工作場所中的幽默經常被認為是正面，且被受到重視的。然而，過去的研究結果顯示，幽默並不會總是僅帶來正向有益的結果。此外，我也發現侵略性幽默作為一種工作場所的現象和人際互動，並沒有在過去研究中得到充分研究，且應該給予警惕以避免嚴重的後果。因此在本次的研究中，我主要集中於領導者有害和人際導向的幽默風格，即「領導者侵略性幽默」。除此之外，過去研究主要關注領導者侵略性幽默對員工心理健康或福祉的負面影響，而忽略了領導者侵略性幽默所導致員工在行為上對組織有害的負面結果。基於良性違反理論（BVT）和資源保存理論（COR），我通過「員工感知規範違反的可接受性」與「員工情緒耗竭」作為本研究的中介變數，進一步探討了「領導者侵略性幽默」對員工的有害性行為，即「反生產工作行為（CWB）」結果的影響。我對「領導者侵略性幽默」和「員工的輕微反生產工作行為」進行了更細緻的研究，因此對幽默行為領域和反生產工作行為領域作出貢獻。
本研究採用問卷調查法，最終共蒐集252份不同行業的台灣工作者填答的有效問卷。本研究結果顯示，「領導者侵略性幽默」與「員工感知規範違規行為的可接受性」和「情緒耗竭」均呈正相關，但兩者對「領導者侵略性幽默」與「員工作業反生產工作行為」的間接關係僅具有顯著的中介作用，但與「員工政治反生產工作行為」並無顯著關係。

Humor in the workplace often perceived as positive and are usually being valued. However, previous researches have indicated that humor does not always lead to beneficial outcomes. In addition, I also realize that aggressive humor as a workplace phenomenon and human interaction is understudied in the past research, and it should be given alert in order to avoid severe negative consequences. In the current study, I focus on the leader's detrimental and interpersonal-directed humor style that is the aggressive humor. Besides, past studies mainly focused on the injurious outcomes of aggressive humor toward the employee's mental health or well-beings, but neglected the negative outcomes of employee's behavior that is harmful to the organization due to the improper use of leader aggressive humor. Hence, I focus on the effect of leader aggressive humor on employee’s minor CWB in my study. Based on the benign violation theory (BVT) and conservation of resources theory (COR), I further discuss the effect of leader’s aggressive humor on employee’s injurious behavioral outcomes which is the counterproductive work behavior (CWB) through the mediating mechanisms of employee's perceived acceptability of norm violation and emotional exhaustion. By doing so, I provide a more nuanced study on the leader's aggressive humor and employee's minor counterproductive work behavior, and therefore contributes to the humor literature as well as the CWB literature.
This study collected data from 252 supervisor-subordinate dyads from various industries in Taiwan, such as manufacturing, service, and semiconductor industries. The findings of current study show that leader aggressive humor is positively associated with both the employee's perceived acceptability of norm violation and emotional exhaustion, however, the both the mediators have only significant mediation effect on the indirect relationship of leader aggressive humor and employee's CWB production, but not CWB political.

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