中山管理評論

  期刊全文閱覽

中山管理評論  2021/6

第29卷第2期  p.285-336

DOI: 10.6160/SYSMR.202106_29(2).0003


題目
探究「遊戲化共創模式」的本質:以統一發票制度為例
Exploration on Gamified Co-creation Model: Example of Uniform Invoice System
(151_M60d166f7761c5_Full.pdf 3,763KB)

作者
楊敏里/國立高雄科技大學企業管理系
Min-Li Yang/

Department of Business Administration, National Kaohsiung University of Science and Technology


摘要(中文)

本研究以遊戲化與共創觀點,重新檢視一項公共政策的體制變革,點出如何透過關係的轉變來產生互動,進而演化出全新的執行模式,將原來的三輸場面,扭轉成為三贏的局面,進而共創出全新的價值。本文主要的研究貢獻是,透過統一發票的案例研究,提出遊戲化共創模式的三個本質:一、創造遊戲化關係;二、營造遊戲化互動;三、共創遊戲化價值。這個模式不見得是一種發明,而是重新理解既有制度之後的意外發現,讓我們對於熟悉的人事物有一番全新的「體驗」與「見解」。本文藉由此案例之敘說,顛覆傳統上對於制度議題的刻板印象,並提出理論與實務意涵。

(151_M60d166f7761c5_Abs.pdf(檔案不存在))

關鍵字(中文)

價值共創、遊戲化、統一發票制度、互動、質性研究


摘要(英文)

The study reexamined uniform invoice system and found that relation-oriented interaction brings about a brand new execution model so that lose-lose-lose stance turns into win-win-win one leading to a new value. In general, the study discovers that there are three keys associated with gamified co-creation model: 1. Gamified relations created, 2. Gamified interaction is built, and 3. Gamified value is co-created. This finding is the fruit of reanalyzing an original system while we encounter a new experience and understanding for a familiar system. With the example discussed, the study not only reverses the stereotype to the system issue but also proposes the theoretical and practical implications.

(151_M60d166f7761c5_Abs.pdf(檔案不存在))

關鍵字(英文)

Value Co-Creation, Gamification, Uniform Invoice System, Interaction, Qualitative Research


政策與管理意涵

本文指出,遊戲化是驅策玩家行為的核心動力,不同的遊戲元素或機制,可吸引不同特性的遊戲參與者。組織若進行體制變革,可以學習如何透過遊戲化共創的方式,降低新制度或新政策實施與推動之阻力,以利業務順利推展、提升組織績效。我們透過以下三個面向來討論實務面的意涵。 首先,遊戲化共創必須能「營造關係」:以共利形塑利害關係。關係的營造可由角色轉變的過程產生出價值。實務上,本研究建議組織在推動新制度時,應事先傾聽與適度的溝通,以拉近彼此間的距離,並將利害關係人納入體系之中,形塑出利益共同體的親近關係。例如,鼓勵公民參與公共政策之執行等;譬如,鼓勵民眾檢舉交通違規行為,解決交通紊亂與違規的社會問題。由此可見,若能降低緊張關係,就可能誘發出潛在的價值,進而發展共創的契機。 其次,遊戲化共創必須能「創造互動」:以明確規則引起互動。制度規範本身須明確與公平,讓參與者有所遵循,以取得利害關係人的認同,並引起其參加與停留的意願,方能創造彼此之間的互動。實務上,本研究建議管理當局,應注意利害關係人間的互動。例如,適度規畫利害關係人可以參與的活動或制度。譬如,鼓勵員工建言,並定期回覆建言,同時獎勵有貢獻之建言,以提高員工互動意願等。因此,如何制定出一個公平、公正、公開的遊戲化規範來鼓勵持續互動,將是企業施展共創的關鍵議題。 最後,遊戲化共創必須能「共創價值」:以多元彈性創造雙贏。遊戲化的價值必須利他利己,方能獲得認同並共創出多元的價值。實務上,本研究建議組織應注意彈性的重要性,不同的遊戲機制可吸引不同的客層,也可共創出不同的價值。例如,一例一休爭議,執政當局若能適度依不同行業別給予彈性,在不違背勞基法母法的條件下,同意勞方與資方依各自需求訂定勞動契約,同時提高罰則與罰金,政府僅需落實勞動條件之查核即可。因此,對於勞基法修法爭議來說,整體勞動市場在不同行業別的彈性操作下,相信可以創造出全新的社會價值。


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