自尊定义与测量...................................................19 2.4.2组织自尊的相关研究...................................................19 2.5变量间关系的研究综述.........................................................21 2.5.1领导幽默、积极情绪与工作繁荣................................21 2.5.2领导幽默、组织自尊与工作繁荣................................22 2.6本章小结.................................................................................22 第3章研究假设与模型构建...........................................................23 3.1理论基础................................................................................23 3.1.1工作繁荣的社会嵌入模型...........................................23 3.1.2积极情绪的拓展-建构理论.........................................26 3.1.3自我概念理论...............................................................26 3.2研究假设的提出....................................................................27 3.2.1领导幽默与员工工作繁荣...........................................27 3.2.2员工积极情绪的中介作用...........................................28 VIII 3.2.3员工组织自尊的中介作用...........................................29 3.3研究模型的构建...............................................