幽默是領導者的重要行為，但鮮少有研究者將幽默領導納入管理實務的研究中。而企業組織之所以能成功，不僅需要能展現幽默行為的領導者來帶領組織員工，同時也需要組織的相關條件來配合，例如良好的工作設計與工作壓力的管理，才能將組織帶到臻至完善的地步。因此本研究將以主管的幽默領導行為來探討員工工作滿意程度，是否受到員工工作壓力與工作特性兩個中介變項的影響。
本研究從相關文獻開始著手探討，再根據文獻理論之探討而建立本研究架構與假設，並使用適當之統計分析工具，以便利抽樣進行各大企業、機構的問卷調查，共獲得223份有效樣本，進行信度分析、描述性分析、因素分析、T檢定、變異數分析及層級迴歸分析。經實證分析與結論後，結論簡述如下：
1.主管幽默領導行為會正向影響員工工作滿意。
2.主管幽默領導會負向影響員工工作壓力。
3.員工工作壓力會負向影響員工工作滿意。
4.工作特性會正向影響員工工作滿意。
5.主管幽默領導行為對員工工作滿意之影響，會受到員工工作壓力之中介影響。
6.主管幽默領導行為會正向影響員工對主管的喜歡程度
7.主管幽默領導行為會正向影響員工樂於接受直屬主管的領導程度
此外，本研究在實務上之貢獻為主管之幽默領導行為會降低員工的工作壓力，並證實幽默領導對工作特性是不具有顯著影響，後續研究者可繼續以幽默領導為核心變項以對其他變項做更進一步的探討，並且擴大樣本、產業別、調整薪資間距及減少題項以強化問卷回收率等。 Humor is an important behavior of leaders, but few researchers lead management into the practices. Organizations are able to succeed because managers not only show humor behaviors, but they also need to be organized by relevant conditions. Such as good management of job design and low job stress can improve organizations to the perfect level. Therefore, this study will explore the impact of humor leadership on job satisfaction by using job stress and job characteristics as mediators.
The study started from the literature according to the literature of theory and established the framework and hypotheses. And use appropriate analysis by statistical tools to survey samples from big companies and institutions. My analysis tools include the reliability analysis, descriptive analysis, factor analysis, T test, ANOVA and hierarchical regression analysis. The empirical findings and conclusions are summarized as follows:
1.Humor leadership will positively affect job satisfaction of employees.
2.Humor leadership will negatively affect the job stress of employees.
3.Job stress will negatively affect job satisfaction of employees.
4.Job characteristics will positively affect job satisfaction of employees.
5.Humor leadership will affect employees on job satisfaction by the mediator of job stress.
6.Humor leadership will positively affect employees’ likes to the leader.
7.Humor leadership will positively affect employees’ willing to accept the leader’ leadership.
In addition, the contributions of this research in practice are that the leader with humor leadership will reduce the job stress of staff and confirm that humor leadership does not have a significant effect on the job characteristics. Future research can continue to explore the relationship among the humor leadership and other variables. And also to make further development by the expansion of samples, industries, salary ranges and to reduce questionnaire items.
