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Oyunlaştırmanın Davranış Psikolojisi ve İnsan Kaynakları Uygulamaları Çerçevesinde İncelenmesi

Year 2022, Volume 9, Issue 2, 423 - 442, 30.10.2022
https://doi.org/10.17336/igusbd.847437

Abstract

Araştırmanın amacı insan kaynakları ilgililerinin, oyunlaştırmanın kullanımı ve oyunlaştırmanın davranış psikolojisi üzerindeki etkilerine yönelik görüşlerini incelemektir. Araştırmada oyunlaştırma ve oyunlaştırmanın davranış psikolojisi üzerindeki etkileşimi insan kaynakları alanındaki uygulamalar açısından ele alınmıştır. Nitel araştırma yaklaşımı doğrultusunda tasarlanan bu araştırmada içerik analizi yapılmıştır. Verilerin analizinde nitel veri analiz programı olan MAXQDA 11 kullanılmıştır. Yapılan analiz neticesinde “oyunlaştırma kullanımı”, “motivasyonel etki”, “yönetimsel tutum”, “zaman ve bütçe”, “gelecekte oyunlaştırma”, “danışmanlık”, “davranışsal ve psikolojik farklılık”, “gerçek hayatta oyunlaştırma” ve “belirgin hedef kitle” olmak üzere 9 farklı kod elde edilmiştir. Bu kodların işletmelerde oyunlaştırmanın davranış psikolojisi ve insan kaynakları uygulamaları çerçevesinde kullanılan ortak ifadeleri oluşturduğunu söylemek mümkündür. Ayrıca araştırmaya katılan insan kaynakları yöneticilerinin oyunlaştırma konusuna yönelik değerlendirmelerinde “oyunlaştırma”, “satış”, “bütçe”, “maliyet”, “staj” kelimelerine çokça vurgu yaptıkları görülmüştür. Araştırma neticesinde insan kaynakları yöneticilerinin oyunlaştırmanın davranış psikolojisi ve insan kaynakları uygulamaları üzerindeki etkileşiminin önemine dikkat çekmesine rağmen oyunlaştırmayı etkin kullanmadıkları sonucuna ulaşılmıştır.

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Examination of Gamification within the Framework of Behavioral Psychology and Human Resources Practices

Year 2022, Volume 9, Issue 2, 423 - 442, 30.10.2022
https://doi.org/10.17336/igusbd.847437

Abstract

The aim of the research is to examine the views of human resources officials on the use of gamification and its effects on behavioral psychology. In the research, gamification and the interaction of gamification on behavioral psychology are discussed in terms of applications in the field of human resources. Content analysis was carried out in this research, which was designed in line with the qualitative research approach. In the analysis of the data, MAXQDA 11, a qualitative data analysis program, was used. As a result of the analysis, "use of gamification", "motivational effect", "managerial attitude", "time and budget", "future gamification", "consulting", "behavioral and psychological difference", "gamification in real life" and "specific target audience" 9 different codes were obtained. It is possible to say that these codes constitute common expressions used within the framework of behavioral psychology and human resources practices of gamification in enterprises. In addition, it was seen that the human resources managers who participated in the research emphasized the words "gamification", "sales", "budget", "cost", "internship" a lot in their evaluations about gamification. As a result of the research, it has been concluded that although human resources managers draw attention to the importance of the interaction of gamification on behavioral psychology and human resources practices, they do not use gamification effectively.

References

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  • AKIN, A., KAYA, Ç., & DEMİRCİ, I. (2015). Oyun motivasyonu ölçeği'nin geçerliği ve güvenirliği. Mersin University Journal of the Faculty of Education, 11(1).
  • ARDIÇ, K. & DÖVEN, M. (2004). Türkiye de insan kaynakları uygulamalarının değerlendirmesi: Amasya ili çevresinde bir uygulama. Yönetim Bilimleri Dergisi 2(2).
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  • ARMSTRONG, M. B., & LANDERS, R. N. (2017). An evaluation of gamified training: Using narrative to improve reactions and learning. Simulation & Gaming, 48(4), 513-538.
  • ARMSTRONG, M. B., LANDERS, R. N., & COLLMUS, A. B. (2016). Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. In Emerging research and trends in gamification (pp. 140-165). IGI Global
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  • BOZKURT, A. & DURAK G. (2018). A systematic review of gamification research: In pursuit of homo ludens. The International Journal of Game-Based Learning (IJGBL). 8(3), 15-33.
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  • COLLMUS, A. B., ARMSTRONG, M. B., & LANDERS, R. N. (2016). Game-thinking within social media to recruit and select job candidates. In Social media in employee selection and recruitment (pp. 103-124). Springer, Cham.
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  • CONSTANTİN, V. D., & STOENESCU, R. D. (2015). Gamıfıcatıon In The Recruıtment Process: Studyıng Romanıan Potentıal Employees'perceptıon. In The International Scientific Conference eLearning and Software for Education, (2), p. 50. " Carol I" National Defence University.
  • DE-MARCOS, L., DOMÍNGUEZ, A., SAENZ-DE-NAVARRETE, J., & PAGÉS, C. (2014). An empirical study comparing gamification and social networking on e-learning. Computers & Education, 75, 82-91.
  • DETERDING, S., DIXON, D., KHALED, R., & NACKE, L. (2011). From game design elements to gamefulness: defining" gamification". In Proceedings of the 15th international academic MindTrek conference: Envisioning future media environments (pp. 9-15).
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Details

Primary Language Turkish
Subjects Social
Journal Section Articles
Authors

Pelin VARDARLIER> (Primary Author)
İSTANBUL MEDİPOL ÜNİVERSİTESİ
0000-0002-5101-6841
Türkiye


Burçin KOPUZ This is me
BAHÇEŞEHİR ÜNİVERSİTESİ
0000-0002-9624-1524
Türkiye

Early Pub Date October 30, 2022
Publication Date October 30, 2022
Published in Issue Year 2022, Volume 9, Issue 2

Cite

APA Vardarlıer, P. & Kopuz, B. (2022). Oyunlaştırmanın Davranış Psikolojisi ve İnsan Kaynakları Uygulamaları Çerçevesinde İncelenmesi . İstanbul Gelişim Üniversitesi Sosyal Bilimler Dergisi , 9 (2) , 423-442 . DOI: 10.17336/igusbd.847437

 Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0)