چکیده:
Abstract :Gamification – defined as taking the game design elements into non-game contexts– is a fruitful and academically rich research area. The acknowledged need to develop methods for enhancements in organizational culture in general, and in corporate entrepreneurship culture in particular, is our incentive to propose a connection between the two fields of study and to use gamification-based approaches to improve corporate entrepreneurship organizational culture. The most important contribution of this paper is to suggest a method to derive gamification-based enhancement approaches and applying it to corporate entrepreneurship culture.
خلاصه ماشینی:
Presenting a gamification-based method to promote organizational entrepreneurship culture Elham Yavari ** Hamidreza Jafarian Abstract: Gamification – defined as the use of game design elements in non-game contexts – is a useful and rich field for scientific research.
The need to provide methods for promoting organizational culture (in general) and organizational entrepreneurship culture (specifically) motivated us to propose a model to connect these two research areas, seeking to use a gamification-centered approach to improve organizational entrepreneurship culture.
The main focus of the discussions in this article is proposing a method for extracting a gamification-based approach and using it to promote organizational entrepreneurship culture.
This article intends to propose the use of gamification as a mechanism for promoting and improving organizational entrepreneurship culture and will offer a conceptual framework for this application.
In this regard, we first briefly review the literature related to gamification and its main components, and then examine the main concepts and original cultural foundations of organizational entrepreneurship.
Verbak and Hunter (2010) propose a hierarchical model in which gamification components are categorized into three groups: dynamics (such as pressure, emotions, narrative, progress, and relationships), mechanics (such as challenge, chance, competition, cooperation, feedback, reward, resource acquisition, transaction, the sense of winning, and turns), and components (points, medals, levels, leaderboards, avatars, engagement and combat, collection, conflict, decoding, and prizes).
Kuratko (2009) presents senior management support, autonomy or discretion in work, rewards and coercion, use of time, open organizational boundaries, reinforcement, value creation, and attention to detail as a list of the most important cultural components for promoting organizational entrepreneurship.
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