Purpose

The purpose of this paper is to analyze how the application of gamification promotes employee motivation and engagement in the workplace. This study sought to identify gamification characteristics, examine motivation and engage at work to relate them to different game designs.

Design/methodology/approach

A qualitative exploratory study of multiple cases involving four companies located in Brazil’s southern region. These companies use gamification with their employees or companies whose business offers gamification solutions focused on people management.

Findings

This multiple case study presented aspects and different approaches to gamification and serious games. Of the four case studies, the Bravi Quiz application was the most satisfactory case because of its attractive design.

Research limitations/implications

The research instruments prioritized the topic of gamification with its tools and applicability. The themes of motivation and engagement at work have been addressed but need further research.

Practical implications

The planning and application of gamification with the appropriate score, feedback and rewards are necessary to promote motivation and engagement in the workplace. Gamification must be linked to its systems and processes on its excellent progress because it is taken in isolation; it does not increase engagement and motivation.

Originality/value

This is one of the few studies dealing with gamification in human resource management by involving developers/instructors, managers and employees/users and different companies’ tools. This study served as a comparison between the tools of gamification and serious games.

中文翻译：

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工作中的游戏化、动机和参与：一个定性的多案例研究

目的

本文的目的是分析游戏化的应用如何促进员工在工作场所的积极性和参与度。本研究旨在确定游戏化特征、检查动机并参与工作以将它们与不同的游戏设计联系起来。

设计/方法/方法

对涉及位于巴西南部地区的四家公司的多个案例的定性探索性研究。这些公司与其员工或业务提供专注于人员管理的游戏化解决方案的公司一起使用游戏化。

发现

这个多案例研究展示了游戏化和严肃游戏的各个方面和不同的方法。在四个案例研究中，Bravi Quiz 应用程序是最令人满意的案例，因为它具有吸引力的设计。

研究限制/影响

研究工具优先考虑游戏化主题及其工具和适用性。工作中的动机和参与的主题已经得到解决，但需要进一步研究。

实际影响

游戏化的规划和应用以及适当的分数、反馈和奖励对于促进工作场所的积极性和参与度是必要的。游戏化必须与它的系统和流程联系起来才能取得出色的进展，因为它是孤立的；它不会增加参与度和动力。

原创性/价值

这是为数不多的涉及开发人员/讲师、经理和员工/用户以及不同公司工具的人力资源管理游戏化研究之一。这项研究作为游戏化工具和严肃游戏工具之间的比较。