Purpose

As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation.

Design/methodology/approach

Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro.

Findings

The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap.

Practical implications

The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit.

Originality/value

With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

中文翻译：

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服务型员工的职场乐趣与离职意向：心理资本与工作投入的影响

目的

作为解决如何通过工作场所乐趣降低服务员工的最佳离职意愿的一种方法，本研究旨在检验心理资本 (PsyCap) 和工作投入如何分别调节和调节工作场所乐趣和离职意愿之间的关系。调解。

设计/方法/方法

采用横断面定量设计，通过问卷调查和方便抽样的方式收集数据。使用 PROCESS 宏对来自加纳酒店业的 482 名服务人员进行了测试。

发现

研究结果表明，工作投入在服务员工的工作场所乐趣和离职意愿之间起中介作用。此外，除了工作场所娱乐-工作投入-离职意向关系之外，PsyCap 还调节工作场所娱乐-投入关系。具体来说，对于 PsyCap 高的员工来说，这两种关系都更强。

实际影响

笔者认为，由于一线员工通常面临压力大、工作环境单调、情绪劳动等影响离职意愿的情况，将乐趣融入工作场所可以从战略上帮助一线员工投入工作，降低工作意愿。退出。

原创性/价值

这项工作以发展中经济体为重点，在探索可能有助于提高工作投入和降低服务员工离职意愿的可能因素方面具有新颖性。