Agile Ways of Working: A Team Maturity Perspective

With the agile approach to managing software development projects comes an increased dependability on well functioning teams, since many of the practices are built on teamwork. The objective of this study was to investigate if, and how, team development from a group psychological perspective is related to some work practices of agile teams. Data were collected from 34 agile teams (200 individuals) from six software development organizations and one university in both Brazil and Sweden using the Group Development Questionnaire (Scale IV) and the Perceptive Agile Measurement (PAM). The result indicates a strong correlation between levels of group maturity and the two agile practices \emph{iterative development} and \emph{retrospectives}. We, therefore, conclude that agile teams at different group development stages adopt parts of team agility differently, thus confirming previous studies but with more data and by investigating concrete and applied agile practices. We thereby add evidence to the hypothesis that an agile implementation and management of agile projects need to be adapted to the group maturity levels of the agile teams

Human Psychology Factors Influencing Agile Team Autonomy in Post-Pandemic Remote Software Organizations

Agile project management methods are gaining in popularity in the software industry as software development teams are being asked to be adaptive to market needs and resilient to change and uncertainty. With increasing market uncertainty, global competition, and time-to-market pressure, it is becoming a challenge to develop an innovative product and deliver it on-time without the opportunity that comes from team autonomy to experiment and learn from failures in a remote workplace. To resolve this challenge, it is critical to understand the myriad human psychological factors in play that influence Agile team autonomy in a remote work environment. The role of human psychological factors on Agile project delivery success has been largely neglected or superficially covered in extant literature. The purpose of this research study was to study the influence of key human psychological factors on emergence of Agile team autonomy that leads to Agile project success in software organizations. The findings will help Information Systems researchers and practitioners in proactively identifying and addressing human psychology factors challenges to achieve successful delivery of innovative products using Agile Scrum methodology. Using an online survey instrument, the study sampled 137 software professionals from US software companies with experience in the Agile Scrum role of Team Member. The quantitative data generated was analyzed using multiple linear regression. The relationship between the independent variables – the human psychology factors pertaining to Leadership Style, Organization Structure, HR Practices and Stakeholder Engagement and the dependent variable - Agile team autonomy is explained through multiple linear regression. As multiple items are linked to variables, the statistical analysis was performed using the median scores for each variable. One-way ANOVA and Pearson’s correlation coefficient were used to demonstrate the existence (or nonexistence) of relationships between variables. Finally, an empirical model relating the human psychology factor variables and the dependent variable of Agile team autonomy was constructed for the population

Using the Work and Organizational Psychology Perspective in Research on Agile Software Development Teams

Background: The development of software has gone from more strict plan-driven projects to involve more human interaction and communication due to approaches like agile software development. With the realization of the importance of psychological aspect comes the possibility of learning from other more established research fields instead of reinventing the wheel. Objective: In the field of work and organizational psychology there is an extensive body of knowledge of work-life in many different contexts. The objective of this thesis is to show some examples of how both methods and models from psychology research can be used in software engineering and specifically to understand agile software development teams. The selected models and tools were; new aspects of work motivation in agile teams in larger organizations, statistical tests of validation (factor analysis), and using the social psychology model of group development in connection to agile teams. Method: The appended papers consist of both exploratory, correlative and validation studies. The research methods range from interviews, focus groups, and survey data as well as qualitative and quantitative interpretations. Eight companies participated consisting of two European-based and six US-based organizations, and a total of 76 people participated in the studies. The data collection procedures were also diverse ranging from recorded in-person interviews and focus groups, to online surveys and remotely recorded phone interviews. Results: The analysis included thematic ditto of interview transcripts, correlation of variables in survey data, and statistical validation tests of a survey itself. Some studies used one research methodology while other triangulate the research question in order to increase the validity of the results. The results strongly indicate that many agile maturity models need more validation, that there are work motivational aspects of employees working on agile teams in a more traditional structure, and that the group development aspect of building agile teams contributes with concrete guidance on moving teams forward. Conclusions: We conclude that there are a set of useful methods and models in work and organizational psychology that are applicable, specifically, to the agile software development context of teams, but also, more generally to a larger perspective of software engineering that involves human factors. This thesis will hopefully convince researchers and practitioners of the usefulness of adding the psychological dimension when trying to understand such social and complex systems

The influence of organizational culture on the outcome of an IS implementation

A number of information system (IS) studies have adopted organizational culture (OC) theory to investigate IS implementations. The studies highlight that members will reach consensus or agreement in the use of an IS but also experience inevitable tensions and ambiguities in the use of the IS. However, literature related to IS implementation/OC has rarely examined the influence that the saliency of specific cultural practices may have on the success or failure of IS implementations. Using a case study approach, we adopted the “soft positivism” research philosophy to collect data, underpinned by Martin’s (1992) integration and differentiation perspectives of OC to study organizational implementation of an IS. These perspectives served as interpretive lenses through which to explain how members’ salient behaviors towards an IS evolved during the implementation process. Our study augments the IS implementation/OC literature by demonstrating how salient cultural practices influence the outcome of IS implementatio

Training Program Effectiveness in Building Workforce Agility and Resilience

Decades of qualitative case studies suggest that organizations must be able to deal with change effectively to compete and survive. Many researchers have linked higher workforce levels of agility and resilience to organizations\u27 abilities to deal with change more successfully; however, there is a scarcity of empirical research addressing the efficacy of agility and resilience development in the workplace. The purpose of this study was to quantitatively examine the development of workforce resilience and agility, as measured by FIT for Change assessment. The theory of planned behavior was the study\u27s theoretical framework, theorizing that changing attitudes and beliefs about change through a learning program might lead to more positive behaviors in response to change. The primary research question was whether a significant difference exists between individual agility and resilience levels before and after a learning intervention in the target population (N = 612) of associates employed by a large healthcare organization who participated in the learning intervention. Due to the abnormal distribution of the data and failed assumption of homogeneity of the regression slopes, Wilcoxon Signed Rank Test was used in lieu of ANCOVA. The results indicated that Agility scores increased on the second test (p = .000). Resilience scores did not change significantly on the second test (p = .913). This study is significant to healthcare organizations undergoing change and may result in organizations investing in development of agility and resilience of their workforce. Developing agility and resilience in people facilitates social change by creating communities that do not just survive but adapt in an optimistic way and find opportunities benefiting the society even during the most adverse changes

The fidelity of prototype and testing environment in usability tests

This doctoral thesis investigated what setup of a usability test can best support valid test outcomes. Several aspects of contextual fidelity were manipulated in experimental usability studies, to examine their impact on test results. The first study demonstrated that the medium of prototype presentation has effects on test outcomes, which have not been found in previous research. Using a more hypothesis-driven approach, it was shown that participants exhibited more reading activity when using a paper-based as compared to a computer prototype presented on screen. This resulted in better performance, if task success required reading a short paragraph of text. Consequently, the medium of prototype presentation needs to be considered to avoid that respective usability problems go undetected. A second study demonstrated that additional observers may cause stress for test participants, which can be measured at the physiological level. Some performance indicators were affected, but only in interaction with perceived developmental stage of the test system. A third study investigated the effects of a work or leisure context on the outcome of a usability test. No effects were found for the type of usage context, but even short response time delays proved to be relevant for performance and emotions. Relevant factors for the validity of usability test outcomes were identified and theoretical and practical implications are discussed. Keywords: Usability test; paper prototype; fidelity; observer presence; work and leisure domain; system response time; heart rate variability; validity

The Relationship Between Leadership Style and Cognitive Style to Software Project Success

Project managers can be change agents providing direction and motivation for subordinates to meet and exceed goals; however, there is a lack of information about the soft skills needed to achieve project success. Understanding the relationship between cognitive style and transformational leadership to software project outcomes is important. This study describes the lived experiences of software project managers by focusing on their attitudes towards, perceptions of, and behaviors related to using transformational leadership and cognitive styles in agile software development environments. Husserlian phenomenological design was used to identify the structure of participants\u27 experiences. The naturalistic decision-making model and the theory of constraints were a framework for the study. Software project managers identified as transformational leaders were selected from government agencies and commercial companies. Prior to being interviewed, individuals completed the Cognitive Style Indicator. In-depth, semistructured interviews and member checking were used for data collection. Qualitative, phenomenological analysis was used to code the interview data and identify thematic response categories. Results indicated that transformational leaders possessing a planning or creating cognitive style stimulate an environment with an uplifting work atmosphere in which team members are fulfilled and product development outcomes are successful. The implications for positive social change include broadening project managers\u27 leadership and decision making regarding overall project success and leading executives to reexamine the leadership and decision-making styles of their managers resulting in their organizations\u27 prosperity, employee effectiveness, and cost containment