Abstract
Purpose. The purpose of this quantitative study was to examine attitudes toward workplace fun and overall job satisfaction of baby boomer, Generation X, and millennial staff employees at a Christian university in California, and determine if there is a predictive relationship between them. Conceptual Framework. The framework was developed from concepts in the literature as well as organizational, leadership, motivational, and generational theories. Methodology. A Christian university in California was the site for this quantitative study. A convenience sampling method was used, and 982 staff employees were sent a survey measuring attitudes toward workplace fun and overall job satisfaction. A 35.6% usable response rate resulted in 350 surveys incorporating 80 baby boomers, 123 Generation Xers, and 147 millennials. ANOVA tests were run to determine the relationship between generation and (a) attitudes toward workplace fun and (b) overall job satisfaction. A multiple regression was run to determine the predictive relationship between generation and attitudes toward workplace fun to overall job satisfaction. Findings and Conclusions. This study examined the construct of fun by probing into generational attitudes toward workplace fun and their relationship to overall job satisfaction. No relationship was found between generational attitudes toward workplace fun and overall job satisfaction. Additionally, attitudes toward fun alone did not have a relationship to job satisfaction. Workplace fun is a complex construct, however. Thus, finding that attitudes toward fun did not influence job satisfaction should not reflect adversely on the possibility that other aspects of the fun construct may have an impact on job satisfaction. A statistically significant relationship was found between generation and job satisfaction. In specific, baby boomers scored significantly higher in job satisfaction than millennials. Recommendations. Further research should replicate this study at both faith-based and non-faith-based institutions. To test generational cohort validity, replication in 15 years at the same site is suggested. Research on how different facets of the fun construct contribute to job satisfaction, and discovering ways to increase job satisfaction for all generations, is recommended. Exploring the practical differences between attitudes toward workplace fun and experiencing workplace fun would be valuable.