scholarly journals Adaptation and validation of the scales for assessing workplace fun in Turkey

Pressacademia ◽  
2021 ◽  
Vol 8 (1) ◽  
pp. 15-26
Author(s):  
Wichakorn Sekarawisut ◽  
E. Serra Yurtkoru
Keyword(s):  
Workplace Fun

Workplace fun and employee creativity: The mediating role of psychological safety

2020 ◽  
Vol 48 (11) ◽  
pp. 1-7
Author(s):  
Guodong Yang
Keyword(s):  
Work Environment ◽  
Psychological Safety ◽  
Employee Creativity ◽  
Mediating Role ◽  
Workplace Fun ◽  
Indirect Relationship ◽  
Positive Effect

I proposed a model to explain how workplace fun is effective in facilitating employee creativity, with a focus on the mediating role of psychological safety in this relationship. Participants comprised 269 employees of hotels in China. Results show that workplace fun had a direct, significantly positive effect on employee creativity, as well as an indirect relationship through the mediator of psychological safety. These findings show that a fun work environment helps to enhance employee creativity. Thus, it is beneficial for managers of organizations to create a fun work environment, and they should also consider employees' sense of psychological safety when allowing employees to have fun at work.

A Study on Workplace Fun Affects Employee Engagement: Case Study of Manufacturing Industry

2019 ◽  
pp. 567-576
Author(s):  
Eliy Nazira Mat Nazir ◽  
Muhammad Syukri Abdullah ◽  
Nurul Farihin Mhd Nasir ◽  
Dalili Izni Shafie ◽  
Nor Farehan Omar ◽  
...  
Keyword(s):  
Employee Engagement ◽  
Manufacturing Industry ◽  
Workplace Fun

Workplace fun and informal learning: the mediating role of motivation to learn, learning opportunities and management support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Morteza Taheri ◽  
Sharareh Motealleh ◽  
Jalil Younesi
Keyword(s):  
Informal Learning ◽  
Equation Modeling ◽  
Motivation To Learn ◽  
Opportunities To Learn ◽  
Management Support ◽  
Content Type ◽  
Learning Opportunity ◽  
Workplace Fun ◽  
The Relationship

Purpose Past research shows that workplace fun has a positive effect on informal learning, however, the role of individual and organizational mediating variables in this relation has not been studied much. This study aims to examine the role of management support, motivation to learn and learning opportunity in the relationship between workplace fun and informal learning. Design/methodology/approach In this multivariate correlation study, data were collected through questionnaires. In total, 200 employees of the petrochemical industry participated. Partial least squares structural equation modeling was used to analyze the data. Findings The main finding suggests that motivation to learn contributes to informal learning. Fun in the workplace has a positive and significant indirect effect on informal learning by providing a variety of opportunities to learn; the management support in the final model also mediates the relationship between workplace fun and opportunities to learn. Practical implications The results indicate the benefits of creating and maintaining fun in the workplace to improve informal learning. The authors will be better able to advise by providing abundant resources for formal training such as time, learning climate and financial resources, workplace fun can be used as a practical strategy to promote informal learning where the workplace is fun, innovation, creativity and performance improvement occur. Managers should make arrangements to spontaneously motivate employees to learn informally and provide fun and varied opportunities for informal learning. Originality/value In this study, the multiple correlations and the effect of motivation variables, learning opportunity and management support in the relationship between workplace fun and informal learning were studied. Examining how these relationships are and identifying the moderator of this relationship because of individual and environmental differences requires further studies.

Play hard, work hard

2014 ◽  
Vol 37 (8) ◽  
pp. 682-705 ◽  
Author(s):  
Erin R. Fluegge-Woolf
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Online Survey ◽  
Working Environment ◽  
Creative Performance ◽  
Content Type ◽  
Workplace Fun

Purpose – This paper aims to examine the relationship between workplace fun and three elements of job performance: task performance, organizational citizenship behaviors and creative performance. Positive affect and engagement are proposed as mediators of the relationships between fun at work and performance. Design/methodology/approach – A sample of 245 working individuals who worked in a variety of organizational roles was used. Respondents completed an online survey to assess elements of workplace fun, positive affect and engagement. Participants were also asked to have a supervisor at work complete an online survey to assess their work performance. Findings – Fun at work was positively and directly related to organizational citizenship behavior, and positively and indirectly to both task performance and creative performance. In addition, individuals having fun at work were also more likely to be more engaged in their work, and consequently exhibit greater creative performance. Originality/value – This paper provides evidence to suggest that a fun working environment results in greater employee engagement and productivity.

Service employees’ workplace fun and turnover intention: the influence of psychological capital and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen Tetteh ◽  
Rebecca Dei Mensah ◽  
Christian Narh Opata ◽  
Claudia Nyarko Mensah
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Frontline Employees ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
Workplace Fun ◽  
The Relationship

Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

Debunking the myths of workplace fun

2020 ◽  
Vol 7 (2) ◽  
pp. 150
Author(s):  
Elif Bilginoğlu
Keyword(s):  
Workplace Fun

‘I always have fun at work’: How ‘remarkable workers’ employ agency and control in order to enjoy themselves

2019 ◽  
Vol 26 (2) ◽  
pp. 135-151
Author(s):  
Kathryn Owler ◽  
Rachel L. Morrison
Keyword(s):  
Management Practices ◽  
Sense Of Control ◽  
Positive Orientation ◽  
Structure And Agency ◽  
Critical Realist ◽  
Workplace Fun ◽  
Work Tasks ◽  
Research Findings ◽  
And Control ◽  
Implementing Strategies

AbstractOrganisations and associated management practices are generally considered responsible for promoting employees' enjoyment of work. Our study, on the other hand, seeks to examine the capacity of individual workers to regulate their own experience of fun. We interviewed eight ‘remarkable’ workers who claimed to always (or nearly always) have fun at work. We utilised a critical realist approach in the analysis that enabled the consideration of both structure and agency in the experience of workplace fun. A key research finding was that participants possessed a strong sense of control over their own happiness at work, demonstrated in four ways: (1) a priority placed on fun, (2) a sense of responsibility for fun, (3) a positive orientation to the world and (4) a sense of mastery and challenge in work tasks. Research findings may inspire both individual workers and organisations to adopt an agentic outlook in the workplace, implementing strategies that enhance employee control.

The fun paradox

2015 ◽  
Vol 37 (3) ◽  
pp. 380-398 ◽  
Author(s):  
Barbara Plester ◽  
Helena Cooper-Thomas ◽  
Joanne Winquist
Keyword(s):  
New Zealand ◽  
Design Methodology ◽  
Organizational Context ◽  
Workplace Relationships ◽  
Content Type ◽  
Workplace Fun ◽  
Document Collection ◽  
Paradox Theory ◽  
Practical Implications ◽  
And Task

Purpose – Fun means different things to different people and the purpose of this paper is to attempt to answer the question “what is fun at work?”. Given that perceptions of fun differ among people, the answer is that a pluralistic concept of fun best captures different notions of what constitutes fun at work. Design/methodology/approach – The research combines two separate studies. The first is an in-depth ethnographic project involving interviews, participant observations and document collection investigating fun and humour in four different New Zealand companies. The second study extends findings from the first by specifically asking participants to reply to survey questions asking “what is fun at work?”. Findings – Currently fun is described in a variety of ways by researchers using different descriptors for similar concepts. Combining current conceptions of fun with the own research the authors categorize the complex notion of workplace fun into three clear categories: organic, managed and task fun. This tripartite conception of fun combines and extends current models of fun and collates earlier findings into a synthesized model of fun. The investigation found that fun is ambiguous and paradoxical which creates issues for both managers and employees. The authors recognize fun as a multifaceted concept and use paradox theory and the concept of flow to theorize the multilateral fun framework. Practical implications – The authors find significant implications for managers in regards to creating and fostering fun in the organizational context. Differing perceptions of fun may result in misunderstandings that can negatively impact morale and workplace relationships. A wider conceptualization of fun offers potential for more harmonious and productive workplaces and creates a greater tolerance for competing and paradoxical perceptions of fun. Originality/value – Current literature on workplace fun uses a variety of descriptors of fun and emphasizes a duality between managed and organic forms of fun. In suggesting a new term “task fun” the authors synthesize earlier conceptions of fun to create an integrated model of fun. The model clearly outlines three overlapping yet paradoxical categories of fun.

scholarly journals Joseph Anthony R. Rivera, MD (1980-2016)

2018 ◽  
Vol 32 (2) ◽  
pp. 65
Author(s):  
January E. Gelera
Keyword(s):  
Medical Officer ◽  
Small Degree ◽  
Emergency Medical Technician ◽  
The People ◽  
Incurable Illness ◽  
Workplace Fun ◽  
Medical University ◽  
Unique Relationship ◽  
Nose And Throat ◽  
Medical Technician

It is an honor to write this tribute to honor Dr. Joseph Anthony ‘Otep’ Rivera (1980-2016) – a friend, colleague, teacher, brother, uncle and son. How do you describe a person, a friend, who led an extraordinary life, that the loss of his companionship and example defies measurement? Can his life be measured by his accomplishments in his field of work, patients’ illnesses dispelled, and injuries healed? Perhaps. As important as his labor was though, as certain and measurable his accomplishments are, what remains of Otep in our memories will be his warmth and humanity. Otep and I were batch mates, and anyone familiar with the circumstances of this unique relationship knows there can be no small degree of friction and quarreling on occasion. We had our share, but he would drop any issue of contention to help me in times of need. Otep had a relaxed approach to problem solving, displaying initiative and ingenuity in organizing the resources needed to solve any challenge. His passion for community service was recognized by his colleagues, and deeply appreciated by the people he helped. He had a charismatic personality that drew people to him. People listened to him, followed him.    What made him special was his love for people, all people.  This was apparent by the work he chose.  Yes, he was a doctor.  Yes, he trained to be an ear, nose and throat specialist.  However, this was not enough for him. He devoted his extra time working as an emergency medical technician, responding to emergency calls.  He also found time to be a firefighter during his days off. I don’t know how he found the time. Given his other responsibilities, it simply defies the laws of physics. After residency, aside from establishing his private practice, he taught clinical ENT to medical students at Our Lady of Fatima Medical University.   He also worked as the Chief Medical Officer of the Municipality of Apalit, Pampanga.  His work as a rural health provider left the people of Apalit not only with better medical care, but also with the awareness they now had a new friend. During residency, we remember Otep as a dependable, resourceful, committed friend, who loved life and all it offered.  His passion for cars was legendary.  If you had car trouble, you asked Otep. If you want to trade or buy cars, you asked Otep. You could ask Otep, even if you were stuck in traffic (he had a solution for everything). In addition, he was fun to work with, always ready to tell an anecdote or two to lift one’s spirit and make the workplace fun and enjoyable. His life may have been cut short by an incurable illness, but to me, it was a life well lived.  Otep was a cherished friend to many, an awesome brother and uncle and a loving son—he will be missed, but never forgotten by those who are fortunate enough to have known him.

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