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This study aims to assess the sources of COVID-19 information respondents relied for COVID-19 pandemic information access and use, forms of misinformation and their influence on COVID-19 vaccine uptake hesitancy among frontline workers.

A Google Form developed questionnaire, distributed conveniently through link shared through WhatsApp groups was used to collect data from frontline workers from Dar es Salaam and Dodoma cities. Analysis was done using a binary regression analysis.

It was found that it was not the source that mattered for one to be hesitancy or not on COVID-19 vaccination, but the extent to which the information the source channels was manipulated or false.

Relying only Google Form questionnaire sent through a link on WhatsApp may have compromised the quality of information gathered and the quality of conclusion. Another study may have conducted through researcher administered questionnaire to a bigger sample to increase conclusion reliability and validity.

This study urges that to increase the COVID-19 vaccine uptake, it is important to ensure that the quality of information from the revealed dependable sources is checked to avoid possible consequential disquiet resulting from misinformation.

As the world is striving toward combating the COVID-19 or at least lessening its effects, this paper is of its own kind, using the theory of informative fictions to guide the assessment of the sources of information and the extent to which they influence misinformation on COVID-19 vaccine uptake hesitancy.

The purpose of this study is to draw on positive psychology literature and the affective spillover theory to gain a comprehensive understanding of the effects of perceived workplace fun (WF) on hospitality employees’ behaviors in and out of work.

Multirater data were collected via surveys from 247 hospitality employees and their direct supervisors and spouses. Data were analyzed using the AMOS and Macro processes in SPSS.

The results revealed that employees’ positive affect at work mediates the relationship between perceived WF and both employees’ organizational citizenship behaviors (OCBs) and family-related social behaviors (i.e. engagement in social activities outside work with their spouses). Personal attitudes toward fun at work moderate the indirect association between perceived WF and the study outcomes (OCBs and family-related social behaviors).

By fostering a workplace environment that prioritizes the perception of enjoyment, organizations can effectively stimulate greater employee engagement in OCBs and promote positive social interactions beyond the workplace. It underscores the significance of an enjoyable environment that benefits employees, organizations and society.

This study extends the existing research on the relationship between WF and employees’ behaviors in and out of work and provides new insights into the underlying mechanisms that influence this relationship.