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The purpose of this paper is to investigate the relationship between humorous leadership and innovative behavior and the moderator effects of creative requirement and perceived innovation climate, beyond transformational leadership, and leader-member exchange (LMX).

Questionnaire data were collected from 150 employees of various organizations in Germany.

Employees whose leader used humor more frequently reported to be more innovative, when the employees perceived their tasks to require creativity and innovation. Perceived innovation climate did not moderate the relationship.

Different humor styles rather than just positive humor should be investigated in the future. Future research should incorporate multi-level designs and objective data on innovative behavior.

Humorous leadership is an important element of innovation-relevant leadership behavior. Its use may be integrated in broader leadership development approaches.

The study contributes to knowledge on humorous leadership and its relationship to organizational behavior. It enhances theoretical developments by considering the employees’ task and perceived innovation climate as moderator variables. It helps establish humor as a leadership tool beyond constructs such as LMX or transformational leadership.

The purpose of this paper is to analyze how affective commitment to fellow customers influences a customer's affective commitment to the service provider and customer citizenship behavior (CCB). In addition, the paper seeks to examine the moderating role of a customer's calculative commitment to the service organization.

The study used a large-scale survey among customers of a health club and a scenario-based experiment to test the hypotheses.

Both empirical studies provide evidence that affective commitment to fellow customers has positive consequences for the customer-firm-relationship. The findings suggest that commitment to fellow customers and commitment to the service organization influence very specific facets of customer citizenship behavior. In addition, the study found preliminary support for the moderating role of calculative commitment. Affective commitment to fellow customers showed the strongest effect on affective commitment to the provider in customer-firm relationships characterized by high (versus low) calculative commitment.

The results of this research have a number of managerial implications. This study suggests measures to strengthen customer-firm-relationships, e.g. generating intensive exchange among customers or attraction of consumer pairs. Providing customers with platforms of valuable relationships to multiplex ties can be a competitive advantage for service providers.

This article is the first that highlights the role of other customers as a target of customer commitment and how this commitment affects both the customer's relationship to the service provider and his or her customer citizenship behavior. The present study therefore broadens our knowledge of how bonding among customers influences consumer behavior in service settings.

Although humour and conflict are popular topics in management, little attention has been paid to the negative effects of humour in terms of how workplace humour could turn into unexpected conflicts. From the perspective of conflict management, human resources (HR) need to better understand this dynamic transition process. The purpose of this research is to explore the transition from humour to conflict and how HR perform when addressing humour-related issues.

A secondary data, multiple case study approach is adopted. Case studies are analysed qualitatively and thematically through a content analysis matrix.

Aggressive humour is closely related to conflict. Humour content and the context in which it takes place are important influential factors contributing to the transition from humour to conflict. It is challenging for HR to deal with humour-related issues: most victims are unwilling to report the issue at an early stage until they cannot bear the joke, forcing HR to perform reactively.

Workplace humour-related issues should not be overlooked. HR should adopt an early, proactive approach to prevent severe conflict from developing and relationships deteriorating.

This study highlights the dynamics and complexity of the transition from humour to conflict, providing new insights for HR in terms of effective conflict management.

The purpose of this paper is to investigate the mediating role of innovative behavior on the relationships between organizational structure, such as centralization, formalization, integration, and organizational innovation performance.

The authors collected data from 140 functional managers of manufacturing organizations in the Republic of Korea. The authors used structural equation modeling procedure to evaluate the validity of proposed hypotheses.

The results suggest that innovative behavior mediates the links among centralization, formalization, and organizational innovation performance. However, the findings indicate that innovative behavior does not mediate the relationship between integration and organizational innovation performance.

This work is the first to examine the mediating role of innovative behavior on the associations among centralization, integration, and organizational innovation performance.