Qiao Lu, Wang Yan, Zhao Jing, Dukhaykh Suad
Master of Public Administration, Macau University of Science and Technology, Avenida WaiLong, Taipa, 999078, Macau, China.
Institute of Marxism, Handan Polytechnic College, No. 141 Chu He Rd, Han Shan District, Handan, 056001, China.
Sci Rep. 2025 Aug 28;15(1):31779. doi: 10.1038/s41598-025-13661-5.
This study investigates the influence of gamification, job satisfaction, and organizational culture on faculty and staff engagement within higher education administration in China. A conceptual model was developed to explore these relationships, employing Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) to ensure the constructs' reliability and validity. The sample featured a diverse representation of faculty and administrative staff, encompassing various genders, age groups, and professional experiences. The findings indicate that gamification significantly enhances engagement, demonstrating its effectiveness in making administrative tasks more engaging and motivating. Job satisfaction emerged as a crucial factor, positively impacting engagement and mediating the relationship between gamification and engagement. The results further highlight the essential role of organizational culture, showing that a supportive and collaborative work environment can foster higher levels of engagement and job satisfaction. The study underscores the interconnected nature of these constructs, suggesting that higher education institutions should consider incorporating gamification and promoting a positive organizational culture to improve overall engagement. The research provides important theoretical insights and practical recommendations, emphasizing a comprehensive approach to employee engagement and highlighting directions for future studies, such as exploring demographic influences and long-term impacts.
本研究探讨了游戏化、工作满意度和组织文化对中国高等教育管理中教职员工敬业度的影响。开发了一个概念模型来探索这些关系，采用验证性因子分析（CFA）和结构方程模型（SEM）来确保构建的可靠性和有效性。样本包括不同性别、年龄组和专业经验的教职员工和行政人员。研究结果表明，游戏化显著提高了敬业度，证明了其在使行政任务更具吸引力和激励性方面的有效性。工作满意度是一个关键因素，对敬业度有积极影响，并在游戏化与敬业度之间起中介作用。结果进一步凸显了组织文化的重要作用，表明支持性和协作性的工作环境可以促进更高水平的敬业度和工作满意度。该研究强调了这些构建之间的相互联系，建议高等教育机构应考虑引入游戏化并促进积极的组织文化，以提高整体敬业度。该研究提供了重要的理论见解和实际建议，强调了员工敬业度的综合方法，并突出了未来研究的方向，如探索人口统计学影响和长期影响。
