Workplace fun: the moderating effects of generational differences

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Empowering Employee Sustainability: Perceived Organizational Support Toward the Environment (2015, unknown): “This approach has been effective in prior studies (Baltes et al. 2011; Chou and Pearson 2012; Dries et al. 2008; He and Li 2011; Lamm and Meeks 2009).”
Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry (2013, background): “In a sense, Gen Yers may regard fun in the workplace as a requirement, rather than a benefit (Lamm and Meeks, 2009).”
A meta‐analysis of positive humor in the workplace (2012, background): “…on the effects of having fun while at work has found that when employees perceive the workplace to be fun, there may be positive implications for employee morale, creativity, performance, and commitment (Fluegge, 2008; Ford et al. , 2003; Lamm and Meeks, 2009; McDowell, 2004; Pryor et al. , 2010).”
Fun and friends: The impact of workplace fun and constituent attachment on turnover in a hospitality context (2014, background): “In this context, Lamm and Meeks (2009) illustrated that there are generational differences in attitudes toward fun, and Karl et al. (2007) demonstrated that the Big Five dimensions of extraversion and agreeableness are related to more favorable attitudes toward fun.”