Abstract:

اگرچه دیجیتالی‌شدن امکانات مهمی را به‌ارمغان می‌آورد، پیاده‌سازی فناوری‌های آن در عمل می‌تواند چالش‌برانگیز باشد. یکی از پیشرفت‌های عمده کنونی دراین زمینه کشف پتانسیل بازی‌وارسازی برای توانمندی شرکت‌های دانش‌بنیان است. بر همین اساس، پژوهش حاضر با هدف شناسایی مولفه‌های کیفی اجرای بازی‌وارسازی در محیط‌کاری شرکت‌های دانش‌بنیان انجام گرفته‌ است. این پژوهش دارای رویکرد کیفی است از طریق مصاحبه‌های عمیق نیمه‌ساختارمند به تدوین و اعتباریابی چارچوب مفهومی با روش تحلیل مضمون پرداخته است. جامعه‌ آماری شامل صاحب‌نظران شرکت‌های دانش‌بنیان هستند که از بین آنها ۱۲نفر به روش نمونه‌گیری هدفمند انتخاب و در این مطالعه مشارکت کردند. تعداد نمونه‌ها از قاعده اشباع پیروی می‌کند. یافته‌های پژوهش نشان می‌دهد. مفاهیم در قالب 4 مضمون اصلی شامل فرایند پذیرش با 2 مضمون سازمان‌دهنده، راهبردهای ارتقایی با 4 مضمون سازمان‌دهنده، راهبردهای توسعه و طراحی با 4 مضمون سازمان‌دهنده، بسترهای ارزیابی و اجرایی با 3 مضمون سازمان‌دهنده شناسایی شدند. بازی‌وار‌سازی در واقع امکانات مختلفی را برای افزایش انگیزه کارکنان برای فعالیت‌های دانش‌بنیان فراهم می‌کند. اما برای آشکارکردن پتانسیل خود، به یک محیط مناسب نیاز دارد.

Although digitization brings important possibilities, implementing its technologies in practice can be challenging. One of the current major developments in this field is to discover the potential of gamification for the empowerment of knowledge-based companies. Based on this, the current research was conducted with the aim of identifying the qualitative components of gamification implementation in the working environment of knowledge-based companies. This research has a qualitative approach, through in-depth semi-structured interviews, it has compiled and validated the conceptual framework with thematic analysis method. The statistical population includes experts and experts of knowledge-based companies, among whom 12 people were selected by purposeful sampling and participated in this study. The number of samples follows the rule of saturation. The findings of the research show that concepts were identified in the form of 4 main themes, including the acceptance process with 2 organizing themes, promotion strategies with 4 organizing themes, development and design strategies with 4 organizing themes, evaluation and implementation platforms with 3 organizing themes Gamification actually provides various possibilities to increase the motivation of employees for knowledge-based activities. But to reveal its potential, it needs a suitable environment. Introduction In the last decade, a growing trend towards gamification activities and information systems has been observed to motivate positive behaviors to adapt to users' needs. The growing process of gamification of fields such as education and marketing has become powerful and has opened its way to the environment of companies, especially knowledge-based companies. Therefore, this study examines the impact of gamification on the different roles of employees of knowledge-based companies and their behavioral patterns and "visualizes" different communities that have appeared in a company but have not been noticed before. These observations, in turn, can show the adjustment of the working methods of knowledge-based companies. Research Question(s) How can gamification become an innovation in the knowledge-based field? What consequences will the adopted solutions have for improving the performance of knowledge-based companies? Literature Review Gamification is a way to enhance knowledge management with game design elements to increase user interaction, content creation and satisfaction (Durinik, 2014). Understanding the fundamental characteristics of the impact of gamification on knowledge work may be important for the future development of expert and intelligent systems, which are increasingly used to support knowledge work in a variety of ways. First, embedding gamification in the design of expert and intelligent systems may help to organically implement such a system in work practices, for example by addressing issues of inappropriate use (Spanellis et al, 2020). Secondly, the implementation of expert and intelligent systems can be supported by using gamification, and this potential advantage can be enhanced by knowledge-based workers who are generally accustomed to gamification (Gonzalez et al., 2016). Since in knowledge-based companies, managers are considered as one of the main decision-making factors, having their innovative features and capabilities has an impact on the improvement and success of the knowledge-based company's efficiency. Therefore, it can be said that innovation is considered to be the most key and important factors of companies' profitability (Lopez-Nicilas & Merono-Cerdan, 2011). Methodology This research is based on the purpose of applied research and based on the approach of qualitative research. The statistical population studied in this research is managers, experts and experts of knowledge-based companies. Therefore, the selection of people was made based on the purposeful sampling of 12 people and the respondents are familiar with gamification technology and have records in this field. Sampling adequacy follows the rule of theoretical saturation. Brown and Clark's (2006) 6-step thematic analysis method was used to analyze the interview text. Results Analyzing the research data in three stages of basic themes, organizing themes, and overarching themes finally led to 71 basic themes, 10 organizing themes, and 4 overarching themes, which include all the emerging themes, which are shown in the table below. mentioned. Discussion This research has been conducted with the aim of identifying the components of gamification implementation in the working environment of knowledge-based companies. In this context, it can be stated that knowledge-based companies can, based on the extracted factors, establish the necessary conditions. To accept, promote, design and develop and evaluate and implement their activities based on gamification. Also, according to the factors extracted in this research, using the correct implementation method of gamification in the environment of knowledge-based companies is completely different from other information technology environments. The results showed that design and training are among the most important factors identified in the implementation of gamification in the working environment of knowledge-based companies; Therefore, knowledge-based companies should plan that the systems should have an appropriate training stage for learning, identifying and modifying patterns and act accordingly.

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