Gamification for HRD: Systematic Review and Future Research Directions

IF 4.6 3区管理学 Q1 MANAGEMENT

Human Resource Development Review Pub Date : 2022-04-07 DOI:10.1177/15344843221074859

N. Thomas, Rupashree Baral, Oliver S. Crocco

引用次数: 10

Abstract

Gamification integrates game components into contexts such as workplace learning and performance. A decade of research has shown that gamification is prevalent in various settings such as education, healthcare, and business. Recently, gamification has been applied and studied in interventions and contexts related to the field of human resource development (HRD). Given the emerging use of gamification in HRD, this paper undertakes a systematic literature review (SLR) to synthesize existing research on gamification in HRD. This paper identifies four areas where gamification has been studied in HRD: employee learning, task performance, employee wellness, and rising contexts. In addition, this SLR collects and organizes a series of future research directions and offers a set of potential research questions. These future research directions center around four areas of gamification for HRD: designing gamification, influencing factors, experiential outcomes, and sustaining gamification. Implications for HRD practice and research, as well as limitations, are discussed.

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HRD游戏化：系统综述与未来研究方向

游戏化将游戏组件集成到工作场所学习和表现等环境中。十年的研究表明，游戏化在教育、医疗保健和商业等各种环境中普遍存在。最近，游戏化在人力资源开发领域的干预措施和背景中得到了应用和研究。鉴于游戏化在人力资源开发中的新兴应用，本文进行了系统的文献综述（SLR），以综合现有的人力资源开发游戏化研究。本文确定了在人力资源开发中研究游戏化的四个领域：员工学习、任务表现、员工健康和成长环境。此外，该SLR收集并组织了一系列未来的研究方向，并提出了一系列潜在的研究问题。这些未来的研究方向围绕着HRD游戏化的四个领域：设计游戏化、影响因素、体验结果和持续游戏化。讨论了人力资源开发实践和研究的意义以及局限性。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Development Review MANAGEMENT-

CiteScore

9.60

自引率

17.20%

发文量

期刊介绍： As described elsewhere, Human Resource Development Review is a theory development journal for scholars of human resource development and related disciplines. Human Resource Development Review publishes articles that make theoretical contributions on theory development, foundations of HRD, theory building methods, and integrative reviews of the relevant literature. Papers whose central focus is empirical findings, including empirical method and design are not considered for publication in Human Resource Development Review. This journal encourages submissions that provide new theoretical insights to advance our understanding of human resource development and related disciplines. Such papers may include syntheses of existing bodies of theory, new substantive theories, exploratory conceptual models, taxonomies and typology developed as foundations for theory, treatises in formal theory construction, papers on the history of theory, critique of theory that includes alternative research propositions, metatheory, and integrative literature reviews with strong theoretical implications. Papers addressing foundations of HRD might address philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations. Human Resource Development Review takes a multi-paradigm view of theory building so submissions from different paradigms are encouraged.