Managing Employees’ Motivation, Cognition, and Performance in Virtual Workplaces: The Blueprint of a Game-based Adaptive Performance Platform (GAPP)

Abstract

Organizations have embraced various technologies to facilitate communications, interactions, and collaborations to embody VHRD in recent years. While such integration affords opportunities for relevant HRD practices and research, it neglects crucial considerations on technologies' potential effects in overloading employees' affective and cognitive processing capacities. As a result, it could impede employees' motivation to perform on the job. Furthermore, to validate VHRD as technology-mediated processes that support organizational performance, it is imperative to align technologies with performance measurements. To address these issues, this article proposes an original design for a Game-based Adaptive Performance Platform (GAPP) system based on research on work motivation, digital game-based learning environments, electronic performance support, and cognitive processing. The GAPP system intends to (a) sustain employee performance via game features, (b) prevent processing overload in stimulirich virtual environments, (c) monitor and align employee performance with desired organizational outcomes, and (d) foster experience sharing among employees in virtual workplaces.

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

“…Employees satisfied with their rewarding and work environment do not have a need to leave the company. It is optimum when employees are satisfied with their conditions and work environment, and long-term motivation at the same time [67][68][69]. The same view was presented by Chang et al [70], Chatterjee et al [71], Gianni et al [72], Roxas et al [73], and Chandrasekar [74], who argued that an organization needed to pay attention to creating a work environment that enhanced the ability of employees to become more productive in order to increase corporate sustainability performance.…”

Virtual Team Effectiveness: Insights from the Virtual World Teams of Massively Multiplayer Online Games

“…VHRD focuses on how to design virtual environments for optimal learning within technology in organizational development and training for employees and teams (Bennett, ; Fazarro & McWhorter, ). Virtual worlds and serious games have been recommended in VHRD as a means to deliver learning activities to employees using technology (Huang, Han, Park, & Seo, ).…”

Vigencia conceptual de los factores de la motivación: una perspectiva desde la teoría bifactorial propuesta por Hezberg

“…Autores como Gnoth (1997) y Dunn Ross and Iso-Ahola (1991), han utilizado la teoría de Herzberg para explicar el factor motivacional, por medio de estudios de campo en el turismo; investigaciones que sugieren una clara relación entre expectativas y motivaciones y entre satisfacción y motivación. Adicional a esto, hallazgos en investigaciones de Chiang and Birtch (2005), Hernández-López (2012), Blašková (2009) y Huang, Han, Park, and Seo (2010), donde se aplicaron las teorías de motivación de Herzberg, analizaron aquellos factores que promueven una mayor productividad y una definición de las correlaciones básicas entre la calidad y la motivación en una organización, pues factores como, la personalidad, el símbolo, el intelecto, motivadores-comunicativas sociales y cognitivo-dinámicos, pueden mejorar la calidad del comportamiento en el trabajo y el nivel de desempeño de los empleados y directivos en el futuro.…”