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This study examines the influence of developer experience between human resource management (HRM) practices and innovation in software (S/W) engineering. This study uses motivation theory and investigates how HRM practices influence the innovative behaviors of S/W developers by using a mediator of affective developer experience.

For this, this study used a survey of S/W developers working in Korea. Out of 431 responses collected from 35 companies, 352 responses from 34 companies were usable for analysis and takes structural equation modeling.

The results show that developmental appraisal, externally or internally equitable reward and comprehensive training increase their affective developer experience affecting innovative behaviors positively in turn. However, selective staffing has no effect.

The results show that S/W developers pursue individual growth rather than success in their organizations. The findings show the context of S/W engineering in Korea and provide universalistic perspective when top managers motivate their S/W engineers by HRM system.

本研究擬探討開發經驗會如何影響人力資源管理方法與軟件工程創新之間的關聯。具體來說，本研究以動機理論，並利用情感的開發經驗作為中介者，去探討人力資源管理方法會如何影響軟件開發人員的創新行為。

研究人員調查於韓國工作的軟件開發者; 他們收集來自35間公司共431個回應，其中來自34間公司共352個回應可用來分析; 分析以結構方程模型進行。

研究結果顯示，發展評估、 外在或內在的公平獎勵和綜合培訓，均能增加情感的開發經驗，繼而反過來會正面地影響創新行為; 唯選擇性人員配置則沒有作用。

研究結果顯示軟件開發人員於其機構內所追求的是個人成長，而不是個人成就。研究結果說明了韓國軟件工程有關的情況，而且，若高層管理人員欲以人力資源管理系統激勵其軟件工程師，研究結果為此亦提供了一個普遍性的觀點。

This study systematically assesses and empirically examines the research question: How do social skills influence resource acquisition and social performance? Specifically, this study applies RBV theory from strategy to link social skills, resource conditions and the performance of social enterprises.

For this, we surveyed social enterprises in Korea to collect data and used SPSS 18.0 for hierarchical regression analysis.

In the Korean context, first, the results show that all social skills of social entrepreneurs are positively related to social performance. Second, among independent variables, self-promotion is positively associated with financial support and expressiveness is positively associated with marketing support. However, the rest of the independent variables have no significance. Finally, obtaining financial support from their partner mediates the relationship between self-promotion and social ventures' social performance, and obtaining marketing support from their partner mediates the relationship between expressiveness and social ventures' social performance.

This study provides two contributions. First, this is the first study to apply and test the RBV systematically and empirically in the context of social enterprises. Second, the results suggest that social skills and support types are important to social value creation.

Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support.

For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.

The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange.

This study provides practical implications that are directly related to the performance management of employees under technostress.

To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.