| Abstract [eng] |
Although humor in the workplace is a widely explored phenomenon, researchers most often assess it using self-report questionnaires that reflect a person’s tendency to incorporate humor into everyday life rather than their ability to be humorous to others (Edwards & Martin, 2010). It is known that various dimensions of humor are related to job satisfaction, yet it is also important to analyze the relationship between humor as an ability and job satisfaction. Furthermore, to better understand the role of humor in the work context, it is necessary to examine the mediating mechanisms through which humor may influence employee satisfaction. Stress recovery is frequently linked to job satisfaction in the literature (Headrick et al., 2022) but its relationship with humor creation abilit y remains unclear. The aim of this study was to investigate the relationships between humor creation ability, stress recovery, and job satisfaction. The study involved 115 participants, including 84 women and 31 men. Participants ranged in age from 18 to 69 years (M = 38.25; SD = 13.94). A non-random convenience sampling method was used – participants were recruited based on accessibility. The instruments used in this study included the Recovery Experience Questionnaire (16 items), The Short-Form Minnesota Satisfaction Questionnaire (20 items) and three humor creation tasks. The Pearson correlation coefficient showed that participants' ability to create humor was not related to either stress recovery or job satisfaction. However, stress recovery was associated with higher job satisfaction. A mediation analysis revealed that stress recovery significantly predicted job satisfaction (β = 0.36, p < 0.001), but it did not mediate the relationship between the ability to create humor and job satisfaction. Despite the lack of significant associations between humor creation ability and other variables in this study, it contributes to clarifying the mechanisms linking different dimensions of humor with job satisfaction. Moreover, the results highlight the need to combine methods for assessing the ability to create humor with self-report questionnaires and to pay attention to evaluator biases in order to assess the ability to create humor more comprehensively and accurately. |
