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论文编号：	9293
作者编号：	2120152515
上传时间：	2017/6/19 18:40:47
中文题目：	工作游戏化对心流和员工创新行为的影响研究
英文题目：	Research on Work Gamification and Flow,Employees’ Innovation Behavior
指导老师：	刘俊振
中文关键字：	工作游戏化；心流；员工创新行为
英文关键字：	Work Gamficaiton; Flow; Employees’ Innovation Behavior
中文摘要：	对于“游戏”的概念我们并不陌生，伴随着电子游戏成长起来的新生代员工更是沉浸其中，无法自拔，对比来看他们在日常工作中就有些三心二意了。如果根据游戏的结构形式来创造现实中的工作，是否能给员工带来更多的幸福，让员工表现出更多有益组织的行为。在这一契机下，本文关注的主题是工作游戏化，即针对工作本身的任务和职责引入游戏机制和游戏元素，使员工获得游戏一般的体验，同时也关注当企业引入工作游戏化机制后，是否会对员工的心理状态“心流”及“员工创新行为”带来影响。目前，对于工作游戏化的研究多集中在概念的界定以及是否有效方面，缺乏对其特征的概括以及与结果变量关系的梳理，本研究具有探索性意义。 本文采用质性研究的方式，在整理文献和预调查的基础上，对于工作游戏化的特征进行梳理，共总结出六个特征，并建立了工作游戏化与心流、员工创新行为之间的概念模型，选择互联网及游戏相关行业的新生代员工作为研究对象，采用半结构化访谈和开放式问卷的方法进行资料收集，以对模型进行修正。 研究结果发现：（1）工作游戏化包括五个特征，分别是挑战升级、实时反馈、展示、自由加入/退出以及成就奖牌；（2）工作游戏化特征中的挑战升级、实时反馈、展示以及成就奖牌对心流的沉浸、愉快感、内在动机有影响，自由加入/退出对心流无影响；（3）工作游戏化特征中的挑战升级、实时反馈、展示以及成就奖牌对员工创新行为的想法产生、建立联盟、想法实施有影响，自由加入/退出对员工创新行为无影响；（4）心流维度中的沉浸与内在动机对员工创新行为的想法产生、建立联盟、想法实施有影响；（5）工作游戏化特征中的挑战升级、实时反馈、展示以及成就奖牌可能会通过心流维度中沉浸与内在动机的中介作用进而影响员工创新行为的想法产生、建立联盟与想法实施。 针对上述研究结果，本文从工作游戏化的推广、注意问题以及管理心流与员工创新行为三个方面提出建议，希望可以为企业的工作设计提供一些思路。
英文摘要：	We are familiar with the concept of Game, the new generations who grow up with electronic games are so addicted to it and compared to this, their behaviors in daily work seems to be of two minds. If we create work according to games’ structure, maybe it will bring employees more happiness and make their performance more beneficial to organisations. In this opportunity, this paper focus on the theme of “work gamification”, in other words, it means bring game mechanics and game elements to the work itself, and provide experience like games for employees. At the same time, the author also focus on that if the work gamification will bring flow experience and innovation behaviors for employees. Currently, the research on work gamfication centred on the definition and its validity, research on characteristics of work gamification and its outcome variables is absent. The research is of exploratory significance. This paper uses the method of qualitative research, based on literature and pre-survey, summarized that work gamification consist of six characteristics and the author formed a conceptual model between work gamification, flow and employees’ innovation behaviors. In the study, the author selected new generations from the Internet and Game Indusrty as research objects, using semi-structured interviews and open questionnaires to collect data, in order to modify the model. The results showed that：Firstly, work gamficaiton consists of five characteristics: challenge and upgrade, real-time feedback, display, free to join in / out and achievement medal. Secondly, challenge and upgrade, real-time feedback, display and achievement medal have effect on absorption, enjoyment and intrinsic motivation of flow, free to join in / out have no effect on flow; Thirdly, challenge and upgrade, real-time feedback, display and achievement medal have effect on idea generation, alliance and idea implement of employees’ innovation behavior. Fourly, absorption and intrinsic motivation of flow have effect on idea generation, alliance and idea implement of employees’ innovation behavior. Finally, challenge and upgrade, real-time feedback, display and achievement medal may have effect on idea generation, alliance and idea implement of employees’ innovation behavior through the mediation of absorption and intrinsic motivation of flow. In view of the above research results, the study gives suggestions on the implement of work gamification and managing flow and employees’ innovation behavior, in order to provide some advice on job design for enterprise.
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