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5481电子游戏具有较强的激励作用和享乐体验效果，在吸引个体参与方面具有明显的优势，受其启发，游戏化应用近年来在实践中得到了较大的发展。本文关注的企业内部游戏化应用是其中一个较新的领域，主要涉及游戏元素在工作任务设计、绩效考核、职业生涯管理等员工激励管理中的应用。文章以情境观思想为理论基础，认为在企业激励体系中植入积分、排行榜、虚拟角色、内容解锁、组队竞赛等游戏元素有助于员工在工作过程中发现工作意义和乐趣、增强与他人的互联感，并因此获得一种超越性的积极心理体验，即获得“精神性”的提升，进而通过工作场所精神性的中介作用增加工作中的主动行为。文章通过实证检验发现，成就类、沉浸类和社交类这三类典型的游戏元素在促进员工的主动行为方面并非都有效，而且对于在游戏行为模式中具有不同程度的“竞争导向”和“他人导向”的个体来说，不同类型游戏元素的激励效果也存在差异。游戏化激励工具可以通过重塑员工的职场体验来改造员工的行为模式，特别是随着新生的“玩家一代”逐渐成为职场主力，企业内部游戏化应用有着很好的发展前景。本文的研究为企业更合理地进行游戏化应用提供了启示。
游戏化能够激发员工的主动行为吗？
摘要
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引用本文
陈园园, 高良谋. 游戏化能够激发员工的主动行为吗？[J]. 外国经济与管理, 2021, 43(9): 133-152.
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