Keeping the spark alive: preventing burnout at work while increasing work engagement

The More I Have Fun, the More I Experience Life Satisfaction: Gender Moderated and Engagement-mediated Model of Life Satisfaction

“…Employees may maintain discretion over the extent to which their fun attitude may influence life satisfaction. In line with Bilginoğlu and Yozgat (2020), organizations do not need to introduce fun as a coercive or compulsive work practice but rather as a cultural norm that requires individual acceptance and voluntary participation.…”

“…When organizations introduce fun activities at work, they are likely to engage employees with the (a) task (work roles) and (b) overall organization (work team) (Plester & Hutchison, 2016). Workplace fun often serves as a reward for employees by creating a merrier workplace (Bilginoğlu & Yozgat, 2020).…”

“…Since fun is a subjective practice, its role in triggering engagement may vary from employee to employee depending on (a) how it is perceived by employees and (b) how it is delivered to employees (Bolton & Houlihan, 2009). When political meaning is attached to fun, employees perceive it as a superfluous activity and do not perceive it as important and appropriate (Bilginoğlu & Yozgat, 2020). In this study, we argue that workplace fun positively influences employee engagement when fun is perceived as a non-coercive practice.…”

“…Workplace fun that focuses on helping employees relax, enjoy and be happy is likely to improve employee engagement at work while enriching their quality of life (Bilginoğlu & Yozgat, 2020). Workplace fun motivates employees to positively engage in their work activities.…”