Description of the Questionnaire

The HAW (Humor At Work) questionnaire is a valid and reliable tool designed to capture the presence, use, and perception of humor in the workplace. It examines aspects related to humor used by supervisors, colleagues, the respondent’s own use of humor, as well as the overall organizational climate regarding humor. It consists of statements evaluated using a five-point Likert scale (1 = Strongly disagree to 5 = Strongly agree).

Purpose

The purpose of the questionnaire is to record how humor is used and perceived in work environments, to investigate its connection with job satisfaction, stress, performance, teamwork, and leadership style, and to offer a diagnostic tool for improving organizational climate and communication through the reinforcement of positive forms of humor.

Questionnaire Statements

The questionnaire includes four main subscales. The first concerns humor used by supervisors, with sample statements such as: “My supervisor uses humor to lighten the atmosphere” and “My supervisor makes humorous remarks that enhance collaboration.” The second subscale focuses on colleagues, with statements such as: “My colleagues use humor to manage stress” and “There is a spirit of humor among my team members.” The third subscale refers to the respondent’s personal use of humor, with examples such as: “I use humor to defuse difficult situations at work” and “I feel that humor helps me communicate more effectively.” Finally, the fourth subscale examines the overall organizational climate toward humor, with statements such as: “Humor is encouraged in my organization” and “In general, my company’s culture is friendly toward humor.”

Scoring

Participants are asked to evaluate each statement on a five-point Likert scale, where 1 corresponds to “Strongly disagree” and 5 to “Strongly agree.” The total score for each subscale is calculated as the sum or the average of the individual responses. Higher scores indicate greater presence and a more positive attitude toward humor in the respective dimension. Further analysis may include statistical tools such as Cronbach’s Alpha for reliability, Pearson or Spearman correlations, and factor analysis for structural validation.

Data Analysis and Use

The data collected from the questionnaire can be quantitatively analyzed, initially through descriptive statistics (mean, standard deviation), as well as through methods such as reliability analysis and factor analysis. Its application can help identify strengths and weaknesses in organizational culture, support interventions for stress reduction and improved collaboration, and be used in studies related to human resource management, organizational behavior, and occupational psychology.

Bibliography

Mesmer-Magnus, J., Glew, D. J., & Viswesvaran, C. (2012). A meta-analysis of positive humor in the workplace. Journal of Managerial Psychology, 27(2), 155–190.
Robert, C., & Yan, W. (2007). The case for developing new research on humor and culture in organizations: Toward a higher grade of manure. Research in Personnel and Human Resources Management.
Romero, E. J., & Cruthirds, K. W. (2006). The use of humor in the workplace. Academy of Management Perspectives, 20(2), 58–69.