由於發生COVID-19大流行，許多組織為了員工的安全已轉向遠程工作。但是，在家工作減少了動力，特別是如果員工沒有選擇在哪里工作的話。除了員工的積極性，敬業度也在下降。隨著遠程辦公的出現，也發現了許多挑戰。這項研究確定，枚舉並確立了遊戲化的需求，遊戲化是一種趨勢概念，其將游戲元素（或包括點，排行榜，徽章等的激勵性禮物）用於非遊戲環境（營銷/商業，教育，工作等） 。）在遠程工作中，以提高敬業度和動力水平，並克服員工在新設置中遇到的挑戰。由於缺乏關於遊戲化的深入文獻以及新常態下在家工作的出現，研究人員使用定性設計來探索這一概念，並採訪了10名來自菲律賓的被迫遠程工作的員工。採訪的參與者是使用目的性抽樣方法選擇的，詢問他們對動力，員工敬業度和遊戲的看法，以及對在新工作場所實施遊戲化的看法。採訪是通過在線採訪（電話會議）完成的。這項研究顯示出對通過遊戲化利用動機和員工敬業度的積極回應和潛在影響。有了參與者對遊戲化的認識，本文可以幫助開發潛在的定量研究的概念或理論，並鼓勵組織在工作場所實施遊戲化以避免潛在的問題。

Due to the COVID-19 pandemic, numerous organizations have shifted to remote work, telework, or work from home (WFH) for the employees’ safety. However, remote work reduces motivation, especially if employees have no choice on where to work. Apart from the motivation of employees, the levels of engagement are also decreasing. With the emergence of telework, numerous challenges are also identified. This research identifies, enumerates, and establishes the need of gamification, a trending concept that uses game elements (or motivational affordances which include points, leaderboards, badges, etc.) to non-game context (marketing/commerce, education, work, etc.) in remote work, to increase the levels of engagement and motivation, as well as to overcome the challenges employees encounter in the new set-up. With the lack of in-depth literature on gamification together with the emergence of work-from-home in the new normal, the researcher used a qualitative design to explore the concept and interviewed 10 employees from the Philippines who were forced to work remotely. The participants for the interview were chosen using the Purposive Sampling method and were asked about their perceptions on motivation, employee engagement, and games, as well as their perception towards implementing gamification in their new workplace. The interviews were done through online interviews (conference call). This research shows a positive response and potential effect on leveraging both motivation and employee engagement through gamification. With the perceptions of the participants toward gamification, this paper could help develop concepts or theories for potential quantitative research, as well as encourage organizations to implement gamification in the workplace to avoid potential problems.

Thesis Validation Letter i
Acknowledgments ii
Abstract (Chinese) iii
Abstract (English) iv
Table of Figures vii
Table of Tables viii
Chapter 1 Introduction 1
1.1 Research Statement 2
1.2 Objectives 2
1.3 Population and Sample 2
1.4 Significance of the Study 3
1.5 Scope and Limitations 4
Chapter 2 Literature Review 7
2.1 Employee Engagement 7
2.2 Motivation 9
2.3 Employee Engagement and Motivation 11
2.4 Gamification 12
2.5 Gamification and Employee Engagement 15
2.6 Gamification and Motivation 16
2.7 Remote Working 17
2.8 Gamification and Remote Working 21
Chapter 3 Methodology 23
3.1 Research Method 23
3.2 Data Collection 24
3.3 Sample 27
3.4 Profile of Respondents 27
3.5 Methods of Analyzing 28
3.6 Research Ethics 30
Chapter 4 Data Analysis and Results 31
Chapter 5 Conclusion and Recommendations 37
References 43
Appendices 46
Interview 1 46
Interview 2 49
Interview 3 51
Interview 4 53
Interview 5 55
Interview 6 57
Interview 7 58
Interview 8 60
Interview 9 63
Interview 10 65

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