Workers' Playtime?: Boundaries and Cynicism in a ''Culture of Fun'' Program

Correspondence regarding this paper should be addressed to Samantha Callahan, Danielle Patrick, Sara Roderick, and Kahla Stygar, Department of Psychology, Lindenwood University, 209 South Kingshighway, St. Charles, Mo, 63301

This article has three authors, Smith, who has an M.A in psychology, Robinson who is a writer and editor and Segal who have a Ph.D. in psychology and sociology. The article was retrieve from an organizational site .It was last updated on April 2016 and the article provides many references to different websites. The article seems reliable and objective and provides contact information for further research.

Cozby, Paul. C., Bates, Scott. C. (2012). Methods in Behavioral Research (11th ed). New York, NY:McHraw-Hill

The following survey is being conducted as a partial fulfillment of the Master’s level course PSY-520 Research Methods in Psychology II at Southern New Hemisphere University.

These questions enable learners to contemplate the meaning of ‘fun’ at work. What would be acceptable or appropriate in their working environment?

This paper reviews various research approaches and psychological perspectives used in a variety of studies.

You can enjoy what you do as long as you have a good attitude. You have to make sure that your idea of fun and your supervisor’s idea of fun are on the same level. Employees have to make sure that their fun is tactful and professional. Benefits of having fun keep the workplace less stressful and make it easier to go to work every day. There are days where it is hard to go to work, but if you can wake up knowing that you get to go to a job you enjoy because it is more “fun” than others, it makes it more likely that employees will last longer. Risks of having a “fun” work environment are closing the gap between employees and supervisors. There is a fine line between being the boss and the employees and it is ok to have fun with the staff, but it is important that they know that the supervisor is still the

The article is written by the author Kimberly M. Prenda at Brandeis University. He is a member of the Department of Psychology. The Article was published by the American Psychological Association which is a well-known Association. This research was supported by the John D and Catherine T MacArthur Foundation Research Network.

The organisation also has a very visible `fun presence` clearly seen in for example the colourful external paintjobs on the company`s aircraft and the behaviour of staff throughout

Besides employee obligations that come with a job, perhaps the best factor that impacts worker inspiration and pleasure, and how effective they are, is their workplace. Remarkably so, if a workplace is ‘right' and an employee fits well into the organization’s lifestyle, one is on good conditions with superiors, colleagues and co-workers, and one feels safe operating in the workplace then the services offered by such an employee are of high quality. In addition, the attitude of such an employee will be business-oriented and produce top notch services. Businesses need to make and develop a proper and balanced workplace to be able to be able to entice the best skills and maintain their employees (Bakker, 2011). Employees will reduce absenteeism,

This study was overseen by the department of psychology at Creighton University in Omaha, NE. There were 112 student participants. As part of the experiment, they either performed a

Author Note This research paper was done for Psychology 240, Section 4001, taught by Professor Mason

A total of 278 participants aided in the formation of the data and statistics of this study. This sample was chosen through a voluntary questionnaire given to Fall Semester 2016 Psychology300 students. It was a convenient sample to take from due to the high likelihood of most of the student’s taking the survey. The questionnaire was administered through an online survey website termed “Qualtrics.” The incentive to take this questionnaire and complete it accurately was eight points worth of extra credit awarded to students who did so. Additionally, it was disclosed that students would be using the survey data for later project purposes and should answer truthfully to provide themselves with the

This artifact is intended as a scholarly writing sample as required for the Ph. D. program admission process. It was produced inside of a five-week course, specifically, with more consideration for writing and research concepts than design. I would like to acknowledge the Psychology department at Mesa Community College for its approval of this study. I would also like to thank Dr. Edward Lipinski for his assistance in concepts of research methods and his advice on analyzing the data for the current study. Finally, I would like to thank the 50 participants who completed the online survey as partners with me in this research.

This study was done at the University of Tampa in Tampa, Florida. 23 Students enrolled in a Research Methods class at the university each interviewed 10 people attending the university. This was a convenient sample, where the researchers went around campus finding people who were easy to reach. Each person interviewed had to be enrolled in at least one course at the university. Researchers were encouraged to interview a diverse sample of people so that the results could represent the population as a whole. Cross-sectional methods were used, researchers were given a little over a week to find and interview people for the study. Results were collected by doing face-to-face interviews with an average interview time of ten minutes.