This paper aims to investigate how generational differences moderate the relationship between workplace fun and individual workplace outcomes.
The authors review and integrate the literatures on workplace fun and generational theory and empirically test the interaction effects of generation membership and workplace fun with job satisfaction, task performance, and OCB using a sample of 701 workers.
The findings suggest that not only do members of different generational cohorts respond differently to workplace fun, but cohort membership moderates the relationship between workplace fun and some individual workplace outcomes.
Snowball sampling and cross‐sectional data limit the generalisability of the study's findings.
The authors provide managerial implications for promoting workplace fun.
The paper contributes to the workplace fun conversation by addressing the overlooked question of “fun for whom?”.
