Report from GI-Dagstuhl Seminar 16394: Software Performance Engineering in the DevOps World

This report documents the program and the outcomes of GI-Dagstuhl Seminar 16394 "Software Performance Engineering in the DevOps World". The seminar addressed the problem of performance-aware DevOps. Both, DevOps and performance engineering have been growing trends over the past one to two years, in no small part due to the rise in importance of identifying performance anomalies in the operations (Ops) of cloud and big data systems and feeding these back to the development (Dev). However, so far, the research community has treated software engineering, performance engineering, and cloud computing mostly as individual research areas. We aimed to identify cross-community collaboration, and to set the path for long-lasting collaborations towards performance-aware DevOps. The main goal of the seminar was to bring together young researchers (PhD students in a later stage of their PhD, as well as PostDocs or Junior Professors) in the areas of (i) software engineering, (ii) performance engineering, and (iii) cloud computing and big data to present their current research projects, to exchange experience and expertise, to discuss research challenges, and to develop ideas for future collaborations

Choosing Your Ethnicity: A Longitudinal Analysis of Ethnic Identity Choice and Intra-Individual Ethnicity Change

This paper studies individuals’ possible choice to forgo their ancestral ethnicity and adopt a specific new ethnicity. We first use individual-level panel data for Indonesia as well as other countries (e.g., the U.S.) to document the pervasiveness of intra-individual ethnicity change and its coincidence with major life events, particularly, interethnic marriage. Next, we focus on individuals who have intermarried and exploit variation in deep-rooted community-level norms on matrilocality (co-residence with the wife’s family) to identify how differences in expected costs and benefits of ethnicity change causally affect newlyweds’ choice to adopt a specific ethnicity (i.e., their spouses’ ethnicity) or not. Results obtained using a three-wave panel comprising more than 13,000 Indonesians confirm the expected effect of matrilocality, as newly intermarried men (women) are significantly more (less) likely to adopt their spouses’ ethnicity when the couple lives in a matrilocal community compared to a non-matrilocal one. Because ethnicity change is a means to fit in, important implication of our findings is that in many countries key statistics on ethnic fractionalization and segregation are severely inflated

Choosing Your Ethnicity: A Longitudinal Analysis of Ethnic Identity Choice and Intra-Individual Ethnicity Change

This paper studies individuals’ possible choice to forgo their ancestral ethnicity and adopt a specific new ethnicity. We first use individual-level panel data for Indonesia as well as other countries (e.g., the U.S.) to document the pervasiveness of intra-individual ethnicity change and its coincidence with major life events, particularly, interethnic marriage. Next, we focus on individuals who have intermarried and exploit variation in deep-rooted community-level norms on matrilocality (co-residence with the wife’s family) to identify how differences in expected costs and benefits of ethnicity change causally affect newlyweds’ choice to adopt a specific ethnicity (i.e., their spouses’ ethnicity) or not. Results obtained using a three-wave panel comprising more than 13,000 Indonesians confirm the expected effect of matrilocality, as newly intermarried men (women) are significantly more (less) likely to adopt their spouses’ ethnicity when the couple lives in a matrilocal community compared to a non-matrilocal one. Because ethnicity change is a means to fit in, important implication of our findings is that in many countries key statistics on ethnic fractionalization and segregation are severely inflated

Trust and Signals in Workplace Organization: Evidence from Job Autonomy Differentials between Immigrant Groups

Trust involves a willingness to be vulnerable to other agents’ actions as well as an assessment of these agents’ trustworthiness. This paper seeks to unpack the relationship between trust and workplace organization, focusing on signals of (un)trustworthiness guiding employers’ trust decisions. While much research finds that societal trust norms affect workplace organization, particularly the granting of autonomy to employees, the underlying process remains essentially a black box. Integrating extant literatures, I posit that employers use group-level traits to infer (un)trustworthiness and decide on how much job autonomy to grant to specific employees. I test this prediction in a large cross-national sample comprising migrant employees originating from home countries that differ in the degree to which corruption has been institutionalized in society. Confirming my prediction, empirical results reveal a strong negative relationship between homecountry corruption and job autonomy. Results are robust to controlling for a range of potential confounders, including personal income and home-country level of economic development as proxies for unobserved skill differentials. Key contribution of the paper is to reveal important real-world features of trust governing exchange in the context of workplace organization

How much does job autonomy vary across countries and other extra-organizational contexts?

This paper integrates the study of contextual influences on job autonomy as a key workplace practice with the growing literature on intra-country variation (ICV) versus between-country variation (BCV) in international HRM. While contexts such as industry or country are widely recognized to affect workplace practices such as job autonomy, the influences of different extra-organizational contexts are seldom examined simultaneously or their relative influence systematically compared. Similarly, while much research considers the importance of BCV vis-à-vis ICV in international HRM, little attention is paid to variation that occurs between sub-national or supranational contexts. To move forward on both these counts, we use multilevel analysis and empirically assess the comparative importance of industry as a sub-national context and politico-institutional clusters as a supranational context in addition to country context as sources of differences in job autonomy. Results indicate that inter-cluster variation can be substantially larger than inter-country variation, but that inter-industry dissimilarities tend to exceed both inter-cluster and inter-country dissimilarities. Hence, the main finding of our analysis is that dissimilarities in job autonomy associated with crossing country borders are not exceptionally large as employers and employees face larger dissimilarities in job autonomy when they move across industries. Implications of this finding both for international HRM and for international business and cross-cultural management more broadly are discussed

Social trust, workplace organization, and the comparative advantage of nations

In this paper, I consider a specific channel through which trust between parties to an exchange can go on to affect nations’ comparative advantage in certain industries. My approach revolves around the autonomy that employers (principals) grant to workers (agents), which is a key feature of workplace organization. I hypothesize that social trust generates a comparative advantage in industries with more autonomous micro production environments. I employ individual-level data on work autonomy to construct a measure of the extent to which industries are characterized by autonomy in the production process. Results of a cross-country cross-industry analysis confirm that countries with higher levels of social trust have a comparative advantage in high-autonomy industries and vice versa. Results are robust to the possibility of reverse causality. The paper’s key contribution is to provide a link between the microeconomic literature on workplace organization and the comparative macroeconomic literature on social trust

The Cultural Roots of Human Capital Accumulation

While the accumulation of human capital is widely recognized as a key driver of economic development, what drives cross-country differences in human capital accumulation remains little understood. I use an epidemiological approach involving migrants to test for a possible cultural gradient in individuals’ propensity towards human capital accumulation. However, advancing on traditional macro-focused epidemiological culture research, I also explore a specific micro-level channel through which country-of-origin culture affects human capital accumulation involving culture’s effect on individuals’ dispositions. Results confirm a cultural gradient in the propensity towards human capital accumulation. Moreover, part of the effect of culture on migrants’ propensity towards human capital accumulation runs through migrants’ personal dispositions. Finally, culture’s effect on human capital accumulation traces back to cultural differences in emphasis on intellectual autonomy and future orientation. I conclude that understanding countries’ differential development experiences requires detailed study of the various micro channels through which culture can have macroeconomic consequences

The Use of Identity Primes to Explain Behavioral Differences Between Groups: A Methodological Note

Economists are increasingly using primes that make group identity salient to overcome the inferential limitations of behavioral quasi-experiments involving pre-existing groups (e.g., males vs. females). However, while priming group identity provides powerful means for identifying a causal effect of group membership on individuals’ preferences, so far, there has been little methodological reflection on the use of identity primes to identify the causes of group differences in preferences. This note’s main contribution is to offer a framework for thinking systematically about the treatment effects of priming individuals’ group identity and the identification of specific group traits explaining differences in preferences or behavior between pre-existing groups. The framework sets a high bar for studying the causes of group differences in preferences using identity primes but we clarify its usefulness using concrete examples

How much does job autonomy vary across countries and other extra-organizational contexts?

This paper integrates the study of contextual influences on job autonomy as a key workplace practice with the growing literature on intra-country variation (ICV) versus between-country variation (BCV) in international HRM. While contexts such as industry or country are widely recognized to affect workplace practices such as job autonomy, the influences of different extra-organizational contexts are seldom examined simultaneously or their relative influence systematically compared. Similarly, while much research considers the importance of BCV vis-à-vis ICV in international HRM, little attention is paid to variation that occurs between sub-national or supranational contexts. To move forward on both these counts, we use multilevel analysis and empirically assess the comparative importance of industry as a sub-national context and politico-institutional clusters as a supranational context in addition to country context as sources of differences in job autonomy. Results indicate that inter-cluster variation can be substantially larger than inter-country variation, but that inter-industry dissimilarities tend to exceed both inter-cluster and inter-country dissimilarities. Hence, the main finding of our analysis is that dissimilarities in job autonomy associated with crossing country borders are not exceptionally large as employers and employees face larger dissimilarities in job autonomy when they move across industries. Implications of this finding both for international HRM and for international business and cross-cultural management more broadly are discussed

Reliability and Validity of the Happiness Approach to Measuring Preferences

While the use of happiness data to estimate “utility” functions has some interesting advantages over stated and revealed preferences methods and is growing in popularity, evidence on the reliability and validity of the happiness approach to measuring preferences is lacking. Moving beyond the intuitive appeal of estimating happiness functions, I draw on the literature in psychology on so-called psychometric quality to examine the following two features of the happiness approach to measuring preferences: (i) do repeated samples and different measures of happiness or subjective well-being (SWB) render similar preferences (what is called reliability)?; and (ii) do SWB-based preference measures relate to other measures that capture similar constructs in a logical way (what is called construct validity)? Empirical evidence indicates that SWB-based preferences exhibit high intertemporal, test-retest stability and are highly consistent when measured using alternative indicators of SWB (reliability). Similarly, SWB-based preferences relate to stated and revealed preferences measures of similar constructs in expected ways (construct validity). Overall, I conclude that estimating happiness (“utility”) functions provides a reliable and valid means for measuring people’s preferences