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Objective: Gamification is an innovative approach that uses attractive and fun game elements in the real world to increase user engagement and motivation and provide sustainable experiences. By identifying the components of documenting experiences, the present study aims to present a conceptual model of documenting the experiences of university faculty members based on the gamification framework of Octalysis Chou. Methodology: In terms of the objective, the current research is of an applied type, which was carried out with a qualitative approach and a Meta-synthesis method based on the seven-step model of Sandelowski and Barroso and MaxQDA software. The statistical population of the research includes all scientific works related to documentation of experiences, knowledge management and gamification in the period from 2006 to 2023 (corresponding to 1383 to 1402), of which 85 works were selected for review and analysis. Findings: Finally, out of 187 codes, 75 indicators of documentation of experiences were extracted from the studied scientific sources and included in 16 components and 8 drivers of the Octalysis framework, including epic meaning & Calling (first driver), Development & Accomplishment (second driver), Empowerment of Creativity & Feedback (third drive), Ownership & Possession (fourth drive), Social Influence & Relatedness (fifth drive), scarcity and impatience (sixth drive), unpredictability & curiosity (seventh drive) and finally loss and avoidance (8th Pishran), were categorized and based on that, the conceptual model of the research was formed. In general, it can be said that the conceptual model presented with the gamification approach can help motivate faculty members to document their experiences. Conclusion: In the design and implementation of the model for documenting the experiences of faculty members, it is necessary to include the identified motivational indicators and components related to the Octalysis gamification framework, such as indicators and components related to individual attitude, knowledge management system achievements, individual and organizational achievements, autonomy, Self-efficacy, providing feedback, user accounts, trust, formal and informal experience sharing platforms, organizational communication, curiosity, reward unpredictability and fear of experience sharing should be considered. The implementation of these indicators can change behavior, increase participation, commitment and encourage faculty members to share experiences, increase effectiveness, reduce rework and financial costs in the country's higher education system.

Purpose: Considering the importance of knowledge and activities related to knowledge management in the knowledge-based era, as well as the existence of issues such as desire, motivation, and participation of people, it is necessary to design and use tools and mechanisms, such as gamification, to motivate people to participate in activities and processes related to knowledge management. Additionally, there has been a significant amount of research on the combination of knowledge management and gamification. Therefore, the aim of this research is to answer the following questions: 1. What is the status of studies related to gamification and knowledge management in terms of document format, publication language, countries, participating institutions and researchers, participating research areas, and top publications? What are the main subjects that frequently appear together, have a significant impact (receiving citations), and are widely discussed in research on gamification and knowledge management, as determined through co-word analysis and social network analysis? What are the most frequent co-word pairs in these studies? 3. What is the hierarchical clustering of study subjects related to gamification and knowledge management based on cooccurrence analysis? 4. In terms of the maturity and development level of the clusters resulting from the co-word analysis, what is the situation in the strategic diagram related to the studies of gamification and knowledge management? 5. Is there a significant difference between the scientific fields participating in studies related to gamification and knowledge management in terms of the number of citations and records produced? Methodology: This descriptive-analytical study was conducted using the scientometrics approach and employed various techniques including coword analysis, social network analysis, hierarchical clustering, and strategic diagram techniques. The study population includes research studies on gamification and knowledge management from the Web of Science database, spanning from 1991 to 2022. In order to analyze data and draw graphs, Excel, Bibexcel, Histcite, UCINET, VOSViewer, and SPSS are used. Findings: Among the 449 related studies, Fernandez-Manjon, Bee, and Martinez-Ortiz from the United States and the United Kingdom, along with researchers from the Complutense University of Madrid and the University of Taiwan, have made significant contributions to the field of knowledge management and gamification. Notably, the journals Computer & Education and Sustainability have published many influential articles in this area. Publications in this area have shown a steady growth rate, with the highest rate achieved in 2020. Gamification, education, and game-based learning are the keywords with the highest frequencies, with 104, 88, and 66 occurrences, respectively. In terms of citations, the subjects of gender differences and online memory games have the most citations, with 331 and 229 references, respectively. The studies were hierarchically clustered into five clusters. In the knowledge management process through gamification, cluster 3, which focuses on user centricity, has the highest centrality value of 21. Cluster 2, which aims to enhance the efficiency of knowledge management through smartization, has the highest density value of 1.071. Among contributors in various scientific fields, education has the highest level of productivity compared to other areas. Conclusion: Analyzing studies related to gamification and knowledge management can provide valuable insights into the key contributors and subjects, leading to a better understanding of the visions, issues, and dominant discourse. This understanding can ultimately enhance the quality and quantity of products and the practical application of these studies. On the other hand, mapping and identifying the intellectual structure of knowledge in this field helps researchers to focus their studies purposefully and align them with practical topics. This enables them to advance their knowledge in the field. Additionally, the visual representation of the intellectual structure of knowledge in the aforementioned scientific field can offer a scientific perspective on the significant and emerging issues within these fields. It can also highlight thematic gaps and discourage redundant and underutilized research in Iran. [ABSTRACT FROM AUTHOR]

BACKGROUND AND OBJECTIVES: Knowledge is a key factor and strategic resource for gaining assets and non-functional organizational capabilities. Knowledge Management is the knowledgeable process of creating, validating, presenting, distributing and using the knowledge in an organization. Successful organizations consider human resource development as a fundamental principle. Many organization find their knowledge management process to be ignored by the employees. Gamification is a way of enhancing knowledge management with game design elements to increase employee’s engagement, content creation and satisfaction.METHODS: The research method was descriptive-survey and based on variance-based structural equation modeling. The statistical population included 384 employees of the sports organization of selected metropolises. The statistical sample size was determined by stratified random sampling method, 384 employees who answered the research tools: questionnaires of gamification, performance improvement and knowledge management. The validity of the instrument was confirmed by 5 professors of sports management and their reliability was calculated with Cronbach’s alpha coefficient and combined reliability in the dimensions of the questionnaires, higher than 0.696 and 0.757, respectively. Data analysis was performed by descriptive and inferential statistics tests and sobel test in SPSS 22.0 and SmartPLS 2.0.FINDINGS: The relationship between research constructs with their dimensions, gamification with performance improvement and knowledge management with performance improvement of positive and significant research model (T≥2.86) and research model fit (GOF = 0.589) was evaluated as strong. As a result, managers of metropolitan municipal sports organizations can play a mediating role in the relationship between gamification and performance improvement by implementing knowledge management in the organization.CONCLUSION: According to the research results, although gamification is an effective factor in improving employee performance, but knowledge management plays a crucial role. Therefore, it is suggested that municipal sports managers pay special attention to knowledge management and gamification to improve employee performance.

BACKGROUND AND OBJECTIVES: Knowledge is a key factor and strategic resource for gaining assets and non-functional organizational capabilities. Knowledge Management is the knowledgeable process of creating, validating, presenting, distributing and using the knowledge in an organization. Successful organizations consider human resource development as a fundamental principle. Many organization find their knowledge management process to be ignored by the employees. Gamification is a way of enhancing knowledge management with game design elements to increase employee's engagement, content creation and satisfaction. METHODS: The research method was descriptive-survey and based on variance-based structural equation modeling. The statistical population included 384 employees of the sports organization of selected metropolises. The statistical sample size was determined by stratified random sampling method, 384 employees who answered the research tools: questionnaires of gamification, performance improvement and knowledge management. The validity of the instrument was confirmed by 5 professors of sports management and their reliability was calculated with Cronbach's alpha coefficient and combined reliability in the dimensions of the questionnaires, higher than 0.696 and 0.757, respectively. Data analysis was performed by descriptive and inferential statistics tests and sobel test in SPSS 22.0 and SmartPLS 2.0. FINDINGS: The relationship between research constructs with their dimensions, gamification with performance improvement and knowledge management with performance improvement of positive and significant research model (T≥2.86) and research model fit (GOF = 0.589) was evaluated as strong. As a result, managers of metropolitan municipal sports organizations can play a mediating role in the relationship between gamification and performance improvement by implementing knowledge management in the organization. CONCLUSION: According to the research results, although gamification is an effective factor in improving employee performance, but knowledge management plays a crucial role. Therefore, it is suggested that municipal sports managers pay special attention to 14 knowledge management and gamification to improve employee performance. [ABSTRACT FROM AUTHOR]

In a highly competitive industry, it has been a best practice that dynamic capabilities guide technology firms to cope with challenging situations. Meanwhile, knowledge creation enables the firm to condition the success and continuity of innovations, entrepreneurial orientation to support companies in winning the competition, and gamification to engage employees in a collaborative way towards better firm performance. This study examines how technology companies can improve their performance using gamification, knowledge creation, and entrepreneurial orientation. To test the proposed model, we collected data using a questionnaire survey of 124 technology companies in Indonesia. The theoretical model used structural equation modeling (SEM) with SmartPLS 3. The results show that all constructs have a direct and positive relationship, except for the direct relationship between gamification and firm performance. Thus, entrepreneurial orientation and knowledge creation are essential components of technology companies that mediate the effect of gamification on firm performance. This study provides a theoretical and empirical basis for the antecedents of technological firm performance. [ABSTRACT FROM AUTHOR]

Knowledge transfer in software development teams allows their members' non-externalized knowledge to be collected, to form the organizational knowledge from a repository and share it among them. During this process, difficulties may arise in making this knowledge available, which may be associated with the lack of collaboration and motivation of the team, as well as poor communication and little support from the organization. Given these difficulties, the GamifiK strategy, supported by gamification, was proposed to foster collaboration in the transfer of knowledge in software development teams. This paper used an empirical research approach with a quasi-experimental design in an academic context to evaluate the collaboration of agile team members in sharing their knowledge and contributing to knowledge transfer. A statistically significant increase in team productivity was perceived, reflected in the ability to perform more user stories per sprint and complete incidents in less time. GamifiK is a promising strategy for fostering collaborative knowledge transfer across software development teams. [ABSTRACT FROM AUTHOR]

In the current scenario, knowledge has become a valuable and indispensable organizational asset for the decision-making process in different types of organizations. Doing Knowledge Management, managing this business asset correctly, is a competitive advantage and an extremely important task. In this context, studies report that although knowledge has become an important asset, many organizations are unaware of or have difficulty managing this asset effectively. Therefore, it is necessary to explore the process of socialization and collaboration among the members of the organization, in order to stimulate the exchange of knowledge and the maintenance of existing knowledge in the organization, given the volatility of these assets. Thus, the objective of this work is to discuss and analyze the results obtained in an Experience Report that consisted the application of a gamification as a tool to support the teaching and learning of the knowledge management assets and process in the context of a Software Quality Laboratory, at a federal public university in Brazil. The data collected during the experiment were analyzed quantitatively. For this, Criteria, Research Questions, Metrics and Indicators were developed that guided this evaluation process in a quantitative way. At the end of the analysis of these data, the effectiveness and efficiency of this gamification proposal was proven in order to stimulate the teaching and learning process of knowledge management in Information Technology (IT). [ABSTRACT FROM AUTHOR]

This paper presents the development of a gamification-based mobile app to support the implementation of an ISO 55000 asset management system in Codensa. The Energy Assets mobile app, proposed as a strategy to introduce the concepts of the ISO 55000 asset management systems and the CREG 015 resolution, which gives the mandate for the implementation of the standard, is shown. The methodology, from which the eight (8) levels of the game were designed, is presented, and the basic concepts of asset management systems, the life cycle of an asset, and the general provisions of CREG resolution 015 are discussed. For the development of the different questions included in each level, multiple strategies were applied, such as single selection, multiple selection, association of concepts, and completing definitions. Finally, gamification as a digital strategy to support Codensa's ISO 55000 certification objective, and in general to involve its collaborators in projects of general interest, is highlighted. [ABSTRACT FROM AUTHOR]

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Background. Knowledge sharing among the members of an organization is crucial for enhancing the organization's performance. However, knowing how to motivate and direct members to effectively and efficiently share their relevant private knowledge concerning the organization's activities is not entirely a straightforward matter. Aim. This study aims to propose a gamified approach not only for motivating truthful sharing and collective evaluation of knowledge among the members of an organization but also for properly directing those actions so as to maximize the usefulness of the shared knowledge. A case study is also conducted to understand how the proposed approach works in a live business scenario. Method. A prediction market game on a binary event on whether the specified activity will be completed successfully is devised. The game utilizes an original comment aggregation and evaluation system through which relevant knowledge can be shared verbally and evaluated collectively by the players themselves. Players' behavior is driven toward a desirable direction with the associated incentive framework realized by three game scores. Results. The proposed gamified approach was implemented as a web application and verified with a laboratory experiment. The game was also played by four participants who deliberated on an actual sales proposal in a real company. It was observed that the various valuable knowledge elements that were successfully collected from the participants could be utilized for refining the sales proposal. Conclusions. The game induced motivation through gamification, and some of the designed game scores worked in directing the players' behavior as desired. The players learned from others' comments, which brought about a snowball effect and enriched collective knowledge. Future research directions include how to transform this knowledge into an easy-to-comprehend representation. [ABSTRACT FROM AUTHOR]

Overexploitation is at the centre of an accelerating trajectory that is undermining the long-term ability of our planet to sustain human life. Therefore, the future of humans does not rely on generating new knowledge, but rather on integrating, disseminating and implementing knowledge we already have. Models are one tool for this: by synthesising and representing what we know, models can be useful in answering questions about what should be done. One approach is to create a game in conjunction with a model in a participatory setting. Integrating theory and critical reflection from field experience, I argue that, to be useful, this type of model/game must work as a 'viable metaphor'. This means making the model recognisable, playable and suitable for its intended audience and socio-ecological setting. This paper describes how to apply these three principles to create a gamified model, using the example of 'ReefGame', which has now been played with around 500 fisheries stakeholders in the Philippines. Focusing on small-scale fishers, ReefGame facilitates discussions and raises awareness about overfishing, alternative livelihoods, marine protected areas and coral reef ecology. Following a principles-based 'viable metaphor' design process enabled creating a game/model that contributed to both learning and engagement. [ABSTRACT FROM AUTHOR]

This study develops a system framework and an enterprise IT solution for integrating gamification elements to efficiently implement and continuously perform Cost Engineering. Cost Engineering is a systematic approach to manage knowledge and competencies regarding costs reduction measures throughout the life cycle of products and is technology, resource and time intensive. Gamification as a non-monetary multidimensional incentive system holds great potential to implement and establish Cost Engineering in a novel and less resource demanding manner and stipulate knowledge sharing and dissemination. Building on a review of the relevant literature we conducted 20 interviews with experts from eight companies of the German and Austrian high-tech manufacturing industry to examine the system requirements from an organizational perspective. Analyzing the interviews, we found that companies need a flexible platform where the game elements help to align management objectives with concrete tasks, meet legislative regulations and have different evaluation methods. Our proposed system framework combines the organizational and IT requirements with gamification elements to efficiently steer Cost Engineering methods and best manage knowledge and competencies. [ABSTRACT FROM AUTHOR]

• Gamification can empower and cater to a specific type of knowledge workers. • Transaction model of knowledge work becomes more collaborative with gamification. • Enacted information model of knowledge work becomes more creative with gamification. • Gamification can provide more autonomy and flexibility to knowledge workers. • Gamification can help to reveal new knowledge worker roles. The increasingly popular trend of gamification has proved powerful in many areas, such as education and marketing, and has started making its way to the corporate environment. This exploratory study is focused on a particular part of corporate applications – using gamification to empower knowledge workers and to help them to interact with each other. Based on a review of the extant literature and an exploratory case study, we conceptualise different ways in which gamification supports knowledge workers and influences the dynamics of their interactions. The case study we present is that of online retailer Zappos who have been pioneers in this field. This paper is intended as the beginning of a journey towards utilising gamification in various aspects of knowledge work. Through studying the Zappos case, we draw out key learning points that can be used by other organisations in their journey to use gamification to empower knowledge workers. The paper also identifies areas for further research relevant to expert and intelligent systems, including the potential for synergies between gamification and intelligent systems, and the use of gamification in intelligent systems implementation. [ABSTRACT FROM AUTHOR]