Examining the Relationship between Enterprise Gamification Systems and Employment Legislation

Abstract

A recent innovation in employee motivation systems is the introduction of ‘gamification’, which refers to the use of game design mechanics and principles to influence behaviour to enhance staff motivation and engagement. While various researchers have addressed the efficacy of gamification systems, little research has examined the potential legal implications of gamified employee motivation systems. For example, such systems aggravate the differences in information availability between employers and employees, and employees who may be forced to adopt such systems may be placed under stress, worsening employment relationships in the workplace. This study used thematic analysis to examine whether gamification in workplaces meets the legal obligations of employers under their ‘duty of good faith’ in the New Zealand context. Future research should look beyond the ‘good faith’ obligation and examine the relationship between gamification systems and the law on personal grievances.