Article
The Effect of Gamification on Employee Boredom and Performance*
Zhuoyi Zhao,
Corresponding Author
Zhuoyi Zhao
Schneider School of Business & Economics, St. Norbert College
Corresponding author.
Search for more papers by this authorZhuoyi Zhao,
Corresponding Author
Zhuoyi Zhao
Schneider School of Business & Economics, St. Norbert College
Corresponding author.
Search for more papers by this authorFirst published: 21 February 2024
*
Accepted by Adam Presslee. This paper is based in part on my dissertation completed at Wilfrid Laurier University, which was supported by the CPA Ontario Centre for Capital Markets and Behavioural Decision Making. I gratefully acknowledge the guidance and advice from my dissertation committee: Leslie Berger (Co-chair), Lan Guo (Co-chair), and Kevin Veenstra. I also received many helpful comments from Joanna Andrejkow, Tim Bauer, Kun Huo, Khim Kelly, Tisha King, Kelsey Matthews, Adam Presslee, Bill Richardson, Alan Webb, Sara Wick, Chris Wong, Michael Wynes, and workshop participants at Wilfrid Laurier University and the 2019 Canadian Academic Accounting Association Conference. I thank Zhe Peng and Sabna Rajput for their excellent help administering the experiment.
ABSTRACT
enThis study investigates the effect of gamification on employee boredom and performance in a repetitive work process. In video games, loot is unpredictable, intermittent rewards used to motivate players to repeat boring actions. In a 2 × 1 laboratory experiment, I examine how gamification, featuring nonmonetary loot point rewards, may impact boredom and performance. I find that individuals have mixed opinions. On the one hand, they recognize the emotional value of gamification and find the repetitive work process more attractive. On the other hand, they experience a violation of fairness even though the point rewards do not impact their monetary payoff. My findings help reconcile the seemingly contradictory predictions from two sets of motivation theories. While some conventional theories (e.g., equity theory, expectancy theory, and agency theory) suggest that unpredictable rewards negatively affect motivation, both the reinforcement theory of motivation and findings from neuroscience research indicate a bright side to those rewards. Due to the countervailing effects, I do not find a significant difference in either boredom or performance between conditions. My results show that when gamifying repetitive work processes with unpredictable rewards such as loot points, managers need to address fairness concerns while maintaining the motivational properties of gamification.
RÉSUMÉ
frEFFET DE LA LUDIFICATION SUR LE SENTIMENT D'ENNUI ET LE RENDEMENT DES EMPLOYÉS
La présente étude se penche sur l'effet de la ludification sur le sentiment d'ennui et le rendement des employés en situation de travail répétitif. Dans les jeux vidéo, les butins sont des récompenses imprévisibles et intermittentes qui servent à motiver les joueurs à accomplir à répétition des tâches ennuyeuses. Dans le cadre d'une expérience de laboratoire 2 × 1, j'examine de quelle façon la ludification, lorsqu'elle s'appuie sur des récompenses non monétaires sous forme de points de butin, peut influencer le sentiment d'ennui et le rendement. J'établis que les gens ont des opinions contradictoires à cet égard. D'une part, ils reconnaissent la valeur affective de la ludification et sont d'avis qu'elle le travail répétitif plus intéressant. D'autre part, ils ressentent un manque d'équité même si les récompenses en points n'ont pas d'incidence sur leurs gains monétaires. Mes observations contribuent à réconcilier les prédictions apparemment contradictoires issues de deux ensembles de théories de la motivation. Tandis que certaines théories conventionnelles (p. ex., théorie de l'équité, théorie des attentes et théorie de la délégation) laissent entendre que des récompenses imprévisibles ont un effet négatif sur la motivation, la théorie du renforcement et les observations issues de la recherche en neurosciences indiquent que ces récompenses ont un aspect positif. En raison des effets compensatoires, je ne constate aucune différence significative en ce qui concerne l'ennui ou le rendement en présence et en l'absence de ludification. Mes résultats montrent que lorsque le travail répétitif fait l'objet d'une ludification assortie de récompenses imprévisibles comme des points de butin, les gestionnaires doivent prendre en compte les préoccupations relatives à l'équité, tout en préservant les propriétés motivationnelles de la ludification.
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