Abstract
Purpose-In the last three years, individuals have been faced with many challenging events that will make them feel negative. Pandemics, economic crises and wars affect the daily lives of individuals as well as their business lives. In addition, employees state that they work under high pressure and often feel unhappy. Studies show that positive emotions and situations have positive outcomes such as employee performance and organizational citizenship behavior. In this context, employees need factors that will increase their positive emotions and situations. Although humor is an unusual concept for workplaces that are considered serious by nature, it has recently attracted the attention of both managers and academics. The purpose of this research is to examine the antecedents and consequences of humor in the workplace.
Methodology- In this study, quantitative and qualitative methods will be used together. First, a qualitative research will be conducted and employees will be asked what they understand from humor in the workplace. Then, content analysis will be made and common themes will be revealed. In the second stage, a survey will be conducted with the existing scales in the literature.
Findings- In the research, firstly, white-collar and 5 years of work experience were asked to define the concept of humor in the workplace, then they were asked what their suggestions were to improve humor, and finally, they were asked what positive outcomes they had on the days when they felt the sense of humor.
Conclusion- As a result of this study, humor in the workplace in Turkey has been examined. After the qualitative part of the research, study two, which is the quantitative part, will be started. After the concept of humor is defined by Turkish employees, the proposed research model will be tested in the light of organizational behaviour and management literature. In the research model, playful work design is suggested as the premise of the sense of humor, and creativity and knowledge sharing as its output. Questionnaire method will be used to test the research model. The research model will be tested using structural equation modeling.
References
- Afiouni, F., & Karam, C.M. (2019) The formative role of contextual hardships in women’s career calling. Journal of Vocational Behavior, 114, 69-87. https://doi.org/10.1016/j.jvb.2019.02.008
- Amabile, T.M., Conti, R., Coon, H., & Lazenby, J. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39 (5),1154-1184
- Carnevale, J.B., Huang, L., Yam, K.C.,& Wang, L. (2022). Laughing with me or laughing at me? The differential effects of leader humor expressions on follower status and influence at work. Journal of Organizational Behavior, 1-19. https://doı: 10.1002/job.2629
- Gioia, D.A. Corley, K.G. & Hamilton, A.L. (2013) Seeking qualitative rigor in inductive research: Notes on the Gioia methodology, Organizational Research Methods, 16 (1),15-31. https:// doı: 10.1177/1094428112452151
- Lang, J.C., & Lee, C., H. (2010). Workplace humor and organizational creativity. The International Journal of Human Resource Management, 21(1),46-60. https://doi.org/10.1080/09585190903466855
- Michel, J.W., Tews,M., & Allen, D.G. (2019). Fun in the workplace: A review and expanded theoretical perspective. Human Resource Management Review, 29(1), 98-110. https://doi.org/10.1016/j.hrmr.2018.03.001
- Romero, E.J., & Cruthirds, K.W. (2006). The use of humor in the workplace. Academy of Management Perspectives, 20(2), 58-69
- Scharp, Y.S., Bakker, A.B., Breevaart, K., Kruup K. & Uusberg, A. (2021). Playful work design: Conceptualization, measurement and validty. Human Relations, 1-42. https://doi.org/10.1177/00187267211070996
- Tews, M.J, Michel, J.W..& Noe, R.A. (2017) Does fun promote learning? The relationship between fun in the workplace and informal learning. Journal of Vocational Behavior, 98, 46-55. http://dx.doi.org/10.1016/j.jvb.2016.09.006
- Tews, M.J.& Noe, R.A. (2019). Does training have to be fun? A review and conceptual model of the role of fun in workplace training. Human Resource Management Review, 29(2),226-238. https://doi.org/10.1016/j.hrmr.2017.11.003
- Yang, H.L. & Wu, T.C.T (2008). Knowldege sharing in an organization. Technological Forecasting and Social Change. 75(8), 1128-1156. https://doi:10.1016/j.techfore.2007.11.008
Abstract
Amaç- Son üç senedir bireyler kendilerini olumsuz hissettirecek birçok olayla karşılaşmaktadır. Pandemi, ekonomik krizler ve savaşlar bireylerin günlük hayatlarını etkilediği gibi iş hayatlarını da etkilemektedir. Buna ek olarak, çalışanlar yüksek baskı altında çalıştığını belirtmekte ve çoğu zaman kendisini mutsuz hissetmektedir. Yapılan araştırmalar pozitif duygu ve durumların çalışanların performans, örgütsel vatandaşlık davranışı gibi olumlu çıktıları olduğunu göstermektedir. Bu bağlamda çalışanların pozitif duygu ve durumlarını arttıracak etmenlere ihtiyacı vardır. Mizah her ne kadar doğası gereği ciddi sayılan işyerleri için alışılmadık bir kavram olsa da son dönemlerde gerek yöneticiler gerekse akademisyenlerin ilgisini çeken bir kavram olmuştur. Bu araştırmanın amacı iş yerinde mizahın öncüllerini ve sonuçlarını incelemektir.
Yöntem- Bu çalışmada nicel ve nitel yöntemler birlikte kullanılacaktır. İlk olarak nitel bir araştırma yapılacak ve çalışanlara işyerinde mizahtan ne anladıkları sorulacaktır. Ardından içerik analizi yapılacak ve ortak temalar ortaya konucaktır. İkinci aşamada literatürde var olan ölçekler ile anket çalışması yapılacaktır.
Bulgular-Araştımada ilk olarak beyaz yakalı ve 5 yıl iş deneyimi olan kişilere iş yerinde mizah kavramını tanımlamaları istenmiş, ardından mizahı geliştirmek için önerilerinin ne olduğu sorulmuş ve son olarak mizah duygusunu hissettikleri günlerde pozitif olarak hangi çıktılara sahip oldukları sorulmuştur..
Sonuç- Bu çalışmanın sonucunda, Türkiye bağlamında iş yerinde mizah konusu incelenmiştir. Araştırmanın nitel kısmının ardından nicel kısmı olan ikinci çalışmaya geçilecektir. Mizah kavramı Türk çalışanları tarafından tanımlandıktan sonar, uluslararası literatür ışığında önerilen araştırma modeli test edilecektir. Araştırma modelinde mizah duygusunun öncülü olarak iş tasarımı, çıktısı olarak yaratıcılık ve bilgi paylaşımı önerilmiştir. Araştırma modelini test etmek için anket yöntemi kullanılacaktır. Yapısal eşitlik modellemesi kullanılarak araştırma modeli test edilecektir.
References
- Afiouni, F., & Karam, C.M. (2019) The formative role of contextual hardships in women’s career calling. Journal of Vocational Behavior, 114, 69-87. https://doi.org/10.1016/j.jvb.2019.02.008
- Amabile, T.M., Conti, R., Coon, H., & Lazenby, J. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39 (5),1154-1184
- Carnevale, J.B., Huang, L., Yam, K.C.,& Wang, L. (2022). Laughing with me or laughing at me? The differential effects of leader humor expressions on follower status and influence at work. Journal of Organizational Behavior, 1-19. https://doı: 10.1002/job.2629
- Gioia, D.A. Corley, K.G. & Hamilton, A.L. (2013) Seeking qualitative rigor in inductive research: Notes on the Gioia methodology, Organizational Research Methods, 16 (1),15-31. https:// doı: 10.1177/1094428112452151
- Lang, J.C., & Lee, C., H. (2010). Workplace humor and organizational creativity. The International Journal of Human Resource Management, 21(1),46-60. https://doi.org/10.1080/09585190903466855
- Michel, J.W., Tews,M., & Allen, D.G. (2019). Fun in the workplace: A review and expanded theoretical perspective. Human Resource Management Review, 29(1), 98-110. https://doi.org/10.1016/j.hrmr.2018.03.001
- Romero, E.J., & Cruthirds, K.W. (2006). The use of humor in the workplace. Academy of Management Perspectives, 20(2), 58-69
- Scharp, Y.S., Bakker, A.B., Breevaart, K., Kruup K. & Uusberg, A. (2021). Playful work design: Conceptualization, measurement and validty. Human Relations, 1-42. https://doi.org/10.1177/00187267211070996
- Tews, M.J, Michel, J.W..& Noe, R.A. (2017) Does fun promote learning? The relationship between fun in the workplace and informal learning. Journal of Vocational Behavior, 98, 46-55. http://dx.doi.org/10.1016/j.jvb.2016.09.006
- Tews, M.J.& Noe, R.A. (2019). Does training have to be fun? A review and conceptual model of the role of fun in workplace training. Human Resource Management Review, 29(2),226-238. https://doi.org/10.1016/j.hrmr.2017.11.003
- Yang, H.L. & Wu, T.C.T (2008). Knowldege sharing in an organization. Technological Forecasting and Social Change. 75(8), 1128-1156. https://doi:10.1016/j.techfore.2007.11.008
Details
| Primary Language | Turkish |
|---|---|
| Subjects | Finance, Business Administration |
| Journal Section | Articles |
| Authors | |
| Publication Date | July 30, 2022 |
| Published in Issue | Year 2022 Volume: 15 Issue: 1 |
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