Models of motivation in software engineering

Motivation in software engineering is recognized as a key success factor for software projects, but although there are many papers written about motivation in software engineering, the field lacks a comprehensive overview of the area. In particular, several models of motivation have been proposed, but they either rely heavily on one particular model (the job characteristics model), or are quite disparate and difficult to combine. Using the results from our previous systematic literature review (SLR), we constructed a new model of motivation in software engineering. We then compared this new model with existing models and refined it based on this comparison. This paper summarises the SLR results, presents the important existing models found in the literature and explains the development of our new model of motivation in software engineering

Human Capital of IT Professionals: A Research Agenda

Information Systems researchers have studied various aspects of the role of human capital in the IT workforce such as the definition of IT professionals, human resource practices for managing IT professionals, returns to human capital, human capital and innovation in IT industries, and turnover among IT professionals. This panel argues that the field is at crosswinds of change due to factors such as rapidly changing technologies, organizational processes, technology delivery mechanisms such as cloud computing, new forms of organization such as virtual teams and social networks, outsourcing, offshoring, globalization, and a new generation of IT professionals entering the workforce. These changes in the environment for IT work will affect the roles, jobs, skills and careers of IT professionals and will prompt more inquiry from IS researchers in two main directions: one, some findings from prior research may not hold in this new environment and scholars will need to reexamine these. Two, these changes will raise additional issues, and call for new research on IT human capital. The objective of this panel is to present a framework to identify important trends and changes that will impact IT professionals and to define an agenda for future research on IT human capital

WOMEN IN INFORMATION TECHNOLOGY CAREERS: A PERSON-PROCESS-CONTEXT-TIME FRAMEWORK

The underrepresentation of women in IT is a research area that has received much attention in recent years. Extant research has examined many factors that contribute to and/or improve the widening gender gap. Review articles to date have focused on certain aspects of the field, e.g., the pipeline (Gürer and Camp, 2001), secondary and post-secondary education (Sanders, 2005; Singh, Allen, Scheckler, and Darlington, 2007), and women in IT careers (Ahuja, 2002). There is a need for a comprehensive framework that synthesizes and extends existing research using a new research lens. We propose an integrative organizing model that draws on the career theory literature, Bronfenbrenner\u27s ecological system theory (Bronfenbrenner, 2004), the relational model of career decisions (Mainiero and Sullivan, 2005), and Super\u27s life-span, life-space approach to career development (Super, 1990). Examples of how the framework can be applied are discussed

PROJECT MANAGEMENT IN INFORMATION SYSTEMS - ART, SCIENCE, OR MAGIC: Defining criteria for testing IS Project Ideas

It seems inevitable that sometimes projects will fail. Project management and project management methodologies exist to improve the likelihood of success, but delivering change in a dynamic environment is not without risk. Research says that a significant number of projects fail, particularly in information systems. It is recognised here that poor project management and/or methodology may not be the only causes when failure occurs. Areas outside the project control and even before project initiation could also be at fault, especially if it is based on a flawed concept. Is it possible that this may be the result of poor root cause analysis and an incorrect diagnosis of what the organisation needs to change? This goes beyond the requirements analysis, to the very beginning to the idea. In addition to the art of the project manager and the science of the project management methodology then, there is a third factor that should be recognised and analysed; the “magic” of the methodology used to generate the magic of the initial idea. Project management methodologies codify what is known about how to run a project; they provide governance and procedure. Talented project managers manage delivery of the plan whilst managing the attendant risks and issues. But the process seen as project management does not extend to include validation of the methodology applied to the idea behind the project. This paper speculates that the capability of the idea, measured in the rigour applied to the root cause analysis and the derivation of appropriate fix logic (the project mandate), is what needs to be tested by the application of a pre-project methodology

Real-Time Control Mediation in Agile Distributed Software Development

Agile distributed environments pose particular challenges related to control of quality and collaboration in software development. Moreover, while face-to-face interaction is fundamental in agile development, distributed environments must rely extensively on mediated interactions. On this backdrop, we report from an in-depth case study of an agile distributed software project. Applying Kirsch’s elements of control framework, we analyze how actors in this context used different elements of control. We offer a description of the general management context and provide a detailed analysis of how control was mediated over distance by technology through real-time exchanges. Contrary to previous research, the analysis suggests that both formal and informal elements of real-time mediated control were used; that evolving goals and adjustment of expectations were two of the main issues in real-time mediated control exchanges; and, that the actors, despite distances in space and culture, developed a clan-like pattern mediated by technology to help control quality and collaboration in software development

Understanding turnover intentions and behavior of Indian information systems professionals: A study of organizational justice, job satisfaction and social norms

Despite the phenomenal growth projected for the Indian information technology (IT) industry, one of the biggest challenges it faces is the high rate of turnover in offshore Indian-based supplier firms (Everest Research Group 2011). In this dissertation, we explored the following determinants of turnover intentions—social norms job attributes, job satisfaction, organizational alternatives, first order supervisory justice dimensions (distributive, procedural, interpersonal and informational justice) and second-order organizational justice measured by the first order justice dimensions. The research design was longitudinal to assess turnover behavior and its relationship with turnover intentions. Telephonic interviews were conducted with 75 Indian IS professionals based in India. Ten months later the respondents were contacted again to determine their actual turnover behavior. Data was quantitatively analyzed using PLS graph. Qualitative analysis using content analysis was also performed to gain deeper insights. Seven out of the 11 hypothesized relationships were supported. Three out of 4 dimensions of justice were found to be significantly and negatively related to turnover intentions- distributive, procedural and informational justice. Also, the second-order latent construct of overall organizational justice was found to be negatively related to turnover intentions. The hypothesized relationships between social norms and turnover intentions and between organizational alternatives and turnover intentions were not supported. Job attributes for tasks not involving client interaction (programming, testing and project management tasks) was found to be negatively related to job satisfaction. Finally, turnover intentions was found to positively relate to turnover behavior. We made important contributions to the literature of turnover by being one of the few studies actually measuring turnover behavior. Also, we addressed a gap in the literature of IS turnover of studying IS populations across different nations. We contributed to theory by testing a model of turnover that had new constructs not tested before, like overall organizational justice (second-order) and supervisory focused four first-order justice dimensions, and social norms. For future research, revised model of turnover relevant for Indian IS professionals is proposed-this involved adding new constructs like work life balance, stress, organizational satisfaction and removing constructs that did not find support in Indian contexts like organizational alternatives and social norms

IT Staff Turnover Intentions, Job Modification, and the Effects of Work Recognition at Large Public Higher Education Institutions

Information Technology (IT) leaders in public higher education are under increased pressures to leverage innovations in technology to address their institution’s strategic imperatives. CIOs modify jobs by increasing responsibilities or changing the tasks that IT workers perform. IT staff who experience job modification are susceptible to lower job satisfaction and increased turnover intentions. IT leaders in other industries have successfully used work recognition to improve job satisfaction but there is limited research pertaining to these conditions among higher education institutions. This study sought to determine the perceptions and effects of work recognition and job modification on the turnover intentions of IT workers employed at 71 large, publicly controlled, higher education institutions. The researcher conducted a quantitative study using structured equation modeling to measure the potential moderating effects of recognition on job satisfaction, affective commitment, and perceived organizational support as predictors of turnover intention. The researcher found that work recognition was effective at moderating the effects of responsibility increase and task replacement on job satisfaction for IT workers with respect to their preferences of work recognition types. IT workers perceptions of the relative strength and duration of various work recognitions was also determined. The findings contribute to the study of turnover antecedents by providing new information on the relationship between extrinsic and intrinsic motivations and turnover intentions of IT workers at the institutions studied. The conclusions have implications for practice among CIOs in large public institutions regarding the importance and characteristics of work recognition as a tool for retaining IT staff

A model for the alignment of ICT education with business ICT skills requirements

The Information and Communications Technology (ICT) skills shortage is of national and international concern. Modern business practices require the implementation of new technologies supported by a workforce with current and diversified ICT skill-sets. Acquiring suitable ICT skills has become a difficult task and employers are seeing government intervention at all levels. The school system in South Africa is under increased pressure and is faced with continuously declining matriculation pass rates, specifically in subjects such as science and mathematics. Schools are experiencing a decline in the number of scholars (learners) enrolling for the Information Technology (IT) school curriculum. The IT curriculum at school level is being criticised; under-prepared teachers are blamed and lack of suitable facilities highlighted. Surveys conducted amongst grade 9 and grade 12 scholars in the Eastern Cape have shown that scholars are not considering careers in ICT. Teachers, career/guidance counsellors and parents contribute to scholars' career decisions and are not encouraging scholars to pursue careers in ICT. Tertiary institutions in South Africa and internationally, are experiencing a decline in student enrolments and in pass and throughput rates. Industry is holding tertiary institutions responsible for not providing the “correct” ICT graduate skill-sets and passing an insufficient number of quality ICT graduates desperately required by industry. The accreditation of computing degree programs, such as Computer Science (CS), Information Systems (IS) and Information Technology (IT), collectively referred to as CIT, offered by tertiary institutions is becoming an international requirement. The ICT industry is constantly changing and new job requirements and new career opportunities are frequently introduced. Graduates entering the ICT industry should have acquired knowledge about ICT career tracks in order to specialise and choose a suitable career path. Tertiary CIT degree programs should further be linked to specific career tracks and provide a multi-disciplined education to graduates. ii ICT graduates working in industry utilise skills obtained in under-graduate and post-graduate CIT degree programs. The ICT graduates have also obtained valuable skills working in industry, including business skills and soft skills. ICT skill surveys have identified the graduate skills gap, indicating ICT skills industry requires from graduates completing tertiary level qualifications. ICT graduates working in industry, for example indicated that programming in some cases is over-emphasised at school and tertiary level and that soft skills are ignored by tertiary institutions. An ICT Graduate Skills Classifications Framework is developed to address the graduate ICT skills gap and highlight important business skills, soft skills, technical skills and programming skills required by industry. In this thesis, an Industry ICT Value Chain Model is further developed that suggests a holistic approach to the problems experienced at all levels of ICT skills development, including government, industry, tertiary education institutions and at school level. Results from a number of research surveys conducted along the proposed Industry ICT Skills Value Chain Model indicated that problems exist at all stages in the value chain and that the problems can only be addressed involving government, industry and tertiary institutions collectively. A number of interventions is required and the support from industry is essential in achieving overall success in addressing the ICT skills shortage in South Africa. A proposed Industry ICT Skills Value Chain Model that can be utilised to address the ICT skills shortage in South Africa is presented

Bringing Global Sourcing into the Classroom: Lessons from an Experiential Software Development Project

Global sourcing of software development has imposed new skill requirements on Information Technology (IT) personnel. In the U.S., this has resulted in a paradigm shift from technical to softer skills such as communications and virtual team management. Higher education institutions must, consequently, initiate innovative curriculum transformations to better prepare students for these emerging workforce needs. This paper describes one such venture between MU, U.S.A. and MDI, India, wherein IT students at MU collaborated with Management Information Systems (MIS) students at MDI on an offshore software development project. The class environment replicated an offshore client/vendor relationship in a fully virtual setting while integrating communications and virtual team management with traditional IT project management principles. Course measures indicated that students benefited from this project, gained first-hand experience in the process of software offshoring, and learned skills critical for conduct of global business. For faculty considering such initiatives, we describe the design and administration of this class over two semesters, lessons learned from our engagement, and factors critical to success of such initiatives and those detrimental to their sustenance

An Integrative Conceptual Model of Vietnam as an Emerging Destination for Offshore Outsourcing of Software Development for Finnish Companies

Companies are constantly under pressure to develop software within tight budgets and more efficiently. Offshore outsourcing has been seen as one solution to the dilemma, and lucrative outsourcing businesses have evolved in many countries. Vietnam is now emerging within this global outsourcing sector. This study conducts an in-depth literature review and analyzes a number of important issues related to developing countries in general and Vietnam in particular, as an offshore outsourcing destination for Finnish companies for developing their software. From the analysis, an integrative conceptual model of software development through offshore outsourcing was developed. The study found challenges as well as potential in Vietnam’s software outsourcing industry. In addition, it provides valuable information for practitioners interested in outsourcing to Vietnam and for further research within the area