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The purpose of this research is to examine ritualistic humor or joking that exists in a small, rural police department in Western New York.

Data were collected through participatory observations and interviews during the summer of 2014. Both authors worked in tandem to capitalize on individual expertise to maximize data collection and analyses.

Results suggest that humor is leveraged by officers to socialize, cope and demarcate authority. Depending on the circumstance, humor can be orchestrated or spontaneous, given the intentions of the officer.

Humor is an important lens through which to view police behavior. The current research underscores the importance of levity as a gauge of organizational and individual health.

The purpose of this paper is to meet Ros Ben-Moshe, a cancer survivor – or rather thriver – and lecturer in positive psychology at La Trobe University, describes how she uses laughter to boost levity and mental health.

This case study is divided into two parts: an autoethnographic life story of Ros Ben-Moshe, followed by 10 questions and answers.

Regular laughter is an enjoyable way to stimulate the feel-good chemicals dopamine, oxytocin, serotonin and endorphins. A laughter mindset is an important tool for overall wellbeing. It can help build connections and re-frame negative situations.

This is a personal narrative and gives the perspective of one person who harnessed the benefits of laughter following a cancer diagnosis.

Laughter can be used strategically to reset our internal mindset and prime ourselves towards optimal mental health and wellbeing, even while struggling with serious health issues. Research into how and when to prescribe laughter for mental health and overall wellbeing is therefore of interest.

Social laughter is important and rewarding. For those anxious about social laughter, finding people to laugh with who do not judge you is recommended, as are affirmations to lessen anxiety.

To the best of the authors’ knowledge, this is the first case study and interview with a cancer survivor on the topic of laughter, cancer and mental health.

In the last issue, I invited you to join me in poking a bit of fun at some of the terms used in the data processing field. A little levity can relieve some of the tension that many have felt when confronted by computer jargon and it acknowledges that computer terminology was never designed to be easily understood. Computer terms are usually shorthand for concepts their users already understand.

This study seeks to offer an empirical test of a model addressing how a leader's humor use will moderate the effects of a transformational leader style on follower attitudes, such as trust, identification, affective commitment, and job satisfaction.

Working adults (n=369) participated in a two‐phase data collection of self‐reported attitudes and their perceptions of leadership behavior. Perceptions of transformational leadership and humor were collected at Time 1. Trust, identification, affective commitment, and job satisfaction were collected a week later.

Results demonstrate significant relationships between transformational leadership and trust, identification, affective organizational commitment, and job satisfaction. The moderator effect was only supported in relationships between transformational leadership and both trust and affective commitment, suggesting that transformational leaders who are seen as using more humor rate higher on these outcomes than followers of low humor leaders.

The primary limitation of the study is the potential for single source bias in that both perceptions of leader behavior and self‐reported attitudes were measured from the followers' perspectives.

The findings have several managerial implications. Primarily, a transformational leader who effectively uses humor might expect an effect on the outcomes explored here, but also on more distal results of which the study variables may be theoretically antecedent, such as job performance and turnover.

There has been little research on the influence of a leader's humor use on the relationships between transformational leadership and trust, identification, commitment and job satisfaction. The study augments the extant literature on these relationships.

Healthy and adaptive strategies for regulating emotions and coping with the demands of their jobs can help school-level leaders mitigate the factors and forces heightening the emotional aspects of their work, stave off the negative effects of work intensification and achieve wellness. As with most individuals in most professions, school-level leaders use several different strategies to manage their emotions and cope with the stresses associated with their work. Some of these coping strategies are associated with positive outcomes including situation selection and exercising autonomy over their workday, talking to colleagues, reappraisal, humour, controlled breathing, exercise and engaging in hobbies outside of work. However, even the most experienced and effective school-level leaders demonstrate a proclivity for engaging in coping strategies associated with maladaptive and negative outcomes. These maladaptive strategies include worrying about events over which they have little or no control, masking one's emotions using expressive suppression, using thought suppression to deal with symptoms of emotional exhaustion, distraction, manipulating the emotions of others as well as use of illegal or prescription drugs, alcohol and other forms of self-medication. This chapter concludes with a discussion of how there can be some overlap between these strategies in practice and how they are classified.

Addresses the notion of “phoria” in organizational change. Uses the device of the myth of the Erl König to explore the appropriation of emotion in organizations and considers the role of rhetoric, liturgy and ritual in the preparation for changes. Argues that organizations trivialize the significance of change via a range of techniques which attempt to alleviate the experience of the burden of change. Argues for greater discernment between enlightenment and levity.

The purpose of this paper is to contribute to a more nuanced understanding of Asian consumer culture by exploring how hungry ghost death ritual in the Buddhist world reconciles spiritual asceticism and materialism.

This is an interpretive study that incorporates elements of visual semiotics, ethnography and qualitative data analysis. The native-speaking first author interviewed local ritual leaders of the Pee Ta Khon festival in Dansai, Thailand, while both authors witnessed examples of other Buddhist death rituals in Thailand and visited temples and markets selling death ritual paraphernalia. Data include translated semi-structured interview transcripts, field notes, photographs and videos, the personal introspection of the first author and also news articles and website information.

The paper reveals how hungry ghost death ritual resolves cultural contradictions by connecting materialism and spirituality through consumption practices of carnival celebration with feasting, music, drinking, costumes and spirit offerings of symbols of material wealth, such as paper money and branded goods.

Further research in the form of full ethnographic studies of the same and other rituals would add additional detail and depth to the understanding of the ritual in Asian consumer culture.

The paper extends existing qualitative consumer research into death ritual into a new area and sheds light on the way managers must locate Asian marketing initiatives within distinctively local contexts.

Those of us who live with hope in our hearts will surely die fasting; how much better to make things happen and live a prosperous life as we work toward making sand‐castles that endure. We have seen in this history how an industry as old as civilisation has brought to man both good fortune and happiness. Commercial ladies and gentlemen, worthy of the name, don't hope for the best, they create a tangible opportunity of wide parameter and invite all aboard; the UK paint industry has created such a band‐waggon from which every human being in this wide world draws benefit. This it will continue to do until the gods divine otherwise. Look sharp; step up and be seated and we shall take you forward in spirit to the year 2000 AD.

This paper aims to study the effects of widespread stress and uncertainty that is characteristic of organizational crises on service employees and to explore the extent to which organizations may proactively use supervisors’ positive humor and discretionary organizational support that goes above and beyond service employee expectations to mitigate the pandemic’s negative impact on work engagement.

Cross-sequential survey-based data was collected from 172 service employees during the height of the pandemic to assess service employees’ perceptions of both their supervisors’ use of positive humor and their employers’ discretionary organizational support in response to the emotion-laden stress and uncertainty surrounding COVID-19. PROCESS analysis was used to test the hypotheses and to conduct supplementary analyses.

Results suggest employee perceptions of supervisors’ use of positive humor positively impact dimensions of work engagement at Time 1. This engagement then positively impacts extra-role behavior, innovativeness and pride at Time 2. The impact from supervisor humor to the outcomes is fully mediated through work engagement. From a moderation perspective, discretionary organizational support was shown as a substitute for creating work engagement at low levels of supervisor humor suggesting that the two “resource builders” can act as substitutes in creating engagement.

This paper provides unique insights into both the valuable role of positive workplace humor for service workers’ work engagement during times of widespread crisis and the moderating role discretionary organizational support plays when perceptions of humor are relatively low. Moreover, the supplemental examination of the multidimensional work engagement construct as a mediator between humor and the service outcomes of extra-role behavior, innovativeness and organizational pride provides unique insights into how a crisis context may deferentially affect the experience and implications of engagement for other service worker outcomes. Understanding the proactive, ameliorative role in service effectiveness played by supervisor humor and discretionary organizational support during crises is an emerging question for service research.