AffiliationUniv Arizona, Dept Management & Org
MetadataShow full item record
PublisherAMER PSYCHOLOGICAL ASSOC
CitationEvans, J. B., Slaughter, J. E., Ellis, A. P. J., & Rivin, J. M. (2019). Gender and the evaluation of humor at work. Journal of Applied Psychology, 104(8), 1077-1087. http://dx.doi.org/10.1037/apl0000395
JournalJOURNAL OF APPLIED PSYCHOLOGY
Rights© 2019, American Psychological Association
Collection InformationThis item from the UA Faculty Publications collection is made available by the University of Arizona with support from the University of Arizona Libraries. If you have questions, please contact us at email@example.com.
AbstractAlthough research has added to our understanding of the positive and negative effects of the use of humor at work, scholars have paid little attention to characteristics of the humor source. We argue that this is an important oversight, particularly in terms of gender. Guided by parallel-constraint-satisfaction theory (PCST), we propose that gender plays an important role in understanding when using humor at work can have costs for the humor source. Humor has the potential to be interpreted as either a functional or disruptive work behavior. Based on PCST, we argue that gender stereotypes constrain the interpretation of observed humor such that humor expressed by males is likely to be interpreted as more functional and less disruptive compared with humor expressed by females. As a result, humorous males are ascribed higher status compared with nonhumorous males, while humorous females are ascribed lower status compared with nonhumorous females. These differences have implications for subsequent performance evaluations and assessments of leadership capability. Results from an experiment with 216 participants provides support for the moderated mediation model. Theoretical and practical implications are discussed.
VersionFinal accepted manuscript