Who put the fun in functional? Fun at work and its effects on job performance

By Erin Rae Fluegge. 2008

97 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/b0f7dc9b7499e85f0751fcf5fdf5d426b64d5323

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Citations in the corpus

Does Fun Pay? The Impact of Workplace Fun on Employee Turnover and Performance (2013, background): “Workplace fun is a multifaceted construct that refers to “any social, interpersonal, or task activities at work of a playful or humorous nature which provide an individual with amusement, enjoyment, or pleasure” (Fluegge 2008, 15). As illustrated in the studies reviewed earlier, fun can be derived f”
Play hard, work hard: Fun at work and job performance (2014, background): “By definition, fun at work may provide amusement for individuals via socializing, celebrating and personal freedoms (Romero and Cruthirds, 2006; Fluegge, 2008; LammandMeeks, 2009;McDowell, 2004).”
Fun and friends: The impact of workplace fun and constituent attachment on turnover in a hospitality context (2014, background): “McDowell (2004) and Fluegge (2008) conceptualized fun as multi-dimensional, yet they analyzed fun as an overall construct.”
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).”
Conceptual Frameworks of Individual Work Performance: A Systematic Review (2011, background): “Later developed individual work performance frameworks all included one dimension to describe task performance [11;13;19;20;31-34].”
Play at Work: An Integrative Review and Agenda for Future Research (2018, background): “Workplace fun is defined as a multidimensional construct that “involves any social, interpersonal, or task activities at work of a playful or humorous nature which provide an individual with amusement, enjoyment, or pleasure” (Fluegge, 2008: 15).”
Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry (2013, background): “This approach will also disburden managers’ fear of “lack of personal creativity”, which was the third most common rationale for managerial resistance to workplace fun according to Ford et al. (2003). Empowering employees in a fun culture to embrace their demands may boost their interests in fun act”
Does fun promote learning? The relationship between fun in the workplace and informal learning (2017, background): “The present study focuses on fun features of the work environment, which Fluegge (2008) defines as ―any social, interpersonal, or task activities at work of a playful or humorous nature‖ (p.”
Fun in the workplace: A review and expanded theoretical perspective (2019, background): “In turn, coworker socializing refers to friendly social interactions among coworkers, which may include sharing personal stories, telling jokes, and sharing food with one another (Fluegge, 2008; McDowell, 2004; Tews et al., 2014).”