趣味相投能带来创新吗？领导幽默一致性对团队创新的影响

领导幽默作为一种新兴的领导行为方式，其对创新的促进作用已经得到相关文献证实。然而，以往研究大都关注下属对领导者幽默的评价，而忽视了领导者对自身幽默的评价。基于互动仪式链理论和资源保存理论，分析领导自评领导幽默与团队他评领导幽默的一致性对团队创新的影响及其作用机制。应用多项式回归与响应面分析技术，对174个团队的领导和团队成员配对样本数据进行分析。研究发现：相比“低自评—低他评”的情形,在“高自评—高他评”情形下,团队创新水平更高；相比“高自评—低他评”的情形，在“低自评—高他评”情形下，团队创新水平更高；领导幽默一致性能够通过团队凝聚力影响团队创新。最后，结合研究结论对领导如何恰当地表达幽默以促进团队创新提出对策建议。

Can Similar Interest Bring Innovation:the Impact of Leader-team Congruence in Leader Humor on Team Innovation

The increasingly fierce market competition and uncertain social environment have put forward new requirements and challenges to enterprise innovation, which makes it hard for individual employees to meet more complex innovation needs with limited the knowledge and ability. As a new form of work, team has attracted much attention because it can integrate the heterogeneous knowledge of team members and improve the level of team innovation. In fact, there is a significant difference between team innovation and individual innovation. A higher level of individual innovation may not lead to a higher level of team innovation, but requires the integration of knowledge among team members and mutual cooperation to jointly promote team innovation. Therefore, how to effectively integrate team resources to promote team innovation is an urgent problem for both academic and management practitioners to solve. Influenced by traditional hierarchical culture of China, leaders hold a high position in a team, and their leadership style and behavior have significant impact on the attitude and behavior of the team. In recent years, scholars have paid more and more attention to the relationship between leadership behavior and team innovation, and have achieved abundant research results. Most of the existing researches on the relationship between leadership behavior and team innovation focus on the perspective of knowledge and task. With the improvement of material living standards and the increase of work pressure, employees pay more attention to the satisfaction of emotional needs and spiritual support. As an emerging leadership behavior, leader humor has attracted much attention of scholars because it can strengthen leadership trust, stimulate positive emotions, meet employees' spiritual needs and influence employees' innovation.#br#However, the majority of existing literature focused on the other-rated leader humor, while ignoring the self-rated leader humor. As a way of interaction, leader humor refers to the behavior that the leader deliberately entertains his subordinates, and the subordinates can perceive it. If it is only from the single perspective of other evaluators to explore the effect of leader humor, there is no full and in-depth understanding of leader humor, which makes the research system of leader humor incomplete. #br#Based on theories of interactive ritual chain and conservation of resources, this paper analyzed the impact of congruence of self-rated leader humor and other-rated leader humor on team innovation, as well as the mediating role of team cohesion between them. Employing polynomial regressions and response surface analyses, this paper conducted analysis with supervisor-subordinate dyads from 174 teams to test the theoretical model.#br#Results show that there will be different team innovation between congruence and incongruence of leader humor. (1) In particular, in the cases of congruence, team innovation was higher when self-rated leader humor and other-rated leader humor were both high rather than being both low. This is because when both self-rated leader humor and other-rated leader humor are at a high level, both sides can perceive more similarities and promote team interaction, which is more conducive to the development of team innovation activities.(2) In the cases of incongruence, higher team innovation was found when self-rated leader humor was lower than other-rated leader humor .The reason is that in the situation of "high self-rated leader humor and low other-rated leader humor ", team members would be disgusted by some boring expressions of leaders, which increases emotional exhaustion and then be detrimental to team innovation. (3) The congruence of leader humor exerted indirect effect on team innovation via team cohesion. Because the leader-team consistency of leader humor not only directly affect team innovation, but also affects team innovation by enhancing team cohesion.#br#Finally, this paper discussed the theoretical values and implications for management practice of the study. In theoretical significance, this paper analyzed the impact of leader humor on team innovation from the perspective of mutual matching between self-rated and other-rated, so as to have a more in-depth and comprehensive understanding of the effects of leader humor. At the same time, the theories of interactive ritual chain and conservation of resources were incorporated into the research framework of leader humor to enrich the theoretical basis of leader humor research and expanded the connotation of the theories of interactive ritual chain and conservation of resources. In practice significance, this paper could offer some countermeasures and suggestions for leader on how to apply leader humor reasonably to promote team innovation. To be specific, on the one hand，leaders need to recognize that high level of leader humor is not necessarily conducive to promoting team innovation. therefore，they need to combine their own cognitive preference of humor with team members' to express some humor generally accepted by team members, so as to improve the effectiveness of leader's humor. On the other hand, leaders need to realize that team cohesion plays a conductive role between leadership humor consistency and team innovation. Therefore, leaders need to strengthen team attraction, improve team members' sense of belonging, and then enhance team cohesion.#br#