Submitted by PPG Ci?ncia da Computa??o (ppgcc@pucrs.br) on 2018-07-16T17:26:53Z No. of bitstreams: 1 ELISA COSTA DIEL_DIS.pdf: 2030569 bytes, checksum: 97dac6ad532e10d4b88caec8f69d282e (MD5) / Approved for entry into archive by Sheila Dias (sheila.dias@pucrs.br) on 2018-07-23T11:12:32Z (GMT) No. of bitstreams: 1 ELISA COSTA DIEL_DIS.pdf: 2030569 bytes, checksum: 97dac6ad532e10d4b88caec8f69d282e (MD5) / Made available in DSpace on 2018-07-23T11:31:48Z (GMT). No. of bitstreams: 1 ELISA COSTA DIEL_DIS.pdf: 2030569 bytes, checksum: 97dac6ad532e10d4b88caec8f69d282e (MD5) Previous issue date: 2017-03-16 / Apesar de o ?gil buscar colabora??o com todos as partes envolvidas, a maioria dos projetos ?geis n?o extende essa colabora??o para o pessoal de opera??es. Problemas de comunica??o s?o um problema recorrente em equipes ?geis que tamb?m ? eminente na rela??o entre desenvolvedores e opera??es. Esta pesquisa visa compreender como a comunica??o acontece em DevOps a partir das percep??es dos praticantes. Para alcan?ar nosso objetivo, realizou-se uma Revis?o de Literatura sobre DevOps e Comunica??o, e conduziu-se um Estudo de Campo com dados qualitativos sendo coletados atrav?s de entrevistas. Os resultados indicam que hoje existem pelo menos tr?s configura??es diferentes de DevOps sendo aplicadas na ind?stria: profissionais Devs e Ops alocados na mesma equipe; uma equipe de DevOps com um conjunto de habilidades compartilhadas; e uma equipe separada de Dev e Ops trabalhando juntos. Apesar dessas configura??es, n?o foram encontradas nenhuma particularidade. Em resumo, os resultados indicam que os membros de equipes co-alocadas e multi-funcionais se comunicam melhor; ? importante trabalhar em conjunto e compartilhar conhecimentos t?cnicos; o poder de decis?o variar? de acordo com a situa??o enfrentada; entre outros. Nossas descobertas ajudam a diminuir a lacuna apontada por Erich, Amrit e Daneva entre Dev e Ops, avan?ando para uma melhor compreens?o de como profissionais DevOps colaboram, ajudando eles a melhorar suas pr?ticas de comunica??o em seu trabalho di?rio. / Even though agile actively seeks collaboration with all kinds of stakeholders, most agile projects do not extend toward the operations people. Issues in communication are a recurring issue in agile teams. Such issues are also eminent in the relationship between developers and operations. This study aims to understand how communication happens in DevOps from the perspective of practitioners. To achieve our goal, a Literature Review on DevOps and Communication was performed, and a Field Study was conducted with qualitative data being collected through interviews. Results revealed that today there are at least three different DevOps configurations being applied in the industry, being: Dev and Ops professionals allocated to the same team; a team of DevOps with a shared skill set; and a separate team of Dev and Ops working together. Despite the configurations, we did not find any particularities. In summary, results show that co-allocated and cross functional team members communicate better; it is important to work together as a single team and share technical knowledge; decision power changes based on the situation that is being faced; among others. Our findings help to narrow the gap pointed out by Erich, Amrit, and Daneva between Dev and Ops, moving towards a better understanding of how DevOps team collaborates by helping practitioners to improve their communication practices in their daily work.

Submitted by PPG Ci?ncia da Computa??o (ppgcc@pucrs.br) on 2018-10-09T13:24:12Z No. of bitstreams: 1 LUIS FERNANDES VAZ.DIS.pdf: 17076970 bytes, checksum: 6f8adcfdc62d9c6204d43c0aaaace7e5 (MD5) / Approved for entry into archive by Caroline Xavier (caroline.xavier@pucrs.br) on 2018-10-09T17:12:07Z (GMT) No. of bitstreams: 1 LUIS FERNANDES VAZ.DIS.pdf: 17076970 bytes, checksum: 6f8adcfdc62d9c6204d43c0aaaace7e5 (MD5) / Made available in DSpace on 2018-10-09T17:16:23Z (GMT). No. of bitstreams: 1 LUIS FERNANDES VAZ.DIS.pdf: 17076970 bytes, checksum: 6f8adcfdc62d9c6204d43c0aaaace7e5 (MD5) Previous issue date: 2018-03-27 / This research aimed to investigate task documentation in Software Crowdsourcing, more specifically, in the TopCoder platform. It also aimed to identify the elements that should be considered in the documentation of a task in this kind of software development. This research is of importance when considering that a Task is the component that links the other components of the software crowdsourcing model, which are: the Buyer, the Platform, and the Crowd. It is the task that expresses the Buyer?s need to the crowd members. We followed a qualitative research approach and conducted a Case Study with newcomers in Software Crowdsourcing and a Field Study with industry professionals. Data was analyzed using the Content Analysis technique. We found that, for the Case Study novices, the documentation of the task had a secondary role in the task selection. However, the need of a clear documentation become more relevant during the development of the task given that this is the moment that the instructions within the documentation need to be decoded by the developer and turned into a solution to be later submitted to the platform. For the Field Study participants, the most relevant elements related to the documentation of a task were how clear the description of a task is and their prior knowledge about the task content in order to influence its selection. Inspired on our studies? results, we propose a model for task documentation in TopCoder. We believe this model will likely aid the description of tasks in software crowdsourcing and will, as a consequence, help crowd members in their task development journey. / A presente pesquisa teve como objetivo investigar a documenta??o das tarefas disponibilizadas na plataforma TopCoder e os elementos que devem ser considerados na documenta??o de uma tarefa em Software Crowdsourcing. Esta investiga??o torna-se relevante na medida em que a Tarefa ? o elemento fundamental de liga??o entre os demais elementos do modelo de Software Crowdsourcing (Contratante, Plataforma e Multid?o). ? a Tarefa que expressa a necessidade do Contratante para os membros da multid?o. Assim, para o desenvolvimento desta investiga??o foi adotada a abordagem qualitativa, por meio de um Estudo de Caso com novatos em Software Crowdsourcing e de um Estudo de Campo, com profissionais da ind?stria. Para a an?lise e interpreta??o dos dados foi aplicada a t?cnica de An?lise de Conte?do. Como resultado desta pesquisa, constatou-se que no Estudo de Caso a documenta??o da tarefa teve um papel secund?rio quando os participantes selecionavam as tarefas. Entretanto, o papel da clareza da documenta??o surge com maior for?a durante a execu??o da tarefa, uma vez que ? neste momento que deve ser decodificada a instru??o da documenta??o a fim de realizar efetivamente a tarefa e submet?-la ? plataforma. Para os participantes do Estudo de Campo, os elementos mais relevantes referentes ? documenta??o das tarefas foram a clareza na descri??o da tarefa e o conhecimento sobre o assunto tratado pela tarefa. A partir dos resultados obtidos ? proposto um modelo de documenta??o de tarefa a ser utilizado na plataforma TopCoder. Acredita-se que com o mapeamento dos elementos identificados na pesquisa e a proposta de um modelo de documenta??o para a tarefa ser? poss?vel aprimorar a descri??o das tarefas e consequentemente as entregas realizadas pelos membros da multid?o.

<p>New technology and new innovations have for long been considered as a spring for growth. Conservation farming (CF) is a new production method introduced in rural Zambia and previous research shows that it increases yields and improves soil fertility. Even though the method is proven more efficient than conventional agriculture, only approximately 10 % of Zambia’s farmers have adopted the method. The purpose of this study is to discuss the implications of the introduction of CF on the capabilities of farmers and on economic growth. Furthermore, the study aims to explore why CF, which is proven to be more economically efficient than the conventional method, is not adopted to a larger extent in Zambia.</p><p>A qualitative study of 25 farmers, farming with either CF or conventional methods, was performed in the region of Mumbwa, Zambia. The results were divided depending on whether the farmers were using the new method or not. To analyze the selected material theories were chosen that regard economic growth and technological change, the adoption process of new innovations, incentive creation and the expansion of capabilities.</p><p>The two groups showed differences in age, the size of their land, how many crops they grew and to what extent they were working for others or hiring labor. The conclusion from the small sample of farmers is that the farmers using CF had been able to expand their capabilities in different ways. They had food for all the year, the new method allowed them to plan their time better and it was more environmentally sustainable than the old method. The negative aspect of CF is that it is not compatible with the old method in terms of social norms. CF leads to a more efficient use of capital and labor and therefore it can increase the economic growth. In terms of a new innovation, CF seems to have a relative advantage over the old method but it must be spread to a larger group of farmers to reach a breakthrough. To create a higher adoption rate of the method the farmers’ perception must be taken into account.</p> / Minor Field Study (Sida)

<p>Anledningar till att ilska väcks till liv är individuella och kan exempelvis bero på orättvis behandling eller maktlöshet. Ilska känns på liknande sätt inombords hos alla individer vilket innebär att en student som känner ilska över att kamraten fuskat på en tenta, kan uppleva liknande känslor av ilska inombords som patienten som tvingas vänta på sina mediciner. När ilska väl kommit in i kroppen måste den ”komma ut”.  Ilskans väg ut ur kroppen skiljer sig åt från person till person där en del yttrar sin ilska fysiskt medan andra yttrar den verbalt eller via tårar. När ilska försvunnit ut ur kroppen skapas möjlighet för reflektion. En del upplever ilska som en drivkraft för förändring medan andra känner skam och ånger över sitt beteende. Ilska är något vi alla har upplevt och fortsättningsvis kommer att uppleva. Att skapa en förståelse för fenomenet ilska kan skapa förutsättningar för vårdpersonalen att förstå ilska hos patienter. Genom att förstå orsakerna till varför ilska uppstår kan en bra relation mellan vårdpersonal och patient skapas vilket är av stor betydelse för att en god omvårdnad ska kunna utövas.</p> / <p>Reasons why anger evokes is individual and can elicit when a person experience unfairness or feel powerlessness. Anger feels similar on the inside among all individuals which means that a student who feels anger due to a friend who as cheated on an exam can experience the same anger as the patient who is forced to wait for his/her medications. When anger has entered the body it has to “come out”. How anger leaves the body differs from person to person where some express their anger physically while others get their anger out verbally or through tears. When anger has left the body, reflections become possible. Some people experience anger as a driving force for making a change while others feel disgrace and regret due to their behaviour. Anger is something we all have experienced and will continue to do. Understanding the phenomenon anger can create conditions for professionals to understand the patient’s anger. A good relationship between professionals and patients can be founded through understanding why anger evokes which is important for developing a good nursing care</p>

Anledningar till att ilska väcks till liv är individuella och kan exempelvis bero på orättvis behandling eller maktlöshet. Ilska känns på liknande sätt inombords hos alla individer vilket innebär att en student som känner ilska över att kamraten fuskat på en tenta, kan uppleva liknande känslor av ilska inombords som patienten som tvingas vänta på sina mediciner. När ilska väl kommit in i kroppen måste den ”komma ut”.  Ilskans väg ut ur kroppen skiljer sig åt från person till person där en del yttrar sin ilska fysiskt medan andra yttrar den verbalt eller via tårar. När ilska försvunnit ut ur kroppen skapas möjlighet för reflektion. En del upplever ilska som en drivkraft för förändring medan andra känner skam och ånger över sitt beteende. Ilska är något vi alla har upplevt och fortsättningsvis kommer att uppleva. Att skapa en förståelse för fenomenet ilska kan skapa förutsättningar för vårdpersonalen att förstå ilska hos patienter. Genom att förstå orsakerna till varför ilska uppstår kan en bra relation mellan vårdpersonal och patient skapas vilket är av stor betydelse för att en god omvårdnad ska kunna utövas. / Reasons why anger evokes is individual and can elicit when a person experience unfairness or feel powerlessness. Anger feels similar on the inside among all individuals which means that a student who feels anger due to a friend who as cheated on an exam can experience the same anger as the patient who is forced to wait for his/her medications. When anger has entered the body it has to “come out”. How anger leaves the body differs from person to person where some express their anger physically while others get their anger out verbally or through tears. When anger has left the body, reflections become possible. Some people experience anger as a driving force for making a change while others feel disgrace and regret due to their behaviour. Anger is something we all have experienced and will continue to do. Understanding the phenomenon anger can create conditions for professionals to understand the patient’s anger. A good relationship between professionals and patients can be founded through understanding why anger evokes which is important for developing a good nursing care

Les cadriciels et les bibliothèques sont indispensables aux systèmes logiciels d'aujourd'hui. Quand ils évoluent, il est souvent fastidieux et coûteux pour les développeurs de faire la mise à jour de leur code. Par conséquent, des approches ont été proposées pour aider les développeurs à migrer leur code. Généralement, ces approches ne peuvent identifier automatiquement les règles de modification une-remplacée-par-plusieurs méthodes et plusieurs-remplacées-par-une méthode. De plus, elles font souvent un compromis entre rappel et précision dans leur résultats en utilisant un ou plusieurs seuils expérimentaux. Nous présentons AURA (AUtomatic change Rule Assistant), une nouvelle approche hybride qui combine call dependency analysis et text similarity analysis pour surmonter ces limitations. Nous avons implanté AURA en Java et comparé ses résultats sur cinq cadriciels avec trois approches précédentes par Dagenais et Robillard, M. Kim et al., et Schäfer et al. Les résultats de cette comparaison montrent que, en moyenne, le rappel de AURA est 53,07% plus que celui des autre approches avec une précision similaire (0,10% en moins). / Software frameworks and libraries are indispensable to today's software systems. As they evolve, it is often time-consuming for developers to keep their code up-to-date. Approaches have been proposed to facilitate this. Usually, these approaches cannot automatically identify change rules for one-replaced-by-many and many-replaced-by-one methods, and they trade off recall for higher precision using one or more experimentally-evaluated thresholds. We introduce AURA (AUtomatic change Rule Assistant), a novel hybrid approach that combines call dependency and text similarity analyses to overcome these limitations. We implement it in a Java system and compare it on five frameworks with three previous approaches by Dagenais and Robillard, M. Kim et al., and Schäfer et al. The comparison shows that, on average, the recall of AURA is 53.07% higher while its precision is similar (0.10% lower).

Les antipatrons sont de “mauvaises” solutions à des problèmes récurrents de conception logicielle. Leur apparition est soit due à de mauvais choix lors de la phase de conception soit à des altérations et des changements continus durant l’implantation des programmes. Dans la littérature, il est généralement admis que les antipatrons rendent la compréhension des programmes plus difficile. Cependant, peu d’études empiriques ont été menées pour vérifier l’impact des antipatrons sur la compréhension. Dans le cadre de ce travail de maîtrise, nous avons conçu et mené trois expériences, avec 24 sujets chacune, dans le but de recueillir des données sur la performance des sujets lors de tâches de compréhension et d’évaluer l’impact de l’existence de deux antipatrons, Blob et Spaghetti Code, et de leurs combinaisons sur la compréhension des programmes. Nous avons mesuré les performances des sujets en terme : (1) du TLX (NASA task load index) pour l’éffort ; (2) du temps consacré à l’exécution des tâches ; et, (3) de leurs pourcentages de réponses correctes. Les données recueillies montrent que la présence d’un antipatron ne diminue pas sensiblement la performance des sujets alors que la combinaison de deux antipatrons les entrave de façon significative. Nous concluons que les développeurs peuvent faire face à un seul antipatron, alors que la combinaison de plusieurs antipatrons devrait être évitée, éventuellement par le biais de détection et de réusinage. / Antipatterns are “poor” solutions to recurring design problems which are conjectured in the literature to make object-oriented systems harder to maintain. However, little quantitative evidence exists to support this conjecture. We performed an empirical study to investigate whether the occurrence of antipatterns does indeed affect the understandability of systems by developers during comprehension and maintenance tasks. We designed and conducted three experiments, each with 24 subjects, to collect data on the performance of these subjects on basic tasks related to program comprehension and assess the impact of two antipatterns and their combinations: Blob and Spaghetti Code. We measured the subjects’ performance with: (1) TLX (NASA task load index) for their effort; (2) the time that they spent performing their tasks; and, (3) their percentages of correct answers. The collected data shows that the occurrence of one antipattern does not significantly decrease developers’ performance while the combination of two antipatterns impedes developers significantly. We conclude that developers can cope with one antipattern but that combinations thereof should be avoided possibly through detection and refactorings.

Der vorliegende Bericht enthält die Ergebnisse einer Befragung von 648 deutschen Unternehmen, die im Sommer 2014 an einer Onlinestudie zum Umgang mit dem demografischer Wandel teilgenommen haben. Im Fokus der Studie stehen die Fragen, wie Unternehmen die demografische Entwicklung wahrnehmen und welche demografiespezifischen Instrumente des Personal- und Organisationsmanagements sie nutzen. Unsere Ergebnisse zeigen, dass der demografische Wandel und seine Folgen (Fachkräftemangel und der Alterung der Belegschaft) von den Befragten als große Herausforderung bewertet werden. Die Unternehmen nutzen auch bereits Instrumente und Methoden des Demografiemanagements, insbesondere aus dem Bereich der beruflichen Qualifizierung/Personalentwicklung sowie Personal- und Altersstrukturanalyse. Weit weniger häufig kommen Instrumente aus dem Bereich Wissensmanagement sowie alterns- und altersgerechter Arbeitsgestaltung in den Unternehmen zur Anwendung. Des Weiteren zeigt sich, dass diejenigen Unternehmen besonders intensiv Instrumente des Demografiemanagements nutzen sowie die eigene Bewältigungsfähigkeit des demografischen Wandels als gut einschätzen, deren Personalmanagement strategisch ausgerichtet und reflexiv ist. Insgesamt besteht bei den Unternehmen deutliches Potenzial in der Etablierung eines demografieadäquaten Personal- und Organisationsmanagement. Der Bericht beschreibt Hintergrund und Ablauf der Studie und stellt ausführlich die Ergebnisse der deskriptiven Datenanalyse dar. Darüber hinaus werden Handlungsempfehlungen für die betriebliche Praxis abgeleitet. / This paper presents the results of a survey of 648 German companies that participated in an online survey in summer 2014. The study focuses on how companies perceive demographic trends, how they react on it and which specific HRM-instruments are used to deal with it. Our results show that demographic change and its consequences (lack of skilled labor and workforce aging) are perceived by respondents as a major challenge. Most companies already use some common instruments and methods for managing demographic change, especially in the field of apprenticeship, training and human resource development and the analysis of personnel and age structure of the companies. Instruments in the field of knowledge management as well as methods regarding age-friendly job design are far less used. Furthermore, we can show that the more strategic and reflexive companies´ HRM practices are; the more intensive is the use of tools dealing with demographic changes. Overall, the companies do have sufficient potential in establishing HRM practices that meet demographic challenges. This paper describes the background and process of the study and presents in detail the results of the descriptive data analysis. In addition, recommendations for companies are derived.

In dieser Arbeit werden verschiedene Gestaltungsmöglichkeiten von Positionssignaturen auf mobilen Geräten untersucht. Vor allem beim Gebrauch von Kartenanwendungen auf mobilen Geräten ist nicht ausreichend Platz um eine Legende mit anzubringen, wodurch alle Kartenzeichen eindeutig erklärt werden können. Hierfür müssen besonders eindeutige und selbsterklärende Zeichen verwendet werden, die in ihrer Gestaltung keine Verwirrung beim Nutzer hervorrufen. Aus diesem Grund wurden folgende Gestaltungsvariablen zur Untersuchung ausgewählt: symbolhaft versus bildhaft, zweidimensional versus dreidimensional und Signaturen mit Rahmen und Hintergrund versus Signaturen ohne Rahmen und Hintergrund. Diese sind zur Untersuchung in verschiedenen Kombinationen gesetzt, werden aber mit Hilfe eines geeigneten Auswerteverfahrens auch einzeln analysiert. Des Weiteren werden diese Gestaltungsvariablen hinsichtlich verschiedener Erkennungsprozesse untersucht. Denn man nimmt an, dass eine Gestaltungsvariable zwar eine große Aufmerksam-keit erregen kann, dennoch aber nicht gut zu interpretieren sein muss. Die erwähnten Prozesse stellen die Lokalisation, Identifikation und Interpretation dar. Diese Erforschung ist insofern wichtig, da verschiedene Gestaltungen je nach Aufgabenspezifik eingesetzt werden können, damit der Nutzer schneller zu einer Lösung findet. Die Untersuchung findet im Rahmen eines Feldtests an einem mobilen Gerät statt, für dessen Durchführung eine Test-Applikation im Android-SDK geschrieben wurde. Hierbei müssen die Probanden Signaturen, zum Teil nach vorher genannten Begriffen, schnellstmöglich entdecken/interpretieren. Ferner wird ein Interview mit den Testkandidaten durchgeführt, von dem die Ergebnisse mit den Daten der Reaktionszeitmessung verglichen werden.

本文以實地實證研究方法，探討「非財務性績效衡量指標」與「工作設計」此二項誘因工具對員工績效的影響。實地研究對象為一家商業銀行，研究期間為1993-1997；該行於1995年7月開始採用非財務性績效衡量指標，並自1996年1月選擇五家分行實施徵、授信分工。 本文首先利用個案銀行17位授信員連續60個月所構成的縱查資料（panel data），以固定影響模型（fixed-effects model）分析非財務性績效衡量指標誘因工具對員工績效的影響，發現銀行授信人員之績效考核制度中，加入授信不良率與脫落率非財務性衡量指標後，雖然授信員努力的重分配導致其授信金額與利息收入財務績效變差，但授信員的授信不良率與脫落率非財務績效變佳，整體而言，授信利潤有顯著的改善。 本文另以實施徵、授信分工前後，51名授信員的績效資料，採中斷的時間序列設計（interrupted time-series design），檢定非財務性績效衡量指標與工作設計配合採用後，員工的績效是否較佳。分析結果顯示，存在非財務績效衡量指標之獎酬制度下，配合實施徵、授信分工的授信員，其授信金額及授信不良率績效顯著較徵、授信合一之授信員為佳。 / This thesis reports the results of a longitudinal field study examining the impact of nonfinancial performance measures and job design on employee performance. A commercial bank was the research site. The bank adopted nonfinancial performance measures in July 1995 and redesigned jobs in retail banking credit underwriting at five branches in January 1996. Prior to the job redesign, sales representatives were jointly responsible for all credit underwriting functions including credit extension and credit servicing. After the change, sales representatives were only responsible for credit extension while credit servicing was handled by credit decidion-makers. Panel data for 17 sales representatives over 60 months (1993 through 1997) were obtained to assess the effects of adopting nonfinancial measures on employee performance. Using fixed-effects regression analysis, the results are consistent with the predictions of agency theory: although loan volume and interest revenue decreased following adoption of nonfinancial measures to evaluate and compensate the performance of sales representatives, loan profit increased significantly. This thesis also hypothesizes that employee performance increases with the fit between incentive systems based on nonfinancial measures and job design. The empirical tests of this prediction rely on an interrupted time-series design, using performance data of 51 sales representatives in the 1995-1997 period. After the change in job design-separation of the credit underwriting jobs-alogn with introduction of incentive systems based on nonfinancial measures, the treatment group demonstrated greater improvements in productivity and quality performance. This result supports the hypothesis developed.