近年來，歡樂職場的概念與管理型態廣受國際著名企業的注意和推崇，如Google、Starbucks、 Wegmans、Zappos等。研究證實職場所提供的歡樂活動，能帶給員工好心情，使其活力充沛為組織效力，因此對企業而言富有具體的正面效益。職場歡樂活動的效用雖已在西方企業獲得充分證實，然而歡樂的概念卻與儒家思想推崇的「勤有功，戲無益」傳統教誨有所不符。勤勞努力是華人社會讚賞肯定的美德，嘻笑玩樂普遍被視為怠惰、不知奮進的行為。本研究為探討歡樂職場在華人社會的適用性，擬以台灣和中國的企業員工為樣本，透過Google Form 以網路問卷進行1000位全職員工的調查。本研究探討職場歡樂活動對於華人員工組織公民行為的影響，檢視個人-組織契合度和組織信任的調節作用，以及敬業精神的調節中介作用。資料分析採用SPSS macro PROCESS model 2 及 model 10 以分析檢視主效果與調節中介效果。本研究將針對分析結果與結論，提出管理意涵與未來研究建議，以供管理者與研究者參考。 ;A new managerial trend of fun workplace is widely emerging and promoted by organizations such as “Fortune's 100 Best Companies to Work for.” The positive effects originated from workplace fun are confirmed in prior research. It is argued that workplace fun induces employees’ positive mood and attitudes toward work and organization. These positive psychological states, e.g., happiness and delight, would allow employees to perceive things in a positive way, act prosocially to show altruistic behaviors toward others, and devote greater efforts to achieve collective goals. Fun at work, however, appears to contradict the rigor of correct codes of conduct prescribed by Confucius’s teachings. As hard work has been highly praised and universally regarded as a virtue, fun is mostly downplayed for its negative association with idleness in Chinese tradition and culture.This study aims to investigate the generalizability of applying this trendy managerial practice, at odds with Chinese conventional wisdom, in the collectivistic societies of Taiwan and China. Taking individual and contextual factors into account, this study explores the relationships among workplace fun, work engagement, and organizational citizenship behavior, the moderations of person-organization fit and trust, and the moderated mediation of work engagement. Data would be collected in cross-sectional fashion with the network questionnaire via Google Form. This study proposes to collect replies from 1000 full-time employees from various industry in Taiwan and China, respectively. SPSS macro PROCESS model 2 and model 10 will be adopted to test the main effect and moderated mediating effect. Based on the results and findings, managerial implications and suggestions for future research will be thus discussed.
