The Influence Of Workplace Fun On Post-90s Employees’ Intention To Stay

In recent years,young employees,especially post-90 s employees,have resigned more and more frequently,and the retention rate has been greatly reduced compared with other intergenerational groups,which has brought higher employment costs and lower organizational cohesion to employers in all walks of life.In order to retain talents,improve their work enthusiasm and dependence on the organization,and enable employees themselves and the organization to achieve sustainable development,more and more enterprises advocate the creation of fun workplaces.The concept of workplace fun came into being and became a hot spot in management research.Most of the current research on workplace fun see it as a positive variable,but some scholars have suggested that workplace fun is not always beneficial,and different types of workplace fun may have different effects.Based on this,this study takes post-90 s employees as the research object,on the basis of reviewing the theory of job characteristics theory and affective events theory,puts forward research hypotheses,constructs a theoretical model with workplace fun as the independent variable,emotional commitment as the mediating variable,and retention intention as the dependent variable,explores the impact of workplace fun on the intention of post-90 s employees to stay at work and the role of affective commitment in it,and examines the differential influence of demographic factors on each variable.In this study,a total of 397 valid post-90 s employee questionnaires were collected through questionnaire survey,and statistical analysis software such as SPSS25.0 and Mplus 8.3 were used to conduct descriptive statistics,differential analysis,reliability and validity test,correlation analysis,stratified regression analysis,bootstrap analysis and other empirical tests on the obtained data,and the following conclusions were reached: firstly,gender,marital status,education level,working conditions and job benefits and so on,such demographic factors have differential impacts on variables.Secondly,in workplace fun,interpersonal fun and task fun have a positive promoting effect on the intention to stay and affective commitment of post-90 s employees,and management fun has a negative inhibiting effect on post-90 s employees’ intention to stay and affective commitment.Thirdly,affective commitment has a positive role in promoting the intention of post-90 s employees to stay.Fourthly,affective commitment plays a mediating role between workplace fun and post-90 s employees’ intention to stay,which played a completely mediating role between interpersonal fun and intention to stay,a partly mediating role between task fun and intention to stay,and a completely mediating role between management fun and intention to stay.According to the research conclusions,relevant enlightenments are put forward for enterprises and managers from the aspects of increasing the fun at work,creating a good working atmosphere,improving working conditions and job benefits,carrying out management activities that are aligned with the needs of employees.The main innovation points are: firstly,it expands the application field of job characteristics theory;secondly,it deepens the relevant research on workplace fun,proving that workplace fun has two-sided characteristics.