Abstract
This paper explores the multifaceted role of humor in organizational dynamics, particularly focusing on its implications for distrust and organizational cynicism. Drawing upon social exchange theory, the study investigates how negative leader humor styles influence members' perceptions of distrust and organizational cynicism. The research framework integrates various dimensions of humor, distrust, and organizational cynicism, shedding light on the nuanced interplay between these constructs within team contexts.
Theoretical underpinnings highlight the distinction between positive and negative humor styles, emphasizing their differential effects on interpersonal relationships. Negative humor styles, encompassing aggressive and self-defeating humor, are posited to breed skepticism and cynicism among team members, fostering an environment conducive to the development of distrust. This, in turn, is expected to fuel organizational cynicism, characterized by a negative affect toward the organization and critical behaviors consistent with these negative perceptions.
The study proposes a series of hypotheses, including the positive relationship between negative leader humor styles and distrust, as well as the indirect effect of negative leader humor styles on organizational cynicism via distrust. Furthermore, the moderating role of belief in reciprocity is examined, suggesting that individuals with strong beliefs in negative reciprocity are more likely to reciprocate mistreatment through cynical attitudes, exacerbating organizational cynicism.
Methodologically, data will be collected in three waves from workers in Indonesia, employing established scales to measure negative leader humor styles, distrust, organizational cynicism, and belief in reciprocity. The study utilizes SPSS and AMOS for data analysis, ensuring rigorous examination of the proposed relationships.
Overall, this research contributes to a deeper understanding of the intricate dynamics between humor, distrust, and organizational cynicism within team settings. By elucidating the mechanisms through which negative leader humor styles influence organizational outcomes, the study offers insights for practitioners aiming to foster positive work environments and mitigate the detrimental effects of distrust and cynicism.