How gamification motivates: An experimental study of the effects of specific game design elements on psychological need satisfaction

Sailer, Michael; Hense, Jan; Mayr, Sarah Katharina; Mandl, Heinz

doi:10.1016/j.chb.2016.12.033

Cited by 1,232 publications

(1,138 citation statements)

References 38 publications

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“…The existing research on gamification has shown its positive effects in several fields, such as education (Hanus & Fox, 2015), human-computer interaction (Sailer et al, 2017), healthcare (Cugelman, 2013) and the reduction of domestic energy use (Johnson, Horton, Mulcahy, & Foth, 2017). Indeed, several studies have reported that gamified elements can create engagement and flow among individuals, which indicates that flow theory provides theoretical support of the use of gamification principles in the organizational context (Hamari, 2017;Hamari et al, 2014).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The effects of a gamified human resource management system on job satisfaction and engagement

Silic

Marzi

Caputo

et al. 2020

Human Res Mgmt Journal

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The pressures associated with the speed of competition, including the digitalization of workspaces, are increasing the need for modern organizations to drive employee satisfaction and engagement. Integrating gamification into the workplace has been identified as a possible strategy to promote employee participation, engagement and loyalty. Gamification is defined as the application of game design elements in a non‐game context, which, in this case, is the workplace. This article presents a 12‐month longitudinal study designed to investigate the role of gamification in fostering job satisfaction and engagement. The findings from a sample of 398 employees, including both treatment and control groups from a large multinational company that introduced a gamified human resource management (HRM) system, revealed the effects of certain gamification experiential outcomes related to driving employee satisfaction and engagement at work. Overall, our study highlights the possibilities of employing gamified HRM systems to influence employee attitudes and behavior at work.

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Section: Theoretical Backgroundmentioning

confidence: 99%

The effects of a gamified human resource management system on job satisfaction and engagement

Silic

Marzi

Caputo

et al. 2020

Human Res Mgmt Journal

View full text Add to dashboard Cite

show abstract

“…By approaching work as a game in which they try to reach self-set targets, workers may experience more volition and autonomy, whereas meeting those targets may satisfy their need for competence (Deci and Ryan 2000). Moreover, by engaging in playful and fun interactions with colleagues, playful work design may also fulfill the need for relatedness (Robert and Wilbanks 2012;Sailer et al 2017). …”

Section: Playful Work Designmentioning

confidence: 99%

Flow at Work: a Self-Determination Perspective

2017

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Flow at work refers to a short-term peak experience that is characterized by absorption, work enjoyment, and intrinsic work motivation, and is positively related to various indicators of job performance. In an organizational context, research has predominantly focused on situational predictors of flow -including challenge job demands and resources. In this article, we propose that workers may also proactively create their own optimal experiences. We use self-determination theory to argue that all human beings have basic needs for autonomy, competence, and relatedness, as well as an inherent tendency towards proactivity and growth. We propose that workers may use four self-determination strategies to satisfy their basic needs, facilitate flow experiences, and, in turn, increase their job performance: self-leadership, job crafting, designing work to be playful, and strengths use. Furthermore, we argue that factors within the organizational context -such as human resource practices and leadership, as well as personal resources -such as self-efficacy and optimism, moderate the effectiveness of these strategies. Implications for theory, research, and practice are discussed.

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“…First, it was clear that the gamification features included in the app were appealing to the users, which was expected based on the review of literature on gamification [30,31]. Users often checked the gamification pages and navigated smoothly from one to another which could be derived from the transition probabilities calculated in the Markov Chain analysis.…”

Section: Principal Resultsmentioning

confidence: 99%

Data Mining in the Development of Mobile Health Apps: Assessing In-App Navigation Through Markov Chain Analysis (Preprint)

Stragier¹,

Vandewiele²,

Coppens³

et al. 2018

Preprint

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How gamification motivates: An experimental study of the effects of specific game design elements on psychological need satisfaction

Cited by 1,232 publications

References 38 publications

The effects of a gamified human resource management system on job satisfaction and engagement

The effects of a gamified human resource management system on job satisfaction and engagement

Flow at Work: a Self-Determination Perspective

Data Mining in the Development of Mobile Health Apps: Assessing In-App Navigation Through Markov Chain Analysis (Preprint)

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