A Study on the Relationship Between Fun at Work and Work Engagement
This study was designed to address two questions. First, what are the scores for fun at work that affect work engagement? Second, what is the relationship between fun at work and work engagement? In order to address these questions, analyses were conducte
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A Study on the Relationship Between Fun at Work and Work Engagement Mohd Fazil Jamaludin, Abdul Majeed Ahmad, Azlyantiny Mohammad, and Nor Diyana Mohammed Shobri
Abstract This study was designed to address two questions. First, what are the scores for fun at work that affect work engagement? Second, what is the relationship between fun at work and work engagement? In order to address these questions, analyses were conducted from a sample of 66 respondents. The result of these analyses found that socializing with coworkers had the highest mean score compared to other fun at work scale. Overall, there are various results from the relationship between fun at work scale (socializing with coworkers, celebrating at work, personal freedoms, and global fun at work) and work engagement. Specifically, there was a positive significant relationship between fun at work and work engagement. Thus, as fun at work increases, the work engagement will also increase. Keywords Fun at work • Work engagement
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Introduction
According to Fluegge [7], fun at work can be described as the involvement of any social, interpersonal, or task activities at work of a playful or humorous nature which provide an individual with amusement, enjoyment, or pleasure. In addition, Bryant [4] stated that fun and humor can help employees feel good and relieve stress and improve health condition. Ford et al. [8] describe that it is critical for employees to have fun at work which managers of hospitality and service organization long believed. It is because the managers are aware of the important relationship between employees having fun and customers having a pleasant experience. Fun, creativity, and humor can have a positive effect which can reduce
M.F. Jamaludin (*) • A.M. Ahmad • A. Mohammad Faculty of Business Management, UiTM Cawangan Kedah, Merbok, Malaysia e-mail: [email protected]; [email protected]; azlyantiny@kedah. uitm.edu.my N.D.M. Shobri Faculty of Business Management, UiTM Puncak Alam Campus, Kuala Selangor, Malaysia e-mail: [email protected] © Springer Science+Business Media Singapore 2016 N.Z. Mohd Sidek et al. (eds.), Proceedings of the ASEAN Entrepreneurship Conference 2014, DOI 10.1007/978-981-10-0036-2_2
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absenteeism, retain high-quality people, and reduce employee turnover [20]. Thus, when there is lack of fun in the workplace, the level of work engagement will be low and this scenario affected the organization goals. This is agreed by McFadzean and McFadzean [15] who explained that employees with high level of morale can facilitate to achieve organization’s goals, increased productivity and sales. Therefore, this study will determine whether fun at the workplace is one of the factors which can boost work engagement. Many studies stated that promoting fun at work gives great benefit to both the individual and the organization. In the scope of organization management, many managers nowadays see that having fun in the workplace creates a positive environment to energiz
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