THE EFFECT OF HUMOR ORIENTATION ON TEAM PERFORMANCE WITH MEDIATING ROLE OF WORKPLACE BULLYING

Authors

  • Sadia Aslam
  • Sheraz Munawar
  • Maira Sumal
  • Zeeshan Khan
  • Dr.Muhammad Wasim Akram

Keywords:

Humor orientation, Team Performance, Workplace Bullying

Abstract

Workplace bullying is associated with a host of negative outcomes for the worker who is the target of bullying, as well as for the organization where the bullying occurs. Moreover, the rates of bullying are particularly high in media houses; however, we are less familiar with the factors like humor orientation that may reduce workplace bullying in media houses. Thus, this study was conducted to determine the effect of humor orientation on team performance with mediating role of workplace bullying. Ego depletion theory has been followed in this paper where a quantitative deductive approach is used for the collection of the data from 200 respondents of Pakistan media houses based in Islamabad. A cross-sectional study is used for this study. Statistical Package for the Social Sciences (SPSS) is used to examine the hypotheses. The results of this study indicate the significant effect of humor orientation on team performance and non-significant relationship between workplace bullying and team performance. A recommendation for future research is to examine whether this outcome can be recreated in different nations around the world. Another proposal is to test workplace bullying effect on project success.

References

Adams, H. N. (1992, 2014, 2009). Bullying at work: How to confront and overcome it.London, England: Virago Press.

Allen, N. L.-W. (2014). How fun are your meetings? Investigating the relationship between humor patterns in team interactions and team performance. Amsterdam: josephallen.

Baker, M. K. (2007, 2019). The emergence of organized feminist resistance to sexual harassment in the United States in the 1970s. Journal of Women’s History, 19, 161-184. birmingham.

Baksh, S. &. (2019). Humor Orientation and Honesty as Predictors of leadership Effectiveness.

Faisalabad: azim.

Björkqvist, M. &. (2019). Workplace Bullying and Occupational Stress Among University Teachers. Finland: kaj.bjorkqvist.

Bri. (2012). A meta-analysis of positive humor in the workplace. USA. Brown, D. &. (2018).

Measuring workplace bullying. UK: h.cowie.

Caldwell, A. &. (1992). Doborah G. Ancona, David F. Caldwell, Organization Science, Vol.3, no.3, 1992.

Cowie, N. R. (2002). Measuring workplace bullying. UK: h.cowie. Crawford. (1994). Humour Analysis and Qualitative. USA. Cruthirds, R. a. (2006). Humour Analysis and Qualitative. USA.

De Jong, D. a. (2015). De Jong, B. A., Dirks, K. T., & Gillespie, N. (2015). “Trust and Team Performance: A Meta-Analysis of Main Effects, Contingencies, and Qualifiers.” Academy of Management Proceedings, 2015(1),14561.

Devonish, D. (2013). Workplace bullying, employee performance and behaviors. Employee Relations, 35(6), 630–647.

Dewall et al. (2008). Bullying, Anxiety, and Job Performance: Choosing Between “Passive Resistance” or “Swallowing theInsult”.

Du et al. (2017). Bullying, Anxiety, and Job Performance: Choosing Between “Passive Resistance” or “Swallowing theInsult”.

Giorgi, A. M. (2015). Measuring workplace bullying. UK: h.cowie.

Glew, M. &. (2012). A meta-analysis of positive humor in the workplace. USA. Glew, M. (2012). A meta-analysis of positive humor in the workplace. USA.

Gopalkrishan, S. S. (2017). The Role of Humor in Startup Success: The Mediating Role of Team Performance. Florida.

Hadiati, C. (2018). Humor is Some Linguistic Perspectives. Purwokerto. Hoel, R. &. (1997).

Measuring workplace bullying. UK: h.cowie.

Hwang. (2018). Relationship between teamwork and team performanceRelationship between teamwork and team performance. Journal of Information Systems Education, 29(3), 157- 168.

Hwang.(2019).RelationshipbetweenTeamworkandTeamPerformance:Experiencesfroman ERPsim Competition," Journal of Information Systems Education: Vol. 29: Iss. 3, Article 4.

Jones. (2006). Drawing boundaries: Exploring the relationship between sexual harassment, gender and bullying. Women’s Studies International Forum, 29, 147-158.

Kakarika et al., 2., & Carvalho et al. (2018). Workplace Bullying, Anxiety, and JobPerformance: Choosing Between “Passive Resistance” or “Swallowing the Insult”.China.

Keller, M. (2015). No Laughing Matter, Workplace Bullying, Humor Orientation, and Leadership Styles. US: Marieke Keller.

Krone, T.-W. a. (2015). Tye-Williams, S., & Krone, K. J. (2015). Chaos, reports, and quests narrative agency and co-workers in stories of workplace bullying. Management Communication Quarterly, 29, 3-27.

Lehmann-willenbrock, N. &. (2014). Journal of Applied Psychology. Washington.

Matthiesen & Einarsen, N. &. -W. (2004, 2009, 2015). Psychiatric distress and symptoms of PTSD among victims of bullying at work. British Journal of Guidance & Counselling, 32, 335-356.

Mesmer-Magnus, D. &. (2010). The Role of Humor in Startup Success: The Mediating Role of Team Performance. Florida.

Mills, K. &. (2019). No Laughing Matter (Workplace Bullying, Humor Orientation, and Leadership Styles).birmingham.

Mills, K. (2019). No Laughing Matter (Workplace Bullying, Humor Orientation, and Leadership Styles).birmingham.

Namie. (2003). The Impact of Workplace Bullying on Employee Cynicism. Faisalabad: mariarabiahaq.

Park et.al, 2. (2016). Effects of workplace bullying on work engagement and health: the mediating role of job insecurity. The International Journal of Human Resource Management, 28(22), 3202–3225.

Downloads

Published

2021-12-30

How to Cite

Aslam, S. ., Munawar, S. ., Sumal, M. ., Khan, Z. ., & Akram, D. W. . (2021). THE EFFECT OF HUMOR ORIENTATION ON TEAM PERFORMANCE WITH MEDIATING ROLE OF WORKPLACE BULLYING. The Journal of Contemporary Issues in Business and Government, 27(6), 159–170. Retrieved from https://cibgp.com/au/index.php/1323-6903/article/view/2173

Issue

Vol. 27 No. 6 (2021): The journal of contemporary issues in business and government

Section

Articles

License

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

You are free to:

  1. Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
  2. Adapt — remix, transform, and build upon the material for any purpose, even commercially.
  3. The licensor cannot revoke these freedoms as long as you follow the license terms.

Under the following terms:

  1. Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
  2. No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.

Notices:

You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .

No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.