Unpacking the relationship leader affiliative humor and employee innovative behavior: multilevel roles of role breadth self-efficacy and team trust.

Zheli Zhang, Zhenting Xu, Ruixiao Yu

Abstract read

In one paragraph

Article in Frontiers in psychology, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 1 paper.

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0cells of the map it votes in

1citing papers in PubMed

–field-weighted citation impact

1 · What the graph read from it

What it found

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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.

2 · The registry

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3 · Its place in the literature

Who cites it

1 citing paper in PubMed.

The impact of department chair leadership identity on faculty thriving in comprehensive university reform: the cross-level moderating role of work arrangement flexibility.Frontiers in psychology · 2025
Article

4 · The record

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5 · Who and what money

Authors and funding

3 authors.

Zheli ZhangPersonnel Department, Zhejiang Tongji Vocational College of Science and Technology, Hangzhou, China.

Zhenting XuBusiness School, Qingdao University of Technology, Qingdao, China.

Ruixiao YuSchool of Logistics, Linyi University, Linyi, China.

Funding

No grant is acknowledged in the PubMed record.

6 · The paper itself

Abstract

Employee innovative behavior stands as a pivotal factor influencing the core competitiveness of enterprises. Extant research indicates that leadership style is a crucial factor driving employee innovative behavior. Based on social information processing theory, this study focuses on the multilevel mechanism of leader affiliative humor (LAFH) on employee innovative behavior. Through a multi-source, two-stage questionnaire survey, paired sample data were collected from 79 leaders and 302 employees. The results indicate that LAFH has a significant positive effect on role breadth self-efficacy, team trust, and employee innovative behavior, respectively. Role breadth self-efficacy and team trust play a multilevel mediating role in the relationship between LAFH and employee innovative behavior. Besides, team trust exerts a significant multilevel moderating effect on the relationship between LAFH and role breadth self-efficacy, with a stronger positive relationship when team trust is higher.

Indexed as

employee innovative behaviorleader affiliative humormultilevel researchrole breadth self-efficacyteam trust

Identifiers

PMID41143020

DOI10.3389/fpsyg.2025.1629241

PMCPMC12549636

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Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.