A Framework for creating gamified on-the-job training
Zhigulina, Julia (2020)
Åbo Akademi
2020
Julkaisu on tekijänoikeussäännösten alainen. Teosta voi lukea ja tulostaa henkilökohtaista käyttöä varten. Käyttö kaupallisiin tarkoituksiin on kielletty.
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi-fe2020060140015
https://urn.fi/URN:NBN:fi-fe2020060140015
Tiivistelmä
The main purpose of this thesis is to review how gamification could be
integrated together with corresponding motivational theories in on-the-job training in order to increase employees’ motivation in the training process for increased expected
learning outcomes. This study presents the framework for creating on-the-job training
while emphasising the importance of flow experience as a design principle, various
user types and corresponding motivational theories by applying several game
mechanics. The choice for this topic is due to the lack of academic literature on
gamification in the working context especially in on-the-job training, while the necessity of improvement of user’s motivation in participation in such training is
already well established. Among baseline theorises applied for the framework are: the
flow theory, FODEM and experiential gaming model, they were combined with
various motivational theories, description of game mechanics and studies on user’s
types. Taking into account the blurry boundaries of the framework intersections,
including business return on investments, user experience design, behavioural science,
the best way to evaluate an artefact was to apply the method «Demonstration of the use
of the artefact with one or several real examples», which assesses two criteria - goal
and efficacy by absolute relativeness of evaluation in the form of analysis and logical
reasoning. In this thesis, we created the baseline for a new onboarding on-the-job
training following four fundamental steps of the framework for a specified narrowed
list of employees, establishing the list of user experience characteristics to be
transferred to the user interface designers and programmers. To evaluate the
framework model from the user’s perspective, we conducted a series of interviews, all
results were recorded, summarised and analysed for any similarities and shared ideas.
Details about the framework and different evaluations are reported in this paper.
integrated together with corresponding motivational theories in on-the-job training in order to increase employees’ motivation in the training process for increased expected
learning outcomes. This study presents the framework for creating on-the-job training
while emphasising the importance of flow experience as a design principle, various
user types and corresponding motivational theories by applying several game
mechanics. The choice for this topic is due to the lack of academic literature on
gamification in the working context especially in on-the-job training, while the necessity of improvement of user’s motivation in participation in such training is
already well established. Among baseline theorises applied for the framework are: the
flow theory, FODEM and experiential gaming model, they were combined with
various motivational theories, description of game mechanics and studies on user’s
types. Taking into account the blurry boundaries of the framework intersections,
including business return on investments, user experience design, behavioural science,
the best way to evaluate an artefact was to apply the method «Demonstration of the use
of the artefact with one or several real examples», which assesses two criteria - goal
and efficacy by absolute relativeness of evaluation in the form of analysis and logical
reasoning. In this thesis, we created the baseline for a new onboarding on-the-job
training following four fundamental steps of the framework for a specified narrowed
list of employees, establishing the list of user experience characteristics to be
transferred to the user interface designers and programmers. To evaluate the
framework model from the user’s perspective, we conducted a series of interviews, all
results were recorded, summarised and analysed for any similarities and shared ideas.
Details about the framework and different evaluations are reported in this paper.