Document Type : Original Article
Authors
1
Assistant Professor of Public Management, Payame Noor University, Tehran, Iran
2
Assistant Professor of Sport Management, Payame Noor University, Tehran, Iran
3
Master of Public Management Department, Payame Noor University, Tehran, Iran
10.22098/cpa.2023.13667.1014
Abstract
The purpose of this research is the role of gamification in order to increase the self-leadership of employees and self-adaptation in the workplace. The current research is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of this research includes 130 employees of the Sports and Youth Department of Yazd province. Using Morgan's table formula, 97 people were selected as samples for the first half of 1402. The data collection tool is the provincial questionnaires that exist in this field. Validity (convergent and divergent) and reliability (factor loading, composite reliability coefficient, Cronbach's alpha coefficient) of the questionnaires indicate that the measurement tools have good validity and reliability. The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) showed that gamification has a strong, direct and significant effect on employees' self-leadership and self-adjustment in the workplace, respectively. and has a weak, direct and indirect, and significant effect, employee self-leadership has a moderate, direct, and significant effect on self-adjustment in the workplace. Finally, employee self-leadership can play a mediating role in influencing gamification on Self-adaptation in the workplace. With the design model, it can be expected that the mentioned device can pay attention to the role of gamification in order to increase self-adaptation in the workplace, and if it wants to show more effectiveness of gamification, it should take advantage of the variable of self-leadership of employees in this field.
Keywords
)