| Abstract [eng] |
The Master thesis analyzes the influence of gamification elements on employee engagement and technostress in the context of digital transformation. The rapid implementation of business management systems (CRM, ERP) often causes employee tension, prompting a search for motivational solutions. Although gamification is considered effective, there is a lack of empirical data on its impact on employees' psychological state during intensive technological changes. The aim is to determine the impact of gamification elements on engagement and technostress based on Self-Determination Theory (SDT), and to reveal the mechanisms of this impact through the satisfaction of psychological needs (autonomy, competence, relatedness). The theoretical part analyzes the concept of gamification, its application in non-game contexts, and its links to engagement. Three main clusters of elements are distinguished: achievement (points, levels), empowerment (feedback, goals), and social (rankings, cooperation). The research model is based on the assumption that gamification works indirectly, mediated by psychological needs. The empirical part presents the quantitative research methodology and results. The study involved 229 respondents working in private and public sectors using gamified systems. Descriptive statistics, linear regression analysis, and mediation modelling (PROCESS macro) were used for data analysis. The research results cover the evaluation of three main hypotheses. The first hypothesis, stating that gamification satisfies psychological needs, was confirmed: it was found that the visualization of employee achievements significantly strengthens competence, while empowerment elements (e.g. instant feedback) enhance autonomy. The second hypothesis regarding the impact on engagement was also confirmed (full mediation established), but two different paths emerged: a positive impact through the strengthening of autonomy and a negative impact through the sense of relatedness. This anomaly indicates that in the conditions of digital transformation, excessive socialization (e.g., leaderboards) acts as a cognitive distraction. The third hypothesis, that gamification reduces technostress, was not confirmed – no statistically significant relationship was found. The study concludes that the most effective gamification is one focused on individual empowerment and mastery development, while technostress management requires educational and managerial solutions rather than motivational ones. |
