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.

目錄	I
表目錄	II
圖目錄	IV
第一章 緒論	1
第一節  研究背景與動機	1
第二節  研究目的	4
第三節  研究流程	5
第二章 文獻探討	6
第一節  幽默領導	6
第二節  工作壓力理論與相關研究	12
第三節  工作特性	17
第四節  工作滿意	21
第三章 研究方法	26
第一節  研究架構	26
第二節  研究假設	27
第三節  研究對象與設計	28
第四節  研究變項之定義與衡量	29
第五節  資料分析方法	35
第四章 資料分析與結果	37
第一節  問卷樣本調查分析	37
第二節  問卷信度、效度分析及因素分析	41
第三節  樣本之迴歸分析	55
第四節  樣本之階層迴歸分析	58
第五節  人口統計變項對各變項之分析	63
第五章  結論與建議	86
第一節  研究結論	86
第二節  研究貢獻	92
第三節  研究建議	93
第四節  研究限制	95
附錄：問卷	103

表目錄
表2-1 國內外學者幽默定義表 ................................................................................. 7
表3-1 幽默行為量表 ............................................................................................... 29
表3-1 幽默行為量表(續)......................................................................................... 30
表3-2 工作特性量表 ............................................................................................... 31
表3-2 工作特性量表(續)......................................................................................... 32
表3-3 工作特性信度分析 ....................................................................................... 32
表3-4 工作壓力量表 ............................................................................................... 33
表3-5 工作滿意量表 ............................................................................................... 34
表4-1 問卷樣本回收統計 ....................................................................................... 37
表4-2 樣本資料描述 ............................................................................................... 38
表4-2 樣本資料描述(續)......................................................................................... 39
表4-2 樣本資料描述(續)......................................................................................... 40
表4-3 信度分析結果 ............................................................................................... 41
表4-4 工作壓力之KMO 與Bartlett 檢定 ............................................................. 42
表4-5 工作壓力轉軸後的成分矩陣 ....................................................................... 43
表4-6 幽默領導之KMO 與Bartlett 檢定 ............................................................. 45
表4-7 幽默領導轉軸後的成分矩陣 ....................................................................... 45
表4-7 幽默領導轉軸後的成分矩陣(續)................................................................. 46
表4-8 工作特性之KMO 與Bartlett 檢定 ............................................................. 49
表4-9 工作特性轉軸後的成分矩陣 ....................................................................... 50
表4-9 工作特性轉軸後的成分矩陣(續)................................................................. 51
表4-10 工作滿意之KMO 與Bartlett 檢定 ............................................................. 52
表4-11 工作滿意轉軸後的成分矩陣 ....................................................................... 53
表4-12 幽默領導對工作特性之迴歸分析 ............................................................... 55
表4-13 幽默領導對工作壓力之迴歸分析 ............................................................... 56
表4-14 幽默領導對工作滿意之迴歸分析 ............................................................... 56
表4-15 工作特性對工作滿意之迴歸分析 ............................................................... 57
表4-16 工作壓力對工作滿意之迴歸分析 ............................................................... 57
表4-17 檢測中介效果之步驟 ................................................................................... 58
表4-18 幽默領導對工作滿意之影響會受到工作壓力之中介影響的迴歸分析 ... 59
表4-19 幽默領導對其員工工作重要性之迴歸分析 ............................................... 60
表4-20 幽默領導對其員工工作自主性的迴歸分析 ............................................... 61
表4-21 幽默領導、工作自主性對工作滿意之迴歸分析 ....................................... 62
表4-22 幽默領導對其員工工作多樣性 ................................................................... 62
表4-23 婚姻在各變項之T 檢定 ............................................................................... 64
表4-24 婚姻在各變項因素之T 檢定 ....................................................................... 64
表4-24 婚姻在各變項因素之T 檢定(續) ................................................................ 65
表4-25 性別在各變項之T 檢定 ............................................................................... 65
表4-25 性別在各變項之T 檢定(續) ........................................................................ 66
表4-26 性別在各變項因素之檢定 ........................................................................... 66
表4-26 性別在各變項因素之檢定 ........................................................................... 67
表4-27 年齡在各變項之ANOVA 檢定表 ............................................................... 68
表4-28 年齡在各變項因素之ANOVA 檢定表 ....................................................... 69
表4-28 年齡在各變項因素之ANOVA 檢定表(續) ................................................. 70
表4-28 年齡在各變項因素之ANOVA 檢定表(續) ................................................. 71
表4-29 教育程度在各變項之ANOVA 檢定表 ....................................................... 72
表4-30 教育程度在各變項因素之ANOVA 檢定表 ............................................... 73
表4-30 教育程度在各變項因素之ANOVA 檢定表(續) ......................................... 74
表4-30 教育程度在各變項因素之ANOVA 檢定表(續) ......................................... 75
表4-31 服務年資在各變項之ANOVA 檢定表 ....................................................... 76
表4-32 服務年資在各變項因素之ANOVA 檢定表 ............................................... 77
表4-32 服務年資在各變項因素之ANOVA 檢定表(續) ......................................... 78
表4-33 產業別在各變項之ANOVA 檢定表 ........................................................... 79
表4-34 產業別在各變項因素之ANOVA 檢定表 ................................................... 80
表4-34 產業別在各變項因素之ANOVA 檢定表(續) ............................................. 81
表4-34 產業別在各變項因素之ANOVA 檢定表(續) ............................................. 82
表4-35 主管幽默領導行為對員工喜歡主管的程度之迴歸分析 ........................... 83
表4-36 主管幽默領導行為對員工認知到主管幽默程度之迴歸分析 ................... 84
表4-37 主管幽默領導行為對員工認知主管領導能力之表現程度的迴歸分析 ... 84
表4-38 主管幽默領導行為對員工樂於接受直屬主管領導程度迴歸分析 ........... 85
表5-1 本研究假設驗證結果彙整表 ....................................................................... 86
表5-1 本研究假設驗證結果彙整表(續)................................................................. 87

圖目錄
圖1-1 研究流程圖 ....................................................................................................... 5
圖2-1 統合性的壓力模式 ......................................................................................... 14
圖2-2 工作滿意之前因、後果變項關係 ................................................................. 23
圖3-1 研究架構圖 ..................................................................................................... 26

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