Abstract
PurposeThis paper aims to investigate how generational differences moderate the relationship between workplace fun and individual workplace outcomes.Design/methodology/approachThe authors review and integrate the literatures on workplace fun and generational theory and empirically test the interaction effects of generation membership and workplace fun with job satisfaction, task performance, and OCB using a sample of 701 workers.FindingsThe findings suggest that not only do members of different generational cohorts respond differently to workplace fun, but cohort membership moderates the relationship between workplace fun and some individual workplace outcomes.Research limitations/implicationsSnowball sampling and cross‐sectional data limit the generalisability of the study's findings.Practical implicationsThe authors provide managerial implications for promoting workplace fun.Originality/valueThe paper contributes to the workplace fun conversation by addressing the overlooked question of “fun for whom?”.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callSimilar Papers
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
