Design of research – two source of data collection: managers complete sense of humor measures, their subordinates – sense of humor and two psychological climate scales – perceived supervisory support and wiliness to involve in work. Because of weak factor structure of Latvian version of sense of humor measures and clause focus, this measures was combined together, made new scales: social, coping, aggressive and self-defeating humor, dislike of humor. To prove first hypothesis about manager’s sense of humor association with employee’s perceived supervisory support and involvement, correlation was carried. To answer second hypothesis about differences among manager’s and employee’s sense of humor, controlling gender and age, analysis of covariance was used (ANOVA). Findings – association among manager’s sense of humor and their subordinate’s perceived supervisory support and involvement, was found. Was found that manager’s in sense of humor score higher then employee’s do. Limitations of research, first, managers’ sense of humor were collected by self –report, more precise, if subordinates rate them. Second, didn’t the controlled gender composition within work teams, could be differences how female (males or mix) subordinates rate their managers – females or males. Social implications – to develop managerial tools, by which manager can influence subordinates in soft, indirect manner, what work environment makes more positive and employees will be more motivate to bring their best to getting team goals done. Originality, comparing with other studies, in this one covariates – age and gender are controlled. Second, research done in real work environment, people involved – real managers and their subordinates.
