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Gamification in Employee Training and Development : = Millennial Perspectives.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Gamification in Employee Training and Development :/
Reminder of title:	Millennial Perspectives.
Author:	Saunders, Mary E.
Description:	1 online resource (128 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 78-12(E), Section: B.
Contained By:	Dissertation Abstracts International78-12B(E).
Subject:	Occupational psychology. -
Online resource:	click for full text (PQDT)
ISBN:	9780355086423

Gamification in Employee Training and Development : = Millennial Perspectives.
Saunders, Mary E.

Gamification in Employee Training and Development :Millennial Perspectives. - 1 online resource (128 pages)

Source: Dissertation Abstracts International, Volume: 78-12(E), Section: B.

Thesis (Ph.D.)

Includes bibliographical references

Twenty-first century organizations realize the importance of training and development in ensuring engagement with a younger workforce. By modernizing their training and development strategies, organizations may be successful in attracting and retaining millennial employees. The purpose of this transcendental phenomenological (descriptive) qualitative study was to understand the lived experiences of millennial employees with gamified training and development. This study centered on two research questions: What is the nature of the lived experiences of millennial employees when gamification is incorporated in their training and development; and what meaning do millennials ascribe to their lived experiences when using gamification methods in their training? A purposive sample of nine millennials living in the United States were interviewed via telephone. Data collected was grouped and analyzed for common themes using the modified van Kaam approach. The findings indicated that gamification was associated with feelings of playfulness, fun, excitement, accomplishment, and gratified competitiveness. Participants also expressed that gamification had helped them to overcome barriers to work socialization, and had improved their feelings about their employers when gamification seemed intended to benefit employees. Participants took their experiences of gamification to mean that their generation learned in different ways than earlier generations and that employers were finding appropriate ways to engage them by keeping pace with the evolution of content-delivery methods. The results of this study may help leaders and employers to engage millennial employees more effectively by using gamification to overcome barriers to collaboration, to promote collaboration, and by reinforcing in employee communications that gamified systems are to help maximize employee learning and development.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355086423Subjects--Topical Terms:

1179639
Occupational psychology.
Index Terms--Genre/Form:

554714
Electronic books.

Gamification in Employee Training and Development : = Millennial Perspectives.
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520 $a Twenty-first century organizations realize the importance of training and development in ensuring engagement with a younger workforce. By modernizing their training and development strategies, organizations may be successful in attracting and retaining millennial employees. The purpose of this transcendental phenomenological (descriptive) qualitative study was to understand the lived experiences of millennial employees with gamified training and development. This study centered on two research questions: What is the nature of the lived experiences of millennial employees when gamification is incorporated in their training and development; and what meaning do millennials ascribe to their lived experiences when using gamification methods in their training? A purposive sample of nine millennials living in the United States were interviewed via telephone. Data collected was grouped and analyzed for common themes using the modified van Kaam approach. The findings indicated that gamification was associated with feelings of playfulness, fun, excitement, accomplishment, and gratified competitiveness. Participants also expressed that gamification had helped them to overcome barriers to work socialization, and had improved their feelings about their employers when gamification seemed intended to benefit employees. Participants took their experiences of gamification to mean that their generation learned in different ways than earlier generations and that employers were finding appropriate ways to engage them by keeping pace with the evolution of content-delivery methods. The results of this study may help leaders and employers to engage millennial employees more effectively by using gamification to overcome barriers to collaboration, to promote collaboration, and by reinforcing in employee communications that gamified systems are to help maximize employee learning and development.
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