THE ROLE OF OWNERSHIP AND SOCIAL IDENTITY IN PREDICTING DEVELOPER TURNOVER IN OPEN SOURCE SOFTWARE PROJECTS

Open source software (OSS) development methodology that promises to produce reliable, flexible, and high quality software code, at minimal cost, by harnessing the power of distributed peer review and transparency of process and has become increasingly popular in the past few years. For-profit companies have increasingly adopted the OSS paradigm to produce quality software at low cost. A vast majority of OSS projects depend on voluntary contributions by developers to sustain their development. In this context, turnover of developers has been considered a critical issue hindering the success of projects. This dissertation develops two studies addressing the issue. The first study is a methodological pilot and lays the foundation of this research by focusing on modeling turnover behavior of core open source contributors using a logistic hierarchical linear modeling approach. It argues that argue that taking both the developer and the project level factors into account will lead to a richer understanding of the issue of turnover in open source projects. The second study provides a conceptual integration of developer and project level factors using the Ownership, Role theory and Social Identity literatures, and proposes testable hypotheses, methods and findings. The implications of this research are likely to benefit OSS managers in understanding the developer and project level factors associated with developer turnover and the contexts in which they interact

Variation in Experience and Team Familiarity: Addressing the Knowledge Acquisition-Application Problem

Prior work in organizational learning has failed to find a consistent effect of variation in experience on performance. While some studies find a positive relationship between these two variables, others find no effect or even a negative relationship. In this paper, we suggest that the differences in prior findings may be due to the failure to separate the processes of knowledge acquisition and knowledge application. While variation in experience may permit the acquisition of valuable knowledge, additional mechanisms may be necessary to enable the subsequent application of that knowledge in a team setting. We hypothesize that team familiarity - prior experience working with team members - may be such a mechanism. We use detailed project- and individual-level data from an Indian software services firm to examine the effects of team familiarity and variation in market experience on multiple measures of performance for over 1,100 software development projects Consistent with prior work, we find mixed results for the effect of variation in experience on performance. We do, however, see evidence of a moderating effect of team familiarity on the relationship between these two variables. Our paper identifies one mechanism for uniting knowledge acquisition and knowledge application and provides insight into how the management of experience accumulation affects the development of organizational capabilities.Experience, Knowledge, Software, Team Familiarity, Variation

Three Essays on Diversity-Performance Relationship from a Positive Psychology Lens

Workplace diversity is an incessant notion in today’s world. Scholars have examined different aspects of diversity (e.g. demographic, cultural, and informational) in context of varying processes and outcomes (e.g. satisfaction, innovation, creativity, and performance). Diversity has been proposed as a double-edged sword, but the overall effects of diversity have been inconclusive, necessitating the investigation of more contextual variables. Efforts have been made to focus on this paucity of diversity research, however, the emphasis has been on objective variables and the positive characteristics of an individual or a team are neglected. Thus, the purpose of this three-essay dissertation is to address this gap by integrating the positive organizational behavior theme with the diversity literature. I aim to amalgamate positive psychology components in the diversity-performance relation and identify its fruitful effects. As a foundational step, the first essay offers insights on the extant patterns and research trends of diversity research at two levels – individual and team. In this comprehensive literature review, I analyze different variables used to investigate effects of both, relational demography and diversity, on performance. The study highlights theoretical underpinnings, distinguishes the analytical approaches, and offers guidelines for future research. In Essay 2, I theorize a multi-level model highlighting the direct and interaction effects of relational demography and positive psychology traits on individual outcomes. I propose that the detrimental effects of surface- and deep-level diversity on individual team members will be alleviated by the positive effects such as cultural intelligence and psychological empowerment at the individual-level and empowerment and psychological capital at the team-level. A longitudinal investigation of more than 480 participants constituting 139 teams at two major research universities provides evidence for the interesting effects of these positive traits. Results demonstrate that cultural quotient of an individual has a positive significant interaction effect on psychological empowerment and intrinsic motivation. Also, the level of psychological empowerment has a direct positive effect on the sense of thriving at work. In a similar setting, in Essay 3 a team-level model is proposed to identify the effect of surface- and deep-level diversity with social integration and team learning. I investigate the interaction effects of collective psychological capital, team goal orientation, and team empowerment. Further, the direct effect of psychological capital and team processes on team performance is also analyzed. Findings from this study suggest that team goal orientation acts as a positive moderator for both social integration and team learning behavior. Likewise, team psychological capital has a positive interaction effect on the two team processes. Overall, this dissertation highlights the importance of considering the positive psychological capacities of individuals to overcome diversity-related challenges. This research makes a critical contribution by including the unexplored positive psychological traits in the diversity literature and illustrating its virtues. Findings from the studies generate several fruitful implications for theory and practice. Future research directions are suggested

Factors Affecting Long-Term Outcomes Following Intensive In-Home Services

Intensive in-home services (IIHS) work with families toward building skills and resources to better manage their children with behavioral difficulties. Factors that impact long-term outcomes following IIHS are not well understood. This study examined the relative importance of youth demographic and clinical characteristics, family history variables, characteristics of program participation, and organizational-level factors in explaining placement stability, educational progress, and contact with legal authorities one year following discharge from IIHS. The sample included all youth who received IIHS, were discharged between January 1, 2001 and December 31, 2006, and completed a follow up at one-year post-discharge (n = 2,649) from a large provider of IIHS. Hierarchical linear modeling (HLM) was employed to test the relationship between case characteristics and outcomes, as youth were nested within offices. The non-experimental nature of the study demanded close attention to the issue of response bias. Logistic regression was used to model the probability of responding to the postdischarge survey, with the predicted values used in the HLM analysis to correct for response bias. Adolescent males were found to have significantly lower odds of placement with their family, higher odds of contact with legal authorities and out of home placement, and lower odds of a positive composite outcome than adolescent females. Youth of both genders with antisocial behavior had significantly lower odds of positive outcomes. Length of service was significantly associated with higher odds of negative outcomes for all dependent measures except contact with legal authorities. This last finding was unexpected and may be a function of unmeasured risk factors that affect both length of service and long-term outcome. Office-level characteristics were not found to be significant predictors in most of the models. Recommendations for improvement of the intensive in-home services program included focusing resources on high-risk clinical characteristics rather than changing organizational attributes such as size and turnover. Although a high rate of turnover potentially has other negative consequences, finding more effective ways to treat antisocial behavior, particularly in males ages 10 to 16, may be the activity most likely to secure higher odds of positive outcomes for youth served by the program

A multilevel discrete - time hazard model of retention data in higher education

College student retention rates are often used as a measure of institutional accountability, institutional success, and are used more frequently as a means of determining resource allocation. Understanding what factors impact the retention of college students has become critical to institutions of higher education. The study of the factors that impact student retention has been plagued with methodological concerns, especially the longitudinal and hierarchical nature of retention data. The purpose of this study was to investigate college student retention using a multilevel discrete-time hazard model. A multilevel discrete-time hazard model deals with many of the concerns associated with analyzing college student retention data, such as censored observations, the multilevel nature of the data, and variables that change over time. Gender, ethnicity and school-type were used to model the timing of students leaving a university from a cohort of first-time freshmen over five year period

Newcomer Retention and Productivity in Online Peer-Production Communities

University of Minnesota Ph.D. dissertation. July 2018. Major: Computer Science. Advisor: Joseph Konstan. 1 computer file (PDF); x, 159 pages.Online communities are online interaction spaces for people that break the barriers of time, space, and scale and provide opportunities for companionship and social support, information exchange, retail, and entertainment. Among them are online peer production communities that have a fantastic business model where volunteers come together to produce content and drive traffic to these sites. Although as a class these communities are successful, the success of individual communities greatly varies. To become and remain successful, these communities must meet a number of challenges related to starting communities, retention of members, encouraging commitment, and contribution from their members, regulating the behavior of members and so on. This dissertation focuses on the specific challenge of newcomer retention and productivity in the context of online peer-production communities. Exploring three different communities with entirely different structures and compositions – MovieLens, GitHub, and Wikipedia and building upon prior work in this space, this dissertation offers a number of important predictors of retention and productivity of newcomers. First, this dissertation explores the value of early activity diversity in the presence of the amount of early activity as a predictor of newcomer retention. Second, this dissertation digs into more fundamental psychological traits of newcomers such as personality and presents findings on relationships between personality and newcomer retention, preferences, and productivity. Third, this dissertation explores and presents results on the relationship between community interactions (apart from norms, policies and rigid structures) and newcomer retention. Fourth, this dissertation studies and presents the effects of various kinds of prior experience of newcomers on retention and productivity in a new group they join. This dissertation concludes by offering a number of directions for future research