Serious Leisure as HRD Interventions

Authors

ผศ.ดร.ดาวิษา ศรีธัญรัตน์, น.ส.อัสมา เต๊ะหมาน, น.ส.วนิดา ทองธีระ, น.ส.ธวัลพร มะรินทร์

Published

University Forum for Human Resource Development 20th International Conference on Human Resource Development Research and Practice across Europe ‘From Robin Hood to the digital era: HRD as a driver for future creativity, innovation and change’.

Abstract

Leisure and work are often thought of as independent parts of life. While leisure has the potential of contributing to HRD and vice versa, it has received limited attention in HRD. Therefore, in this study, we used an integrative literature review to explore how leisure can contribute to HRD and become an HRD intervention. To search the literature, we used keywords relating to leisure, work, and HRD. One among several leisure types found was serious leisure. Serious leisure requires engagement in the activity with a sense of self-development. The results from serious leisure could include knowledge and skill development, which might not be related directly to short-term work performance improvement. Despite this, it allows for intrinsically sustainable self-development. Such self-development can yield positive results in every element of life, including work. To facilitate serious leisure as an HRD intervention, practitioners and policymakers need to eliminate leisure constraints.

(2562). The Impact of 21st Century Skills on The Life Satisfactions of The General Public (ผลกระทบของทักษะในศตวรรษที่ 21 ต่อความพอใจในชีวิตของประชาชนทั่วไป). Journal of Applied Economic Sciences, 00(7(61)), 2064-2075.