Manish Gupta, Abhishek Behl and YLN Kumar
Gamification, the use of game elements and techniques in the non-game contexts, is gaining popularity among human resources (HR) in an online mode. This paper intertwines the flow…
Abstract
Purpose
Gamification, the use of game elements and techniques in the non-game contexts, is gaining popularity among human resources (HR) in an online mode. This paper intertwines the flow and engagement theories to know the challenges faced by companies in India in implementing gamification in their various HR practices to engage their employees.
Design/methodology/approach
Semi-structured interviews of only the information-rich cases including game designers and HR practitioners were conducted using snowball sampling technique. The interviews were transcribed and were analysed using thematic analysis.
Findings
Three reviewed themes emerged from the data labelled as organization-, employee- and job-specific factors. Separate thematic maps drawn for each of the reviewed themes give particulars pertaining to the issues highlighted by the game designers and the HR practitioners in gamification.
Practical implications
The results of the study are expected to help the organizations make an informed decision about whether they should go ahead with risking their resources as they expect improved engagement levels at work.
Originality/value
The findings contribute to the online engagement literature by exploring its antecedents in the context of gamification of HR practices for higher engagement at work.
Details
Keywords
– The purpose of this paper is to examine the mediating role of trust in the relationship of justice and employee engagement (EE) in Indian B-schools.
Abstract
Purpose
The purpose of this paper is to examine the mediating role of trust in the relationship of justice and employee engagement (EE) in Indian B-schools.
Design/methodology/approach
Multiple regression was carried out on the responses obtained from 320 academics working in different Indian B-schools.
Findings
The results showed that vertical trust (VT) partially mediates the procedural justice (PJ) and the EE relationship. Distributive justice, PJ, VT and EE were found to be significantly correlated with each other.
Research limitations/implications
A very important implication from the findings is that the research will help the Indian B-schools engage their employees in a better manner and face the challenging environment. Future research can be carried out on finding the mediating effects of leader member exchange on VT-EE relationships with other levels of higher education.
Originality/value
The current study empirically proved that a good level of PJ leads to a high level of VT and which ultimately results in engaged academics in Indian B-schools.