Brett Abarbanel, Tiange Xu, Shane W. Kraus, H. Gray, Eric R. Louderback, Debi A. LaPlante, Bo Bernhard
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引用次数: 0
摘要
本研究介绍了纵向项目的第三波数据收集结果,该项目调查了美高梅国际度假村(MGM)的RG计划GameSense的实施情况,以及赌场员工如何看待负责任赌博(RG)的努力。调查数据在三个时间段-第一年(基线,N = 2,192),第二年(一年随访,N = 852)和第三年(两年随访,N = 1,114) -测量了米高梅员工(1)对RG计划有效性的看法,(2)赌博误解,(3)感知公司支持。我们对第3年的数据进行了单向MANCOVA,以博彩业任期为协变量,并进行了双向MANCOVA,以检查就业部门和时间段的相互作用和主要影响。在第三年,Front of House Casino的员工比他们的同事更有可能认为RG项目是有效的,这表明他们可以在完善内部项目内容和交付方面发挥重要作用。在调查年复一年的变化时,感知到的项目有效性和感知到的公司支持在第三年都低于第一年和第二年。GameSense旨在成为公司文化的一部分,每年的调查结果的波动表明,RG文化的改变应该被视为一个长期目标,而不一定是在最初的项目启动后立即实现。
Association between casino resort employee department and responsible gambling program perceptions: a three-year follow-up study
ABSTRACT This study presents results from a third wave of data collection of a longitudinal project investigating implementation of an RG program, GameSense, at MGM Resorts International (MGM), and how casino employees perceive responsible gambling (RG) efforts. Survey data at three time periods – Year 1 (baseline, N = 2,192), Year 2 (one-year follow-up, N = 852) and Year 3 (two-year follow-up, N = 1,114) – measured MGM employees’ (1) perceptions of RG program effectiveness, (2) gambling misconceptions, and (3) perceived company support. We conducted a one-way MANCOVA on Year 3 data, with gambling industry tenure as the covariate, and a two-way MANCOVA to examine the interaction and main effects of department of employment and time period. In Year 3, Front of House Casino employees were more likely than their colleagues to perceive RG programs as effective, suggesting they can play a valuable role in refining internal program content and delivery. In investigating year-over-year changes, both perceived program effectiveness and perceived company support were lower in Year 3 than in Years 1 and 2. GameSense is designed to be part of company culture, and fluctuations in year-over-year findings suggest RG cultural change should be viewed as a long-term goal, not necessarily achieved immediately after initial program launch.