The relationship between personality types and leisure time activities amongst Casino employees’ workplace expectations

Abstract

Orientation: Associations between a person’s character strengths, happiness and well-being can be explained with the overlap that they have with personality. Casino employees’ working hours were and are increasing, which means that their leisure time is decreasing concomitantly, with only 20 hours per week being used in pursuit of leisure activities.Research purpose: The primary purpose of this research was to investigate 1502 casino employees’ personality types and the relationship it has on their leisure life and overall happiness.Motivation for the study: The importance of leisure participation and time to take part in leisure activities, and the effect it has on casino employees’ happiness in the workplace, warrants further investigation. If human resources managers and general management want happier casino employees in the workplace, they should focus on their personality types and make more leisure activities available to them; which will result in a happier workforce.Research design, approach and method: The target population consisted of 3032 casino employees, who received the questionnaires and were given the opportunity to complete the questionnaires anonymously. An availability sampling technique was used, based on the number of casino employees who were willing and available to complete the questionnaires.Main findings and practical/managerial implications: In terms of the structural equation modelling, it was found that the positive personalities such as extraversion and openness to experience correlated well with leisure life and happiness. In this study, the standardised regression weights showed that if an individual has a negative personality, he or she will not necessarily be unhappy. A positive relationship was found between positive personality traits such as cooperativeness and agreeableness and leisure life and happiness. Considering mediation effects, leisure preference was the greatest partial mediator between happiness and personalities.Contribution: Human resource managers of casino establishments can use these results to determine the type of personality of casino employees that will experience a good leisure life and happiness in relation to the workplace, contributing to positive psychology and human resource literature. Keywords: Casino employees; employee benefits; feelings toward the company; happiness; human resource management

Psycho-demographic factors as predictors of sports leisure activities among students of Olabisi Onabanjo University

“…Our findings corroborated the outcome of Lu et al (2005) and Stephan et al (2014) who conclude in their investigations that personalities have a significant potential link between a person's personality and their quality of life in the workplace and their leisure time. These findings are also supported by the findings of Naude et al (2016) who reported that positive personality traits including cooperation and agreeability, as well as a fulfilling social life and contentment, were found to be positively correlated with sports leisure activities.…”

Coping with emotional labor in high stress hospitality work environments

“…Our findings also suggest the implementation of recreational programs, potentially lessening illness-related absences (Parks & Steelman, 2008). A recent study has shown that casino employees partaking in leisurely activities were happier people, which translated into the workplace (Naude, Kruger, De Beer, Saayman, & Jonker, 2016). Such social activities provide avenues for employees to destress and engage with positive coping strategies, developing a balanced work-life culture.…”

Serious Leisure as Human Resource Development Intervention

“…That would be very difficult if it is work. Some authors took leisure as detachment from work (Beatty & Torbert, 2003;Isopahkala-Bouret, 2008;Mete, et al, 2012;Naude et al, 2016). While some authors took leisure as something that people do without fixed compensation (Mete et al, 2012), some would not consider compensation at all.…”

“…While some authors took leisure as something that people do without fixed compensation (Mete et al, 2012), some would not consider compensation at all. For those who did not consider leisure as being compensated, leisure was identified by intention and interest of people Serious participation in HRD intervention affects work performance (Wang & Wang, 2004) Self-reflection (Mete et al, 2012) Critical reflection plays an important role in problem solving and asking questions that affect individual and organization performance, and this could be related to individual and organizational learning (Van Woerkom, 2004) and support self-directed leadership (Nesbit, 2012) Sharing of experiences in serious leisure with others who might have different serious leisure activities (Beatty & Torbert, 2003) Learning from experience, directly or indirectly, affects the ability to improve at both the individual or organizational level (Smith, 2004) and organizational learning (Dixon, 1992) Intrinsic motivation of individual (Kashef & Nazri, 2015;Mete et al, 2012;Naude et al, 2016) The organization can succeed in the long term and sustain itself if it can attract employees that have high performance and engage with the organization. Those employees have intrinsic motivation from the work itself or the environment in the organization that is meaningful to them (Chalofsky & Krishna, 2009) Social motivation and support and surrounding factors (Kashef & Nazri, 2015;Naude et al, 2016;Petrou et al, 2017) HRD, human capital, emotional intelligence, the organization's products, and the internal and external environment affect each other (Brooks & Muyia Nafukho, 2006) and social support enhances performance (Bhanthumnavin, 2003) Changes in behavior and being active in serious leisure (Naude et al, 2016) Participation in HRD intervention such as training or coaching has a positive effect on performance, contribution in work, and job satisfaction (Rowold, 2008;Wang & Wang, 2004) Happiness and satisfaction in serious leisure activities (Kuykendall et al, 2018;Naude et al, 2016) HRD intervention that supports positive psychology and has a positive effect on work …”