Fun at Work: Construct Definition and Perceived Impact in the Workplace

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Thesis (PhD Doctorate)
Doctor of Philosophy in Organisational Psychology (PhD)
School of Psychology
Griffith Health
Over the past decade, there have been numerous claims in the popular media relating to having fun at work, touting a plethora of benefits for both individuals and organisations that have to date not been empirically investigated. Thus far, any research related to fun in the workplace has often been indiscriminate with its use of terms, interspersing fun with humour and play, thus adding confusion to an already inadequately defined construct. The aim of this research is two fold: to develop a more comprehensive understanding of the construct to differentiate and define fun in a work context, and to measure the perceived impact of having fun in the workplace. In order to locate fun as a unique construct, literature related to fun, humour and play/playfulness was reviewed and positioned in a nomological net utilising a three phase framework consisting of presage, process and product (3P). Four studies in this research program investigated the domain of fun activities in the workplace, the underlying structure of the construct, the process of having fun and the perceived impact of fun specifically in relation to job satisfaction, stress reduction, effectiveness and workplace relationships. Results identified a domain of 15 distinct fun activities. Using multidimensional scaling, an underlying structure of four neighbourhood clusters (humour and play, informal socialising, formal socialising and organisational activities) and two dimensions (contextual connections with others and activity structure and intensity) were identified. The investigation of the process of fun was conducted by examining case vignettes using the 3P framework. Results suggest the experience of fun at work is activity based, with an emotionally qualitative dimension that is highly socially interactive and engaging. The organisational context for fun appears to be embodied in supportive iv management and colleagues, positive team dynamics and a non stressed environment. The participant experiencing