第六章 研究结论
随着我国市场化经济的不断发展，市场竞争程度的日益加剧，组织结构变革和技术创新日益受到企业的重视。在推动企业组织结构变革的同时，创新已经成为提高企业市场竞争力的代名词。对于企业来说，技术的革新离不开全员的支持，离不开全员的创新，基于此，近年来学者们开始从不提供的视角研究提升员工创造力的策略，并取得了丰硕的研究成果。随着研究深入，有关领导幽默与员工创造能力之间的研究也逐渐展开，然而，就目前而言，对于领导幽默对员工创造力的作用机制方面的研究仍然相对薄弱。基于此，本文以企业组织员工为研究对象，从个体行为动机的研究视角出发，结合认知评价理论相关的研究成果，探究领导幽默对员工创造力的影响机制。
本研究在对 272 份有效问卷整理分析的基础上，利用多层回归法实证研究发现：
（1）单位类型与员工创造力的显着相关性。
本研究在问卷设计时将单位类型划分为国有企业、私营企业、合资企业、外资企业、其他五类。结果表明，单位类型差异会影响到组织个体的行为方式和思考方式。研究发现，不同的单位类型对个体内部动机的均值差异有显着影响。具体而言，私营企业的员工内部动机明显高于国有企业的员工动机水平。本文认为，私营企业在处理问题时更加灵活，私营企业更加关注员工诉求以及个性化需求，这在一定程度上增强了员工的工作自由度，增强了员工的内部行为动机。比较而言，国有企业在组织架构方面则更为僵化，同时存在严重的官僚主义，这使得员工的工作自主程度相对较低，国有企业的员工归属感相较于企业也相对较低，体制化的组织制度禁锢了个体的行为自主性，限制了组织个体的内部动机水平。研究发现，不同类型单位的员工创造力差异明显，实证检验表明私营企业员工创造力水平要显着高于国有企业的员工。本文认为，这可能和单位员工所面对的工作环境有关，从内部环境来看，国有企业的工作程序相对固定，对创新能力的要求不高，在这种工作氛围下员工创造力可能会受到组织工作氛围的影响。由于私营企业面对的市场竞争要更为残酷，因此私营企业对员工提出更高的要求以适应组织的发展，在这种背景下员工不得不提升自身的工作能力和创造力水平以满足工作需要。
（2）领导幽默对员工创造力有显着影响。
本文研究发现，不同的领导幽默类型对员工创造力影响存在差异。具体而言，亲和型领导幽默正向影响员工的创造力，领导幽默程度高越高，员工创造力水平相对也越高。嘲讽型的领导幽默则负向影响员工创造力，嘲讽型的领导幽默越高，员工创造力水平越低。这与 Pundt（2015）和 Tang（2008）的研究结果一致，即积极的领导幽默能是员工创造力的重要原因，而消极的领导幽默对员工创造力则有抑制作用。本文认为，在中国本土情境中领导恰当的运用幽默艺术不但不是“嬉皮笑脸不正经”，而且恰当的运用积极型领导幽默能够提高领导质量，激发员工的创造力。此外，由于消极型领导幽默的负面作用，因此在中国环境下当领导使用暗含嘲讽意味的幽默对员工表达不满时，将会在一定程度上打击下属的工作积极性，不利于增强员工的工作热情。本研究将领导理论与幽默理论有机的结合在一起，验证了评价理论在中国组织环境下领导幽默的有效性，同时也为提高员工创造力提供了新的思路。
（3）内在动机起到领导幽默对员工创造力影响的中介作用。
本文在研究领导幽默对员工创造力的作用关系时引入内在动机作为中介变量，回归分析发现，领导幽默通过员工的内在动机影响其创造力水平，内在动机在领导幽默与员工创造力之间起着完全中介的作用，并且员工的内在动机越高其创造力水平也越高。因此，领导幽默不仅能改变员工与领导之间的关系，还能够通过影响员工的内心活动，进而深入的影响员工在组织中的意向表现。本文首次使用实证研究的方法验证了领导幽默对员工创造力影响的作用机制，并引入员工内在动机作为中介，证实了内在动机在领导幽默所起作用过程中内在动机的关键作用。研究表明，在领导与员工的长期交往中，领导的幽默行为会潜移默化的影响着员工的内心意愿，这种影响最终反应在员工在组织的表现。具体表现为亲和型的领导幽默通过对员工内在动机产生积极影响进而影响到员工在组织中的创造力，消极型的领导幽默对员工内在动机产生消极影响进而负面影响到员工在组织中的创造力。本研究在认知评价理论框架的基础上，验证了领导幽默、内在动机和员工创造力的内在关系模型，不仅厘清了领导幽默与内在动机之间的关系，也丰富和拓展了内在动机的相关理论，有助于增进中国情境下对二者关系的研究。
（4）确定了权力距离倾向在领导幽默与内在动机之间的调节作用。
Romero 和 Cruthirds（2006）在他们的研究中提到，社会文化因素是对领导幽默作用效果产生影响的因素之一。但是，在后来的研究中，很少有学者将社会文化因素作为调节变量引入领导幽默的相关研究的。因此，本文将权力距离倾向作为调节变量，试图探讨其在领导幽默与员工内在动机之间的调节作用。研究结果表明，权力距离倾向这一员工权力价值观能够在领导幽默与员工内在动机之间起到负向的调节作用，对于高权力距离倾向的员工来说，亲和型的领导幽默行为并不能够刺激其内在动机，且嘲讽型的领导幽默行为对其内在动机的抑制效果也相对较弱，这是因为他们不愿意与领导之间发展出亲近的关系，而更加接受领导强调个人权威的行为。而对于低权力距离倾向的员工来说，亲和型领导幽默则更能让他们在工作中体会到乐趣，进而提升其内在动机，而嘲讽型领导幽默则会更加显着地抑制其内在动机水平。本文首次将权力距离倾向引入领导幽默的相关研究中，揭示了领导幽默对内在动机产生影响所存在的边界条件，进一步验证了领导幽默作用效果的权变性。
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