企業的成功與否與員工主動工作行為以及人力資本的累積息息相關，近年來有越來越多研究探討影響員工主動工作行為的因素，其中領導者有著不可忽視的影響力。以往針對領導者所做的研究多為探討領導者的領導風格，然而，除了領導者選擇執行的領導風格外，領導者本身的人格特質與行為模式亦具有獨特的影響力，在今日研究領域中愈加受到許多注目。本研究以領導者人格特質中的「幽默」為基礎，深入探討組織中領導者人格特質與員工主動工作行為之關係。
本研究探討，領導者幽默對員工的主動工作行為會有正向抑或是負向影響。同時，本研究也探討領導者幽默與領導成員交換關係之間的中介變數，以及領導者幽默與員工活力與壓力之間的調節效果。本研究的研究對象為台灣科技業、傳統製造業、服務業與金融產業之44位領導者與220位員工。研究結果分別為：(1) 領導者幽默對領導成員交換關係有正向影響結果。；(2) 領導者幽默與領導成員交換關係之相關性，會受到員工活力的正向中介、以及員工壓力的負向中介；(3) 領導者幽默與員工活力、員工壓力之關係，會受到員工幽默以及員工知覺權力距離所調節。然而，領導者幽默與員工主動工作行為之間，卻不存在領導成員交換關係的中介效果；而領導者幽默與員工壓力之間，則不存在權力距離的調節效果。本研究亦在最後討論研究結果對領導理論的貢獻與實務上的應用，以及研究限制和未來研究方向與建議。

This study identifies what is the possible mechanism which bridges leader humor to employees’ proactive work behaviors, what could be the potential psychological mediators between leader humor and leader-member exchange (LMX), as well as what could be the potential factors that modify the effect of leader humor on member’s psychological states. The sample size of this study is 220 members nested under 44 leaders based on various industries in Taiwan, including technology, traditional manufacturing, service and banking industry. The result indicates that leader humor is positively related to LMX, and member’s vitality is positively associated with LMX, while member’s strain is negatively associated with LMX.
Furthermore, we also found that member’s vitality and member’s strain would partially mediate the relationship between leader humor and LMX. In addition, supportive evidence was found for the moderating effect of member humor and power distance upon the relationship of leader humor and member’s psychological states, except for the moderating effect of power distance upon the relationship of leader humor and member’s strain. When members also possess humor as their personality characteristics, the influences of leader humor on member’s psychological states will get strengthened. Theoretical contributions, limitations and future research directions are discussed as well.

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