Enterprise gamification systems and employment legislation: a systematic literature review
Enterprise gamification systems and employment legislation: a systematic literature review
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企业游戏化系统与就业立法：系统文献综述
DOI：
10.3127/ajis.v23i0.2037
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发表时间：
2019
期刊：
影响因子：
--
通讯作者：
Torsten Reiners
中科院分区：
文献类型：
--
作者：
Sean Hinton;Lincoln C. Wood;Harminder Singh;Torsten Reiners
最近员工激励系统的一项创新是引入“游戏化”，它是指利用游戏设计机制和原则来影响行为，以提高员工的积极性和参与度。企业游戏化系统加剧了雇主和雇员之间的信息可用性差异，而被迫采用此类系统的雇员可能会面临压力，从而恶化工作场所的雇佣关系。因此，本研究探讨了游戏化员工激励系统的潜在法律影响。本研究对企业游戏化进行了系统审查，然后利用主题分析和立法审查来检验工作场所的游戏化是否符合雇主在新西兰背景下的“诚信义务”的法律义务。我们发现，精心设计的企业游戏化系统应该为员工提供足够的信息和清晰度，并支持积极的雇佣关系。企业游戏化系统的部署应仔细规划，并听取员工的咨询和反馈，以支持企业游戏化系统的引入。未来的研究应该超越“诚信”义务，并研究游戏化系统与个人申诉法律之间的关系。
A recent innovation in employee motivation systems is the introduction of ‘gamification’, which refers to the use of game design mechanics and principles to influence behaviour to enhance staff motivation and engagement. Enterprise gamification systems aggravate the differences in information availability between employers and employees, and employees who may be forced to adopt such systems may be placed under stress, worsening employment relationships in the workplace. Therefore, this research examines the potential legal implications of gamified employee motivation systems. This study undertook a systematic review of enterprise gamification and then used thematic analysis coupled with a review of legislation to examine whether gamification in workplaces meets the legal obligations of employers under their ‘duty of good faith’ in the New Zealand context. We find that carefully designed enterprise gamification systems should provide sufficient information and clarity for employees and support positive employment relationships. Deployments of enterprise gamification systems should be carefully planned with employee consultation and feedback supporting the introduction of an enterprise gamification system. Future research should look beyond the ‘good faith’ obligation and examine the relationship between gamification systems and the law on personal grievances.
影响因子：
16.4
作者：
Ryan, RM;Deci, EL
通讯作者：
Deci, EL