4 research outputs found
Gamification for Health and Wellbeing : A Systematic Review of the Literature
Background: Compared to traditional persuasive technology and health games, gamification is posited to offer several advantages for motivating behaviour change for health and well-being, and increasingly used. Yet little is known about its effectiveness. Aims: We aimed to assess the amount and quality of empirical support for the advantages and effectiveness of gamification applied to health and well-being. Methods: We identified seven potential advantages of gamification from existing research and conducted a systematic literature review of empirical studies on gamification for health and well-being, assessing quality of evidence, effect type, and application domain. Results: We identified 19 papers that report empirical evidence on the effect of gamification on health and well-being. 59% reported positive, 41% mixed effects, with mostly moderate or lower quality of evidence provided. Results were clear for health-related behaviors, but mixed for cognitive outcomes. Conclusions: The current state of evidence supports that gamification can have a positive impact in health and wellbeing, particularly for health behaviors. However several studies report mixed or neutral effect. Findings need to be interpreted with caution due to the relatively small number of studies and methodological limitations present in many studies (e.g., a lack of comparison of gamified interventions to non-gamified versions of the intervention)
Investigating the Efficacy of Gamification in an Online Positive Psychology Intervention (OPPI) Aimed at Increasing Employee Well-being
Industrial Psycholog
Assuming Data Integrity and Empirical Evidence to The Contrary
Background: Not all respondents to surveys apply their minds or understand
the posed questions, and as such provide answers which lack coherence, and
this threatens the integrity of the research. Casual inspection and limited
research of the 10-item Big Five Inventory (BFI-10), included in the dataset of
the World Values Survey (WVS), suggested that random responses may be
common.
Objective: To specify the percentage of cases in the BRI-10 which include
incoherent or contradictory responses and to test the extent to which the
removal of these cases will improve the quality of the dataset.
Method: The WVS data on the BFI-10, measuring the Big Five Personality (B5P), in South Africa (N=3 531), was used. Incoherent or contradictory responses were removed. Then the cases from the cleaned-up dataset were analysed for their theoretical validity.
Results: Only 1 612 (45.7%) cases were identified as not including incoherent
or contradictory responses. The cleaned-up data did not mirror the B5P- structure, as was envisaged. The test for common method bias was negative. Conclusion: In most cases the responses were incoherent. Cleaning up the data did not improve the psychometric properties of the BFI-10. This raises concerns about the quality of the WVS data, the BFI-10, and the universality of B5P-theory. Given these results, it would be unwise to use the BFI-10 in South Africa. Researchers are alerted to do a proper assessment of the
psychometric properties of instruments before they use it, particularly in a
cross-cultural setting
Leading Towards Voice and Innovation: The Role of Psychological Contract
Background: Empirical evidence generally suggests that psychological
contract breach (PCB) leads to negative outcomes. However, some literature
argues that, occasionally, PCB leads to positive outcomes.
Aim: To empirically determine when these positive outcomes occur, focusing
on the role of psychological contract (PC) and leadership style (LS), and
outcomes such as employ voice (EV) and innovative work behaviour (IWB).
Method: A cross-sectional survey design was adopted, using reputable
questionnaires on PC, PCB, EV, IWB, and leadership styles. Correlation
analyses were used to test direct links within the model, while regression
analyses were used to test for the moderation effects.
Results: Data with acceptable psychometric properties were collected from 11
organisations (N=620). The results revealed that PCB does not lead to
substantial changes in IWB. PCB correlated positively with prohibitive EV, but did not influence promotive EV, which was a significant driver of IWB. Leadership styles were weak predictors of EV and IWB, and LS only partially moderated the PCB-EV relationship. Conclusion: PCB did not lead to positive outcomes. Neither did LS influencing the relationships between PCB and EV or IWB. Further, LS only partially influenced the relationships between variables, and not in a manner which positively influence IWB