摘要
随着电子游戏与网络游戏的普及,游戏化管理的理论呈现出缓慢发展的态势。内在动力理论认为借鉴电子游戏框架解决企业非游戏问题,有利于将员工工作动机从获取经济利益驱动向个人成就与社交满足转变,激励机制由外在向内在发生作用,有利于包括企业创新在内的业绩增长。然而,现有游戏化管理的理论研究仍然处在起步阶段。从理论上没有有效地将游戏化管理中的个人与其社交网络相联系,特别是忽略了在员工获取游戏化管理积分进程中实现的个人网络中心性的转变和社会嵌入的发生。在实证研究中,尚没有对游戏化管理、个人网络、企业创新相关问题的数据和实证支持。本文利用企业游戏化管理实践所获得的创新绩效数据,结合内在动力和社会嵌入理论,分析了游戏化管理由内在动力到网络中心性再到企业创新业绩的影响机制,并且对企业提出了相关的战略建议。
As video game and internet game being more and more popular, more and more scholars are focusing the theories about gamification. The theory of intrinsic motivation argues that introduces a game like framework or system in non-game issues in companies＇ operation, will rise innovation performance of companies by turning outside material motivation to employee＇ s inside motivation and satisfying his personal achievement needs. However, the research of gamification is still in the beginning stage. There is no theory in this field combining employee＇ s personal behavior and his network efficiently, especially ignoring the relationship between procedure of gamification and employees＇ network centrality, neither has a reliable empirical research about gamLfication, network centrality and innovation performance. Hence, by introducing data from gamification project from a IT company, we finish a empirical research about gamification, network centrality and innovation performance, and make theoretical contribution by combining intrinsic motivation and social embedded theories, and gave several Management implications for strategic decision.
出处
《中国人力资源开发》
北大核心
2016年第1期23-29,共7页
Human Resources Development of China
关键词
游戏化管理
内在动力
网络中心性创新业绩
Gamification
Intrinsic Motivation
Network Centrality
InnovationPerformance
