Investigating the Relationship between Humor Leadership based on the Value Criteria or Employees Health effectiveness

Organizational health effectiveness, as the most important goal of any organization, is a goal that all organizational efforts are aimed at achieving. Meanwhile, humor is a factor in supporting and predicting the variables of mental health and psychological well-being, so the purpose of this paper is to examine the relationship between the components of humor leadership based on value criteria and employees health effectiveness.

The research method is of descriptive-correlational in terms of the survey. The statistical population includes two groups: 1) experts familiar with the leadership theories the number of which is uncertain and 15 were selected. In the section of codification and model design, their opinions were used through Delphi Technique. 2) all the employees of the medical science departments of Kerman City is 29697. Based on the Cochran’s Formula, 380 were selected using a stratified random sampling method. Data were collected using the humor leadership questionnaire based on the value criteria and employees health effectiveness and their validity was 0.94.9 and 0.93.8 and reliability was 0.99.1 and 0.94.6. Data Analysis was conducted using Structural Equation Modeling through LISREL software.

The strength of the relationship between the humor variables (affiliative, self-enhancing, aggressive, self-defeating, or mild aggressive) and the health effectiveness is calculated as 0.43, 0.57, 0.63, 0.51, and 0.40, indicating the strong and desirable correlation. T-statistics was also higher than 1.96, indicating a significant correlation.

Humor leadership is based on value criteria as a powerful tool in developing employee health effectiveness, and managers need to make the most of this constructive tool to succeed and teach it to other employees.