Hotel employees’ fun climate at work: Effects on work-family conflict and employee deep acting through a collectivistic perspective

Abstract

Highlights 389 usable survey responses were collected from full-time hotel employees in China. Socializing with coworkers and celebrating at work enhanced global fun at work. Global fun at work significantly reduced employees’ perceived work-family conflict. Global fun at work significantly supported the formation of employee deep acting.

Fun at workplace and intention to leave: role of work engagement and group cohesion

“…Further, the studies have also explored the role of extraneous variables between FAW and its outcomes, namely, psychological contract, experienced FAW and managed fun (Tang et al, 2017;Tews et al, 2013;Tsaur et al, 2019). In this context, Tsaur et al (2019) and Xu et al (2020) recommended to study more strengthening or moderating variables between FAW and WE. Similarly, Michel et al (2019) provided future directions in this domain and recommended to study more outcomes of FAW.…”

“…Several organizations intermix work and fun effectively to make the work environment more exciting and joyful for their workers (Choi et al, 2013;Lamm and Meeks, 2009;Tews et al, 2015;Tews et al, 2020). Fun events lead to beautiful experiences of cheerfulness, happiness and joy (Owler and Morrison, 2020;Xu et al, 2020). It creates a light-hearted atmosphere for IJCHM 34,2 the employees.…”

“…Authors have also conceptualized the antecedents of FAW, such as psychological safety, self-motivation, clear boundary, trust, managerial support, organizational culture (Georganta and Montgomery, 2019), open communication and satisfaction with the work environment (Chan, 2019). Earlier studies have also investigated outcomes of FAW, for example, WE (Becker and Tews, 2016;Müceldili and Erdil, 2016;Tews et al, 2014;Tsaur et al, 2019), deep-acting, work-family conflict (Xu et al, 2020), task performance, interpersonal citizenship behavior (Fluegge-Woolf, 2014;Soundarapandiyan et al, 2018), job performance (Han et al, 2016;Tang et al, 2017), job embeddedness Tews et al (2015) and organizational commitment (Zani et al, 2017). Further, various mediating variables, such as job satisfaction, experienced fun, trust in management and constituent attachment have been explored in earlier research (Chan, 2019;Müceldili and Erdil, 2016;Tang et al, 2017;Tews et al, 2012Tews et al, , 2013Tsaur et al, 2019).…”

To predict and to explain: a multigroup analysis of gender on job and family satisfaction among hospitality employees

“…In an era of intense competitive pressure, dwindling resources and discerning customers, many service organizations, including hotels, realize that service quality Gender on job and family satisfaction is key to survivability. It is, therefore, not surprising that scholars such as Agarwal (2021) and Xu et al (2020) have consistently agreed that frontline employees in service organizations are instrumental in delivering quality services. However, the changing social structure, as well as fluctuating economic conditions, have resulted human resource (HR) scholars such as Agarwal (2021) to pay more attention to the challenges that hotel employees face in meeting both work and family responsibilities.…”

رأس المال النفسی الإیجابی کــوسیــط بین المتعــة فی مکان العمل والارتباط الوظیفی (بالتطبیق على معاونی أعضــاء هیئة التدریس بجـامعــة المنصــورة)

“…The current study analyzes the direct effects of workplace fun might have on employee engagement, as well as the mediating role of positive psychological capital. Data (Bowen, Tews, & Baloglu, 2020;Chen & Ayoun, 2019;Deetz, Davidson, Daugherty, Graham, & Carroll, 2020;Georganta & Montgomery, 2019;Michel, Tews, & Allen, 2019;Müceldili & Erdil, 2016;Sakr, Zotti, & Khaddage-Soboh, 2019;Tews & Noe, 2019;Tsaur, Hsu & ,Lin, 2019;Xu, Wang, Ma, & Wang, 2020) (Cheng, Hong, & Yang, 2018;Darvishmotevali & Ali, 2020;Dwyer, Hunter Revell, Sethares, & Ayotte, 2019;Fang & Ding, 2020;Guo et al, 2018;He, Jia, McCabe, Chen, & Sun, 2019;Kim, Kim, Newman, Ferris, & Perrewé, 2019;Kim, Kim, & Lee, 2020;Mahfud, Triyono, Sudira, & Mulyani, 2020;Poots & Cassidy, 2020;Raja, Azeem, Haq, & Naseer, 2020;Safavi & Bouzari, 2020;Thompson, Lemmon, & Walter, 2015;Ye, Ren, Li, & Wang, 2020) (Ampofo, 2020;Hammedi, Leclercq, Poncin, & Alkire, 2021;Karatepe, Rezapouraghdam, & Hassannia, 2020;Nazir & Islam, 2020;Radic, Arjona-Fuentes, Ariza-Montes, Han, & Law, 2020;Srivastava & Singh, 2020;Tensay & Singh, 2020;Wang, Xu, Zhang, & Li, 2020)…”