The effect of humor and perceived social interdependence on teamwork engagement in student groups

Gheorghe, Andreea; Fodor, Oana C.; Curşeu, Petru Lucian; Trif, Sabina; Cirebea, Lavinia

doi:10.1007/s12144-022-03482-4

Cited by 12 publications

(26 citation statements)

References 73 publications

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“…Their behavior is motivated by felt obligation rather than entitlement. According to the predominant obligation literature, they prefer to devote their resources to current jobs (Ackerman et al, 2019), exhibit extra-role behavior to facilitate organizational effectiveness (Roch et al, 2019), and not engage in unethical behavior (Gheorghe et al, 2022). Therefore, this study proposed the second hypothesis: H2: Employees with higher felt obligation but lower psychological entitlement have a higher level of work engagement (H2a) and helping behavior (H2b) but a lower level of unethical behavior (H2c) compared with employees with higher psychological entitlement but lower felt obligation.…”

Section: DI Erentiating Psychological Entitlement Incongruences From ...mentioning

confidence: 99%

Influences of (in)congruences in psychological entitlement and felt obligation on ethical behavior

et al. 2023

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IntroductionPsychological entitlement and felt obligation are two correlated but distinctive conceptions. Prior studies have mainly explored their influences on employees' (un)ethical behavior, respectively. Recently, several studies suggest the interactive impacts of psychological entitlement with felt obligation on individual behavioral choices. In consistency with these studies, the present study focuses on the influences of (in)congruences in psychological entitlement and felt obligation on employees' (un)ethical behavior.MethodsA two-wave multi-source questionnaire survey is conducted to collect 202 matched questionnaires from full-time Chinese workers. The polynomial regression with response surface analysis is employed to test hypotheses.ResultsThe results indicate that: (1) employees have higher levels of work engagement and helping behavior but lower levels of unethical behavior when their psychological entitlement and felt obligation are balanced at higher levels rather than lower levels; (2) employees have higher levels of work engagement and helping behavior but lower levels of unethical behavior when they have higher levels of felt obligation but lower levels of psychological entitlement compared to those having lower levels of felt obligation but higher levels of psychological entitlement; and (3) work engagement mediates the relationship between (in)congruences in psychological entitlement and felt obligation and employees' helping behavior and unethical behavior.DiscussionThis study provides a novel insight into the interactive influences of (in)congruence in psychological entitlement and felt obligation on employees' ethical behavioral choices.

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Section: DI Erentiating Psychological Entitlement Incongruences From ...mentioning

confidence: 99%

Influences of (in)congruences in psychological entitlement and felt obligation on ethical behavior

et al. 2023

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“…, 2021). Affiliative humor encompasses funny remarks that include others in the conversation, is contagious and it is seen as a positive group resource (Romero and Pescosolido, 2008; Gheorghe et al. , 2022).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…, 2022). Negative or aggressive humor includes the use of sarcasm, mean or disparaging remarks during group interactions that although may trigger laughter is a type of “put-down humor” with a negative influence on group dynamics and outcomes (Lehman-Willenbrock and Allen, 2014; Gheorghe et al. , 2022).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Crew members may use different types of humor, ultimately generating emergent group level states or humorous atmosphere through behavioral matching, imitation and contagion, JSTP 32,6 atmosphere that can be perceived either as affiliative or aggressive depending on the predominant type of humor used in interpersonal communication (Curseu and Fodor, 2016;Lehman-Willenbrock and Allen, 2014;Mathies et al, 2016;Silva et al, 2021). Affiliative humor encompasses funny remarks that include others in the conversation, is contagious and it is seen as a positive group resource (Romero and Pescosolido, 2008;Gheorghe et al, 2022). Negative or aggressive humor includes the use of sarcasm, mean or disparaging remarks during group interactions that although may trigger laughter is a type of "put-down humor" with a negative influence on group dynamics and outcomes (Lehman-Willenbrock and Allen, 2014;Gheorghe et al, 2022).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Affiliative humor encompasses funny remarks that include others in the conversation, is contagious and it is seen as a positive group resource (Romero and Pescosolido, 2008;Gheorghe et al, 2022). Negative or aggressive humor includes the use of sarcasm, mean or disparaging remarks during group interactions that although may trigger laughter is a type of "put-down humor" with a negative influence on group dynamics and outcomes (Lehman-Willenbrock and Allen, 2014;Gheorghe et al, 2022).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

See 2 more Smart Citations

Humor in the sky: the use of affiliative and aggressive humor in cabin crews facing passenger misconduct

Curşeu

Gheorghe²,

Bria³

et al. 2022

JSTP

Self Cite

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PurposeThe authors present a fist attempt to test the mediating role of humor in the relation between unruly passenger behavior and occupational stress in cabin crews.Design/methodology/approachThis study used an experience sampling design to investigate the relationship between a frequent job hassle in air service provision, namely unruly passenger behavior (UPB), and the stress experienced by flight attendants.FindingsThe results of multilevel analyses show that UPB is positively related to the use of aggressive humor and negatively related to the use of affiliative humor in cabin crews. Moreover, humor mediates the relationship between unruly passenger behavior and stress. In addition the results show that general self-efficacy as a personal resource buffers the association between passenger misconduct and the use of aggressive humor.Originality/valueThis study is among the first empirical attempts to explore the role of humor as a mediator between uncivil customer behavior and stress in air service employee.

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Interplay of mindful leadership, team cohesion, and performance: a moderated mediation analysis in sports teams

Liu

2024

Curr Psychol

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The effect of humor and perceived social interdependence on teamwork engagement in student groups

Cited by 12 publications

References 73 publications

Influences of (in)congruences in psychological entitlement and felt obligation on ethical behavior

Influences of (in)congruences in psychological entitlement and felt obligation on ethical behavior

Humor in the sky: the use of affiliative and aggressive humor in cabin crews facing passenger misconduct

Interplay of mindful leadership, team cohesion, and performance: a moderated mediation analysis in sports teams

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