This study examines the influence of developer experience between human resource management (HRM) practices and innovation in software (S/W) engineering. This study uses…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
研究目的
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。
研究設計/方法/理念
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
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。
研究的原創性/價值
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。