有激励性工作游戏化设计对员工工作绩效的影响——以员工自我效能感为中介变量

Incentive work gamification design on employees’ work performance: taking employee self-efficacy as the mediating variable

由于技术的不断成熟与人们观念的转变,工作游戏化进入了企业管理的视角。通过问卷调查的方式,对新一代员工进行实证研究,检验了工作游戏化与工作绩效的关系,以及员工自我效能感在其中的中介作用。研究结果表明:工作游戏化对员工自我效能感和工作绩效(包括任务绩效与关系绩效)均存在显著正相关关系,并且员工自我效能感在工作游戏化与工作绩效(包括任务绩效与关系绩效)的影响中起部分中介作用。通过此研究,启示管理者应对工作进行游戏化的再设计,以及采取相应措施来提升员工的自我效能感,从而有效地改善工作绩效。

Due to the constant maturity of technology and the change of people s ideas,work gamification has entered the perspective of enterprise management.It conducts an empirical study on the new generation of employees by means of questionnaire survey,testing the relationship between work gamification and work performance,as well as the mediating role of employees self-efficacy.The results show that there is a significant positive correlation between work gamification and employee self-efficacy including task performance and relationship performance,and employee self-efficacy plays a partial mediating role in the influence of work gamification and work performance including task performance and relationship performance.Through the research,it is inspired that managers should redesign the gamification of work and take corresponding measures to improve the self-efficacy of employees,so as to effectively improve work performance.