Workplace humor and organizational creativity

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The impact of leader's humor on employees' psychological empowerment: the moderating role of tenure (2011, background): “For example, authors have examined the correlation of the use of humor with motivation (Crawford, 1994), group cohesiveness (Duncan, 1984), organizational culture (Clouse and Spurgeon, 1995), organizational creativity (Lang and Lee, 2010), and communication (Mettee et al.”
Empowering leadership and the influence of a humorous work climate on service employees' creativity and innovative behaviour in frontline service jobs (2011, background): “It is reasonable to assume that most managers believe it is difficult tomanage humour in their organizations, since it is away of communicating that often is indirect, ambiguous, situation-specific, and (socially) contextual (Lang and Lee, 2010).”
Play at Work: An Integrative Review and Agenda for Future Research (2018, background): “Finally, the type of supervision has been proposed as a boundary condition influencing the way in which employees respond to play (e.g., joking around; Lang & Lee, 2010).”
The role of humor usage on creativity, trust and performance in business relationships: An analysis of the salesperson-customer dyad (2017, methodology): “Indeed, humor can have a positive influence on creative and innovative thinking, which helps to expose discrepancies in logic and to discard preconceived ideas (Lang & Lee, 2010).”