Impact of the technological environment on programmer/analyst job outcomes

ABSTRACT

Recent research has shown that key DP/IS personnel job outcomes (e.g., turnover, organizational commitment, job satisfaction) are affected by job design, leadership characteristics, and role variables. This study investigates another class of variables, the technological environment faced by DP/IS personnel, that might impact these job outcomes. The technological environment includes (1) development methodologies employed, (2) project teams and reporting relationships, and (3) work characteristics. Variables from all classes were found to impact DP/IS job outcomes. Over 11 percent of the variance in DP/IS job satisfaction is explained by these variables.

REFERENCES

• 1: Alloway. R.. and QuiLsrd. J.A. User managers' systems needs. MIS Q. 7, 2 (1983). 27-41.
• 2: Bagozzi, R.P. Causal Models in Markeling, Wiley, New York, 1980.
• 3: Baroudi, J. Job satisfaction, commitment and turnover among information systems development personnel: An empirical investigation. Ph.D. dissertation, Computer Applications and Information Systems Area, New York University, New York, 1984.
• 4: Baroudi. J. The impact of role variables on IS personnel work attitudes and intentions. MIS Q. 9.4 (Dec. 1985), 341-356.
• 5: Kathryn M. Bartol, Turnover among DP personnel: a casual analysis, Communications of the ACM, v.26 n.10, p.807-811, Oct. 1983 [doi>10.1145/358413.358433]
• 6: Bartol, K., and Marlin, D. Managing information systems personnel: A review of the literature and managerial implications. MIS Q. 6. Special Issue (Dec. 1982). 49-70.
• 7: Birnbaum. J. Computer: A survey of trends and limitations. Science 215, (Feb. 12. 1982), 760-765.
• 8: Chapin. N. Paradox in software maintenance. Data Processing 26. 3 (1984), 18ff.
• 9: Cohen, J., and Cohen, P. Applied Regression/Correlational Analysis for the Behavioral Sciences. Lawrence Erlbaum Associates, N.J., 1975.
• 10: Computer World, Surveying four technologies. Comput. World 17, 44 (Oct. 31, 1983), ID16-ID17.
• 11: Gallant, J. Fourth-generation language use must be planned, report says. Comput. World I&18 (Apr. 30. 1984). 64ff.
• 12: Goldstein, D.K. The effects of structured development methods on the job satisfaction of programmer/analysts: A theoretical model. Working Paper CISF-90. Alfred P. Sloan School of Management, Massachusetts Institute of Technology. Cambridge, Mass., 1982.
• 13: Hackman, J., and Oldham C. Motivation through the design of work: Test of a theory, Organ. Behav. Ham. Performance 16, 2 (1976), 250-279.
• 14: Hessinger. P.R. Strategies for implementing fourth-generation software. Comput. World 18, 8 (Feb. 20, 1984). IDl-IDll.
• 15: Philip Kraft, Programmers and Managers: The Routinization of Computer Programming in the United States, Springer-Verlag New York, Inc., Secaucus, NJ, 1984
• 16: Mowday. R., Steers, R.. and Porter, L. The measurement of organizational commitment. I. Vocaf. Behav. 14, 2 (Apr. 1979), 224-247.
• 17: Parks, M. Untangling the programmer productivity maze. Comput. World 17. 26 (June 27, 1983). SRZff.
• 18: Rizzo. J.. House, R.. and Lirtzman. S. Role conflict and ambiguity in complex organizations. Admin. Sci. Q, 15, 2 {June 1970). 150-163.
• 19: Smith, P.. Kendall, L., and Hulin. C. The Measurement ofsafisfacfion in Work and Refiremenf. Rand McNally, Chicago, IlI., 1969.
• 20: Van Sell, M., Brief, A., and Schuler, R. Role conflict and role amhi-guity: Integration of the literature and directions for future research. Hum. Rel. 34, 1 (Jan. 1981), 43-71.
• 21: Vessey, I., and Weber. R. Research on structured programming: An empiricist's evaluation. IEEE Tran. Softw. Eng. SE-IO, 4 (July 1984), 397-407.
• 22: Zawaki, R.A. Performance standards, goals and objectives for DP personnel. 1. Sysf. Manage.. (1984). 12-14.

INDEX TERMS

Classification:
  K. Computing Milieux
  K.6 MANAGEMENT OF COMPUTING AND INFORMATION SYSTEMS
  K.7 THE COMPUTING PROFESSION

General Terms:
Human Factors, Management, Measurement