scholarly journals Humor at work: validation of the short work-related Humor Styles Questionnaire (swHSQ)

2016 ◽  
Vol 29 (3) ◽  
Author(s):  
Tabea Scheel ◽  
Cornelia Gerdenitsch ◽  
Christian Korunka
Keyword(s):  
Individual Differences ◽  
Turnover Intentions ◽  
Well Being ◽  
Work Relationships ◽  
Humor Styles ◽  
Work Context ◽  
Psychological Well Being ◽  
Work Related ◽  
Daily Interactions ◽  
Integral Element

AbstractAs part of daily interactions humor is an integral element of work relationships with consequences for well-being or turnover intentions. However, its adequate assessment in the work context has yet to be improved. While the Humor Styles Questionnaire (HSQ; Martin et al. 2003. Individual differences in uses of humor and their relation to psychological well-being: Development of the Humor Styles Questionnaire.

scholarly journals Integrating Humor and Positive Psychology Approaches to Psychological Well-Being

2014 ◽  
Vol 10 (3) ◽  
pp. 557-570 ◽  
Author(s):  
Nadia Brittany Maiolino ◽  
Nicholas A. Kuiper
Keyword(s):  
Life Satisfaction ◽  
Individual Differences ◽  
Positive Psychology ◽  
Positive Affect ◽  
Well Being ◽  
Depression And Anxiety ◽  
Regression Analyses ◽  
Humor Styles ◽  
Psychological Well Being ◽  
Trait Gratitude

In this study we investigated how individual differences and personality constructs taken from the positive psychology and humor domains of psychology may play an important role in psychological well-being. Participants completed measures assessing trait gratitude, savoring, and humor styles; along with several positive and negative indicators of psychological well-being (e.g., life satisfaction, positive affect, depression, and anxiety). We first examined the degree of empirical and conceptual overlap among the personality constructs from these two domains. Here, we found that higher levels of gratitude and savoring were associated with higher levels of self-enhancing and affiliative humor, whereas higher levels of aggressive and self-defeating humor were primarily associated with lower levels of gratitude. Subsequent regression analyses indicated that the positive psychology construct of gratitude was predictive of several different indices of positive and negative well-being, whereas savoring was most predictive of greater positive affect. In addition, these regression analyses also revealed that the humor styles of self-enhancing and self-defeating humor provided a significant increase in the prediction of several positive and negative indices of well-being, above and beyond the effects attributable to the positive psychology constructs alone. These findings were then discussed in terms of developing a broader and more integrated theoretical approach to the understanding of psychological well-being.

Individual differences in uses of humor and their relation to psychological well-being: Development of the Humor Styles Questionnaire

2003 ◽  
Vol 37 (1) ◽  
pp. 48-75 ◽  
Author(s):  
Rod A. Martin ◽  
Patricia Puhlik-Doris ◽  
Gwen Larsen ◽  
Jeanette Gray ◽  
Kelly Weir
Keyword(s):  
Individual Differences ◽  
Well Being ◽  
Humor Styles ◽  
Psychological Well Being

scholarly journals Sense of Humor, Stable Affect, and Psychological Well-Being

2014 ◽  
Vol 10 (3) ◽  
pp. 464-479 ◽  
Author(s):  
Arnie Cann ◽  
Chantal Collette
Keyword(s):  
Individual Differences ◽  
Problem Solving ◽  
Positive Affect ◽  
Psychological Health ◽  
Longitudinal Design ◽  
Well Being ◽  
Humor Styles ◽  
Good Sense ◽  
Psychological Well Being ◽  
Sense Of Humor

A good sense of humor has been implicated as a quality that could contribute to psychological well-being. The mechanisms through which sense of humor might operate include helping to reappraise threats, serving as a character strength, or facilitating happiness. The current research attempts to integrate these possibilities by examining whether a good sense of humor might operate globally by helping to maintain a more stable positive affect. Stable positive affect has been shown to facilitate more effective problem solving and to build resilience. However, not all humor is adaptive humor, so we also examine the roles that different styles of humor use might play. Individual differences in humor styles were used to predict stable levels of affect. Then, in a longitudinal design, humor styles and stable affect were used to predict subsequent resilience and psychological health. The results indicated that stable affect was related to resilience and psychological well-being, and that a sense of humor that involves self-enhancing humor, humor based on maintaining a humorous perspective about one’s experiences, was positively related to stable positive affect, negatively related to stable negative affect, and was mediated through stable affect in influencing resilience, well-being and distress. Thus, while a good sense of humor can lead to greater resilience and better psychological health, the current results, focusing on stable affect, find only self-enhancing humor provides reliable benefits.

Work-related psychological well-being

2018 ◽  
Author(s):  
Alexander Oboznov ◽  
Yulia Bessonova
Keyword(s):  
Well Being ◽  
Psychological Well Being ◽  
Work Related

Authentic leadership and employee psychological well-being: An integrated review of the literature

2020 ◽  
Vol 11 (1) ◽  
pp. 82-82
Author(s):  
Hellya Agustina ◽  
Nur Atiqah Abdullah ◽  
Ihil S. Baron
Keyword(s):  
Authentic Leadership ◽  
Turnover Intentions ◽  
Well Being ◽  
Negative Influence ◽  
Employee Attitudes ◽  
Work Climate ◽  
Psychological Well Being ◽  
Management Culture ◽  
Employee Silence ◽  
Being There

As we known that one resource that supports work of employee is a good relationship among the leader and co-workers. Leaders who have styles that are able to improve employees' psychological well-being by making workplaces healthy, do not neglect supervision, are able to motivate employees, and reflect values that are important to employees (see, Hsiung 2012; Winkler et al. 2015; Huang et al. 2016; Joo, Park, & Lim 2016). There seems to be general agreement that effective leadership will encourage positive employee attitudes and behaviour (e.g., Fong & Snape 2015; Afsar, Badir & Kiani 2016; Semedo, Coelho, & Ribeiro 2016; Wu & Lee 2017; Kim & Beehr 2018; Buil , Martinez, & Matute 2019; Mostafa & Bottomley 2020). Meanwhile, most of the previous studies link that authentic leadership also has a negative influence on employees, such as: employee silence (Guenter et al. 2016); job stress (Weiss, et al. 2017); cynicism and immodesty (A Megeirhi, et al. 2018); burnout (Fair & Kamal 2019); management culture errors (Farnese et al. 2018); and turnover intentions (Gordon et al. 2019). Researchers found that only a few studied the relationship between authentic leadership and employee psychological well-being. There is only one study that examines this by using work climate as mediator variable in the type of nurse's work. Research conducted by Nelson et al. (2014) which states that authentic leadership has been recognized to influence psychological well-being through its impact on the work climate. Moving on from these issues, the interests of employees in Indonesia should be considered because the employee is required to work for eight hours a day and employees are working to make ends meet. Keywords: authentic leadership, psychological well-being, mediators, moderators, integrated review.

scholarly journals PENGARUH PSYCHOLOGICAL WELL-BEING DAN JOB EMBEDDEDNESS TERHADAP TURNOVER INTENTIONS

2018 ◽  
Vol 12 (1) ◽  
pp. 1-20
Author(s):  
Fahmi Ananda ◽  
Deasy Anggreini Pane
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Well Being ◽  
Job Embeddedness ◽  
Psychological Well Being

Penelitian ini bertujuan untuk mengetahui pengaruh psychological well-being dan job embeddedness terhadap turnover intention. Skala yang digunakan adalah skala turnover intention, skala psychological well-being dan skala job embeddedness. Subjek penelitian yang digunakan adalah 229 karyawan rumah sakit X. Data yang telah dikumpul diolah dengan menggunakan metode analisis berganda. Hasil analisis statistik menunjukkan bahwa psychological well-being dan job embeddedness berpengaruh negatif terhadap turnover intention. Dari hasil penelitian ini diharapkan pihak manajemen dapat mengelola psychological well-being dan job embeddedness sehingga dapat meminimalisir turnover intention.

Caregiving in quarantine: Humor styles, reframing, and psychological well-being among parents of children with disabilities

2021 ◽  
pp. 026540752110435
Author(s):  
Heidi L. Fritz
Keyword(s):  
Psychological Distress ◽  
Social Interactions ◽  
Children With Disabilities ◽  
Well Being ◽  
Family Satisfaction ◽  
The United States ◽  
Future Research ◽  
Humor Styles ◽  
Psychological Well Being ◽  
Over Time

Prior research links adaptive humor styles (affiliative and self-enhancing) with enhanced psychological well-being and maladaptive humor styles (aggressive and self-defeating) with worse psychological well-being, primarily through humor styles’ influence on individuals’ social interactions and efforts to positively reframe stressors. The present study examined the unique relation of each humor style with psychological well-being with a focus on understanding mechanisms of adjustment under highly stressful conditions. Ninety-nine parents of children with disabilities were surveyed at the beginning of the COVID-19 pandemic in the United States in March 2020, and 79 parents completed follow-up surveys in July 2020. As predicted, at T1, self-enhancing humor was associated with less psychological distress and greater family satisfaction, self-defeating humor was associated with greater distress, and aggressive humor was associated with lower family satisfaction. Moreover, affiliative humor predicted decreased psychological distress over time, whereas self-defeating humor predicted increased psychological distress and decreased family satisfaction over time. Relations were largely mediated by caregiver positive reappraisal, family efforts to reframe daily disability-related challenges, and negative social interactions. Future research should further examine the influence of caregiver humor styles on family dynamics, family reframing norms, and caregiving efficacy.

Longitudinal trajectories of perceived organizational support: a growth mixture analysis

2020 ◽  
Vol 35 (6) ◽  
pp. 481-495
Author(s):  
Gaëtane Caesens ◽  
Alexandre J.S. Morin ◽  
Florence Stinglhamber
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Well Being ◽  
Content Type ◽  
Work Related ◽  
Longitudinal Trajectories ◽  
Growth Mixture ◽  
Desirable Outcome ◽  
Over Time

PurposeThis research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective commitment) and behaviors (i.e. voice behaviors).Design/methodology/approachPOS ratings provided each four months by a sample of 747 employees were analyzed using person-centered growth mixture analyses.FindingsResults revealed that longitudinal heterogeneity in POS trajectories was best captured by the identification of four distinct profiles of employees. Two of these profiles followed stable high (67.2%) and low (27.3%) POS trajectories, whereas the remaining profiles were characterized by increasing (2.2%) or decreasing (3.3%) POS trajectories. Our results showed that, by the end of the follow-up period, the most desirable outcome levels were associated, in order, with the increasing, high, low and decreasing trajectories.Practical implicationsThis research has important implications by showing that perceptions of organizational support fluctuate over time for some employees and help better predicting valuable work-related outcomes.Originality/valueThese findings shed a new perspective on organizational support theory by adopting a dynamic perspective, and revealing that changes over time in POS are more potent predictors of valuable work-related outcomes than stable POS levels.

scholarly journals On the Etiology of Self-Enhancement and Its Association With Psychological Well-Being

2019 ◽  
Vol 11 (4) ◽  
pp. 435-445
Author(s):  
Yu L. L. Luo ◽  
Constantine Sedikides ◽  
Huajian Cai
Keyword(s):  
Individual Differences ◽  
Common Core ◽  
Twin Study ◽  
Well Being ◽  
Intermediate Level ◽  
The Self ◽  
Psychological Well Being ◽  
Subjective Level ◽  
Positive Light ◽  
Better Than

Self-enhancement, the motive to view oneself in positive light, and its manifestations have received wide attention in behavioral sciences. The self-enhancement manifestations vary on a continuum from a subjective level (agentic narcissism, communal narcissism, narcissistic grandiosity) through an intermediate level (better-than-average judgments) to an objective level (overclaiming one’s knowledge). Prior research has established the heritability of self-enhancement manifestations at the subjective and intermediate levels. The present twin study demonstrated that (1) the objective level of self-enhancement manifestation is also heritable; (2) a common core, which is moderately heritable, underlies the three levels of self-enhancement manifestations; (3) the relation between self-enhancement (manifested at all three levels) and psychological well-being is partly heritable; and (4) environmental influences, either shared by or unique to family members, are evident through (1), (2), and (3). The findings deepen understanding of the etiology of individual differences in self-enhancement and their links to psychological well-being.

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