隨著競爭激烈的社會環境以及日趨複雜的全球化趨勢與挑戰下，壓抑了人類與生俱來的玩興較容易擁有較多的負面情緒，如何透過玩興以及正向情緒，使得員工強化勁爭力並維持續航力，提高對於工作的投入參與程度。
本研究主要探討正向情感對個人玩興、組織玩興氣氛與工作投入之干擾效果，係以問卷作為實證研究資料蒐集之工具，研究對象為台灣各產業之一般在職員工，總共發出450份問卷，有效回收問卷375份，透過階層迴歸分析驗證假設，研究結果顯示如下：(1) 個人玩興與工作投入有正向關聯；(2) 組織玩興氣氛與工作投入有正向關聯；(3) 正向情感對個人玩興與工作投入之間的關係具有干擾效果；(4) 正向情感對組織玩興氣氛與工作投入之間的關係具有干擾效果。
本研究發現當人們擁有正向情感時，不論是具有玩興特質的人或處於具有玩興氣氛的環境中將有助於提升工作投入的參與程度。

Nowadays, when facing the increasingly competitive environment and complex challenges of globalization, humans have been suppressed of their innate Playfulness and thus possess more stress and Negative Affectivity. We would like to explore on how to strengthen employee’s vigor and competitiveness and maintain their patience and endurance through promoting playfulness and Positive Affectivity which will finally enhance employees’ engagement in their work.
The purpose of this study is to investigate the moderating effect of Positive Affectivity on the relationship between Playfulness, Organizational Playfulness Climate and Job Engagement. This study adapted questionnaire subjects were the general employees of each industry in Taiwan. A total of 450 employees were surveyed and 375 of questionnaires were returned and validated. Hypotheses were tested by Hierarchical Regression analysis. The results of the study are as follows: (1) Playfulness is positively related to Job Engagement; (2) Organizational Playfulness Climate is positively related to Job Engagement; (3) the relationship between Playfulness and Job Engagement were moderated by Positive Affectivity; (4) the relationship between Organizational Playfulness Climate and Job Engagement were moderated by Positive Affectivity.
This study discovered that the Positive Affectivity generated by both people with a playful personality and people who are exposed to a playful working climate will help to improve Job Engagement.

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