下属接受和需求的领导幽默匹配性对其工作绩效的影响及机制研究

The Effect and Mechanism of Subordinates’Receiving and Needing Leader Humor Fit on Their Job Performance

基于个人-环境匹配理论和资源保存理论,从领导-下属双边视角出发,通过两阶段291对领导-下属配对数据,运用多项式回归与响应面分析方法探究了下属接受和需求的领导幽默匹配性对其工作绩效的影响,以及下属情绪耗竭的中介作用和领导政治技能的调节作用。研究结果表明:下属接受和需求的领导幽默越不匹配,越会造成其情绪耗竭;在领导幽默不匹配的情况下,与幽默不足相比,幽默过度时下属的情绪耗竭水平更高;下属接受和需求的领导幽默匹配性通过下属情绪耗竭影响其工作绩效;领导政治技能在下属接受和需求的领导幽默匹配性与其情绪耗竭之间起到调节作用,即领导政治技能越高,领导幽默不一致给下属造成的情绪耗竭越弱。

Based on person-environment fit theory and conservation of resources theory,from a bilateral leader-subordinate perspective,through 291 leader-subordinate pairing data,this study explored the impact of subordinates’receiving and needing leader humor fit on their job performance,as well as the mediating role of subordinates’emotional exhaustion and the moderating role of leader political skill,using polynomial regression and response surface analysis methods.The results show that:the more misfit of subordinates’receiving and needing for leader humor,the more subordinates’emotional exhaustion will result;in the case of leader humor misfit,the level of subordinates’emotional exhaustion is higher when there is excessive humor compared to insufficient humor;leader humor fit received and needed by subordinates affects their job performance through subordinates’emotional exhaustion;leader political skill act as a moderator between leader humor fit and subordinates’emotional exhaustion.The higher the political skill of the leader,the weaker the emotional exhaustion caused by leader humor incongruence.