Huumor on keeruline nähtus. See võib palju pingeid maandada aga ka haiget teha, kuid selle rolli ja olemasolu eitada oleks keeruline. Organisatsiooniuuringutes on huumor saanud tähelepanu, kuigi võrreldes nö traditsiooniliste perspektiividega ehk vähem. Põhjuseid selleks on palju, kuid üks neist võib olla tõsisasi, et huumorit on keeruline uurida. Siinviidatu on vabalevis olev tekst ja võiks huvi pakkuda paljudele, kes huvitet kas huumorist, organisatsioonist või mõlemast. Lisaks võiks see tekst huvi pakkuda tudengitele või uurijatele, kel tuleb tegeleda kirjandusülevaadete koostamisega.


This review is concerned with how we might organize and refine the literature on humour at work into a new conceptual framework that helps us do more with what we know about the vital role humour plays in substantiating organizational/workplace realities.


Humour is a multifaceted and relatively fluid discursive practice that gives rise to amusement (Holmes, 2000) and permits people (and researchers) to generate critically orientated knowledge. […] Through humour, people generate subjective and emotive interpretations of organizational life (Gabriel, 1995; Watson, 1994) and exercise power through the ‘relational effects of social interaction’ (Allen, 2003, p. 3).

Autor seab fookust:

what part does humour play in how people practice sensemaking and exercise power at work?

Diskursiivsed praktikad:

Discursive practices encompass the embodied desires, ideals, emotions and imaginaries that surface in people’s gestures and speech. Yet, they are not simply modes of productive discourse; rather, people are subject to, and made subject by, discourse (Foucault, 1980).

Huumori psühholoogiline aspekt:

Psychologically, humour involves four essential elements: social context, cognitive perception, emotional response, and vocal/behavioural expressions of mirth, including smiling, giggling and laughter (Martin, 2007). Watson (2015, p. 409) notes that ‘as a field of study, humour has been subject to considerable scrutiny’, leading to a number of overlapping and complementary theories as to its function.


Power is, in all actuality, relational and generative. While the discourses that constitute organizations are governed, to some extent, through asymmetrical power relations, social realities remain open to interpretation and critique. […] That said, power generates certain forms of discursive practice while silencing others.

Huumori üks rollidest:

For example, people frequently share humour in order to make sense of complex and/or shifting social contexts. In doing so, they form social identities that embody shared sentiments (Johnston et al., 2007) and concomitantly produce forms of self-discipline (Godfrey, 2016).

Kontseptuaalne raamistik:

Huber, G. (2022). Putting humour to work: To make sense of and constitute organizations. International Journal of Management Reviews.