Testing Competing Models of the Leisure Constraint Negotiation Process in a Corporate Employee Recreation Setting

Abstract

Four models of leisure constraint negotiation (independence, buffer, mitigation, reduction) based on competing views of how constraint, negotiation, and motivation are interconnected and influence participation were tested using regression and structural equation modeling procedures. Full-time employees ( N = 186, X age = 36.7 years, 64.5 percent females) of four companies with similar work site recreation services completed a survey measuring participation in work site physical recreation activities, constraint on participation, negotiation resources, and motivation to participate. Strong support was found for the constraint - effects - mitigation model. Though constraints decreased the level of participation, they also triggered greater use of negotiation resources, which counteracted their negative effects. Stronger health and enjoyment motives also resulted in employees increasing negotiation efforts. The results support several of the constraint negotiation propositions developed by Jackson, Crawford, and Godbey (1993) and a theoretical model that clarifies the role of motivation and distinguishes between the negotiatory and facilitatory functions of negotiation resources.

Keywords:

• Employee Recreation
• Leisure And Constraint
• Motivation
• Negotiation
• Participation