Research On The Mechanism Of The Impact Of Team Playfulness On Employee Performanc

With the development of globalization,western culture has been introduced to China,which has influenced the work values of the new generation of domestic employees.In the workplace,they not only care about the material pursuit,but also care about whether the work environment they are in is full of fun.As a result,more and more managers start to pay attention to the fun in work,hoping to build a good corporate image by creating a relaxed and pleasant working atmosphere to attract and retain more excellent young talents.In today’s increasingly complex external environment and increasingly competitive industry,whether creating a playfulness climate can promote employee performance and thus the development of the company has become one of the main issues that need to be further explored by scholars.Based on Conservation of Resources Theory,this study explores the cross-level effects of team-level playful climate on employees’ extra-role performance in both innovation performance and contextual performance,and also investigates the mechanism of the role of thriving at work between playful climate and innovation performance and contextual performance.In addition,this study introduces the variable of person-team fit and explores the boundary mechanism of the degree of matching between individuals and teams between playfulness climate and individual thriving at work based on individual-situational matching theory.In this paper,a questionnaire survey was used to collect data through tools such as Questionnaire Star,and the respondents were mainly from the Internet,manufacturing,and public utilities industries.The collected data were analyzed,and the following conclusions were obtained:(1)team playfulness climate has a positive cross-level influence on employees’ innovation performance and contextual performance;(2)playfulness climate also has a positive predictive effect on employees’ thriving at work;(3)employees’ thriving at work can enhance their innovation performance and contextual performance;(4)thriving at work plays a mediating role between playfulness climate and employees’ innovation performance and employees’ contextual(4)thriving at work plays a mediating role between playfulness climate and employees’ innovation performance and employees’ contextual performance respectively;(5)person-team fit moderates the influence of playfulness climate on employees’ thriving at work,that is,the higher the degree of person-team fit,the stronger the positive influence of playfulness climate on employees’ thriving at work;on the contrary,the lower the degree of person-team fit,the weaker the influence of playfulness climate on employees’ thriving at work.The results of the study confirm the positive role of playfulness climate at work,not only to improve employees’ innovation performance and contextual performance directly,but also to improve employees’ extra-role performance in both of these roles indirectly by stimulating their thriving at work.The boundary role of person-team fit is also verified,the higher the degree of person-team fit,then the more a playful work climate can stimulate employees’ thriving at work.The results of the study provide guidance and reference for whether companies should create a playfulness climate,and also provide empirical evidence on how to improve employees’ innovative and contextual performance at work.Companies should pay attention to the creation of a playfulness climate,and also need to improve employees’ thriving experience at work,and improve the degree of person-team fit as much as possible,so as to give full play to the positive role of playfulness climate in the organization.