摘要
近些年来,游戏化管理的理念和实践逐渐受到人们的重视,并被认为契合了互联网时代组织管理转型的基本方向。国内外的部分企业,也开始了游戏化管理的实践探索。然而,管理学界对于游戏化管理的认识和研究还非常有限。本文将对游戏化管理的基本观点进行梳理,并综合内在动机、自我决定理论、工作特征模型、积极心理学等理论成果,对游戏化管理的理论基础进行探析,由此进一步分析游戏化在人力资源管理中的应用空间。在综合理论分析和实践探索的基础上,本文将对游戏化管理中存在的一些困惑和问题进行反思,从而厘清游戏化管理可能的局限性。
The notion and practices of gamification has received wide attention in recent years. Gamiflcation in management is even viewed as consistent with the direction of management transformation in the new internet-based era. A group of domestic and international companies have already initiated to explore gamification- based management. However, academic research on gamification in management field is still limited. Therefore, the present paper offers a review of gamification, and proposes an integrated theoretical model based on intrinsic motivation, self- determination theory, job characteristics model, positive psychology, and others. In addition, we discuss potential areas of applying gamification in human resource management. Most importantly, combining theoretical and practical analyses, we provide a careful reflection concerning the limitations and boundary conditions of adopting gamification in management.
出处
《中国人力资源开发》
北大核心
2016年第1期6-13,59,共9页
Human Resources Development of China
基金
国家自然科学基金项目(项目号:71462028)的资助
关键词
游戏化
内在动机
自我决定理论
工作特征模型
积极心理学
Gamification
Intrinsic Motivation
Self-determination Theory
JobCharacteristics Model
Positive Psychology
