<?xml version="1.0" encoding="utf-8"?>
<export-example>
  <doc>
    <id>1102</id>
    <completedYear>2017</completedYear>
    <publishedYear/>
    <thesisYearAccepted/>
    <language>eng</language>
    <pageFirst/>
    <pageLast/>
    <pageNumber>XII, 143</pageNumber>
    <edition/>
    <issue/>
    <volume/>
    <type>book</type>
    <publisherName>Springer</publisherName>
    <publisherPlace>Berlin</publisherPlace>
    <creatingCorporation/>
    <contributingCorporation/>
    <belongsToBibliography>1</belongsToBibliography>
    <completedDate>2018-04-10</completedDate>
    <publishedDate>--</publishedDate>
    <thesisDateAccepted>--</thesisDateAccepted>
    <title language="eng">Humor at Work in Teams, Leadership, Negotiations, Learning and Health</title>
    <abstract language="eng">This book provides a comprehensive review of the state-of-the-art on the adaptive and maladaptive functions of humor. Humor is inescapable in our daily interactions - also at the work place. Affiliative, self-enhancing, self-deprecating and aggressive humor can all occur at work and have unique and sometimes ambiguous effects. The volume presents humor research on five important workplace topics: teams, leadership, negotiation, learning, and health. It combines and integrates research from a range of fields, including work and organizational psychology, social psychology, communication, linguistics and sociology. In highlighting research gaps and stating future research questions, the book provides a sufficient starting point for further research on humor in relation to the aforementioned topics. For practitioners, recommendations are provided specific to each area.</abstract>
    <identifier type="isbn">978-3-319-65689-2</identifier>
    <note>Verfügbar als E-Book im Netz der SRH Berlin University of Applied Sciences.&#13;
Available as an ebook within the network of the SRH Berlin University of Applied Sciences.</note>
    <enrichment key="LinkProfileA">https://www.srh-berlin.de/hochschule/hochschulteam/gockel-christine/</enrichment>
    <licence>Creative Commons - CC BY-NC-ND - Namensnennung - Nicht kommerziell - Keine Bearbeitungen 4.0 International</licence>
    <author>Tabea Scheel</author>
    <author>Christine Gockel</author>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Arbeitspsychologie</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Organisationspsychologie</value>
    </subject>
    <subject>
      <language>deu</language>
      <type>uncontrolled</type>
      <value>Personalpsychologie</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Occupational psychology</value>
    </subject>
    <subject>
      <language>eng</language>
      <type>uncontrolled</type>
      <value>Organisational psychology</value>
    </subject>
    <collection role="jel" number="J">Labor and Demographic Economics</collection>
    <thesisPublisher>SRH Berlin University of Applied Sciences</thesisPublisher>
  </doc>
</export-example>
