Kabul Arzusu Aracılığında Oyun Deneyiminin Örgütsel Öğrenme Kapasitesine Etkisi

Year 2022, , 227 - 252, 31.03.2022

Ertan Gündüz

https://doi.org/10.15869/itobiad.956554

Abstract

Rekabetin vazgeçilmez öğesi olan örgütsel öğrenme kapasitesinin artmasında gönüllülüğün önemi, diğer güdüleyicilerden daha belirgin görünmektedir. Örgütlerde öğrenme ve öğretme etkinliklerinde oyunlaştırmanın önemi hakkındaki kabullenme de koşut etkililik faktörlerinden sayılabilecek, oyun deneyimine katılım arzusu yaratacaktır. Eğer bu sav yerindeyse oyun deneyiminin örgütsel öğrenmeyi gerçekleştirmesi için çalışanların oyuna katılma arzusu taşımaları gerekmektedir. Hem örgüt yöneticileri hem de çalışanlar bilgi üretme ya da edinme yarışında iş yerinde oyun deneyiminden yararlanma olasılığını araştırmaktadır. Böylelikle hem daha uzun süre çalışmak hem de daha başarılı olmanın mümkün olup olmadığı ile ilgili pek çok araştırma yapılmaktadır. Bu çalışma bu alandaki kurama dair bir denemedir. Çalışmanın amacı oyunlaştırmanın, oyun deneyimine katılım arzusu aracılığıyla örgütsel öğrenme kapasitesi üstündeki olumlu etkisini incelemektir. Oyunlaştırma deneyimi Afyonkarahisar İlindeki işyerlerinde çalışanlara 22 Mart- 21 Mayıs 2021 tarihleri arasında verilen Endüstri 4.0 eğitimlerinde incelenmiştir. Oyun deneyimi için Türkiye’de ilk kez kullanılacak araştırma ölçeğinin keşfedici faktör incelemesi yapılmıştır. Ardından, aracı değişkenlerde ilişki analizi için “PROCESS” makro algoritması yardımıyla uygulanan hipotez testiyle iş yerinde yenilikçilik sürecinde çalışanların ön kabulüne bağlı olarak oyunlaştırmanın örgütsel öğrenme kapasitesini artırdığı bulunmuştur. Bu kapsamda araştırmacı ve yöneticilere getirilebilecek bazı önerilere değinilmiştir. Diğer araştırmalardan farklı olarak bu araştırmada güçlü çıkan kabul arzusunun aracılık etkisi örgüt yöneticilerinin dikkatine sunulmaktadır. Bu kapsamda önerilen dikkat, yöneticilerin oyunlaştırmayı dayatarak gönüllü katılım koşulunu kaçınılmaz olarak ihlal etmekte oldukları üzerinedir. Böyle bir zorunlu katılım dayatması belki de oyunlaştırmanın liderler ve yöneticiler tarafından her derde deva görülmesinden kaynaklanmaktadır. Bu çalışmanın ortaya koyduğu gibi bu tavır çalışan bağlamını önceki çalışmaların çoğunun kullandığı ilk müşterilerin çalışanlar olduğu var sayımından önemli ölçüde uzaklaşmaya neden olabilecektir.

Keywords

Oyunlaştırma, Oyun deneyimi, Örgütsel öğrenme kapasitesi, Katılım arzusu, Örgütsel öğrenme

The Effect of Game Experience on Organizational Learning Capacity through the Will for Acceptance

Abstract

The importance of volunteering in increasing organizational learning capacity, which is an indispensable element of competition, seems to be more prominent than other motivators. The acceptance about the importance of gamification in learning and teaching activities in organizations will also be considered as a parallel effectiveness factor and will create a desire to participate in the game experience. If this argument is valid, employees must have a desire to participate in the game in order for the game experience to realize organizational learning. Both organizational managers and employees are exploring the possibility of benefiting from the gaming experience at work in the race to produce or acquire knowledge. Thus, there are many studies on whether it is possible to work longer and be more successful. This essay is an attempt on theory in this field. The aim of the study is to examine the positive effect of gamification on organizational learning capacity through the will to participate in the game experience. The gamification experience was examined in the Industry 4.0 trainings given to the employees in the workplaces for two months in Afyonkarahisar Province. An exploratory factor analysis of the research scale, which will be used for the first time in Turkey for gaming experience, was conducted. Then, with the help of the "PROCESS" macro algorithm for the analysis of the relationship with mediator variables, it was found that gamification increased organizational learning capacity depending on the pre-acceptance of the employees in the innovation process at work. The mediation effect of the strong desire for acceptance was presented to the attention of the managers of the organization. Administrators inevitably violate the condition of voluntary participation by imposing gamification. This attitude may lead to a significant departure from the assumption that employees are the first customers.

Keywords

Gamification, Gaming experience, Organizational learning capacity, Will to participate, Organizational learning

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