本研究目的是來探討如何兩個不同型的領導者幽默感會影響員工情感與工作績效。 由於領導者是員工的榜樣，因此我們認為領導為給予者和員工將成為接受者，因為員工會受到心理上的影響。這種情況最終會影響他們的行為以及工作績效在組織裡。一開始本研究探討的內容為領導者親和型幽默對領導引發正面情緒的關係，以及領導者嘲諷型幽默對領導引發敷面情緒的關係。而兩個關係的結果為正面相關。
此外，情緒調節可以緩和領導者親和型幽默對領導引發正面情緒的關係。基於領導者引發的情緒，員工將通過心理狀態做出反應，他們會感到遊活力或疲憊。之後，由於這種心理狀態出現了，這會影響到員工的行為。本研究表明，情緒活力調節領導者引發正面情緒與工作績效之間的關係。而情緒疲憊並沒有調解領導者引發負面情緒與工作表現之間的關係。 根據目前的研究，為了提高員工的工作績效，領導者可以考慮將幽默作為他們與員工的溝通方式，讓員工在工作場所可以更快樂。

The study purposes for examining the effect of two kinds of different humor in leadership toward employee emotion and performance. Since leaders are the role model for employees, we assumed that leaders as giver and employees will become the receiver as they will be affected psychologically. This situation will eventually shape their behavior and further affect their work performance in organization. We covered our study by examining the relationship of affiliative humor toward leader triggered positive emotion and aggressive humor toward leader triggered negative emotion. The result showed that both relationships positively related.
Furthermore, emotional regulation moderates the effect of aggressive humor toward leader triggered positive emotion. Next, based on leader triggered emotion, employee will response through psychological state either they will feel alive or exhausted. After that, since this psychological state is showed up, this will take effect on how employees behaved. This study showed that emotional vitality mediates the positive relationship of leader triggered negative emotion to job performance. Following by emotional exhaustion doesn’t mediates the relationship of leader triggered negative emotion to job performance. Based on current study, to improve employees job performance, leaders might consider to use humor as their communication tactics with employees, that the use of humor to let employees more happy in workplace.

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