Thesis (Ph. D.)--University of Texas at Austin, 2002. / Vita. Includes bibliographical references. Available also from UMI Company.

The purpose of this study is to find models that best represent the software development process of IBM Federal Systems Division (FSD). The primary area of research is to evaluate existing effort estimating models and to develop a model best suited to IBM FSD's environment. The method of evaluation is an analysis of three existing models and their performance on a database of project information. The models used in this study included the Basic COCMO model by Boehm, the COPMO model by Thebaut and Putnam's macroestimating model. After extensive evaluation a hybrid effort estimating model was developed, and proven to be the best predictor of effort. / M.S.

by Fok Chi Chuen. / Includes bibliographical references / Thesis (M.B.A.)--Chinese University of Hong Kong, 1986

This thesis describes the development of a body of theory explaining why the principals of Australian software firms have difficulty in changing the organizational structures of their businesses. The need for change is predicated on the view that availability of capital is an essential prerequisite for sustainable growth in Australian software firms and that firm principals, in the main, have not implemented organizational structures preferred by Australian investors. A grounded theory approach is used, drawing upon personal knowledge of the software industry using sense making and self ethnography research methods. Personal knowledge is complemented with data from semi-structured interviews and secondary sources. Concepts developed from the data are related to theoretical and empirical work under the rubric of organization studies. What emerges from the data and the literature is: firstly, the Australian software industry is likely to consist of multiple organizational fields each one of which encompasses a small number of software firms servicing customers in specific vertical markets; secondly, to attract capital the principals of Australian software firms will need to change the structure of their organizations and thirdly, change will be radical and revolutionary in nature and may be difficult to achieve. This thesis contributes to the organizational studies literature by extending existing work to include an analysis of issues use of institutional theory addresses a gap in the present understanding of the manner in which the principals of Australian software firms approach the establishment of structures required of sustainable growing businesses. A future research agenda is presented building upon the findings of this study. / Doctor of Philosophy (PhD)

Thesis (M.S.C.I.T.)--Regis University, Denver, Colo., 2006. / Title from PDF title page (viewed on Aug. 30, 2006). Includes bibliographical references.

by Cheung Wai-yin Ronald, Chong Wing-kong. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1991. / Bibliography: leaf 95. / ABSTRACT --- p.i / TABLE OF CONTENTS --- p.ii / LIST OF FIGURES --- p.iv / LIST OF TABLES --- p.v / CHAPTER / INTRODUCTION --- p.1 / Chapter I. --- METHODOLOGY --- p.5 / Chapter II. --- COMPUTER SOFTWARE AND SERVICES ENVIRONMENT --- p.7 / Hong Kong --- p.11 / Infrastructure --- p.11 / IT Manpower --- p.12 / Technical Capacity --- p.16 / Research and Development --- p.18 / Market Information --- p.19 / Supporting Hardware Industry --- p.22 / Role of Government --- p.25 / People's Republic of China --- p.28 / Infrastructure --- p.28 / IT Manpower --- p.30 / Technical Capacity --- p.32 / Research and Development --- p.34 / Market Information --- p.34 / Supporting Hardware Industry --- p.39 / Role of Government --- p.39 / Singapore --- p.44 / Infrastructure --- p.44 / IT Manpower --- p.45 / Technical Capacity --- p.48 / Research and Development --- p.50 / Market Information --- p.50 / Supporting Hardware Industry --- p.54 / Role of Government --- p.56 / Taiwan --- p.59 / Infrastructure --- p.59 / IT Manpower --- p.60 / Technical Capacity --- p.63 / Research and Development --- p.64 / Market Information --- p.65 / Supporting Hardware Industry --- p.68 / Role of Government --- p.71 / Chapter III. --- COMPARISON OF COMPETITIVE ADVANTAGES AND WEAKNESSES --- p.74 / Comparison of Infrastructure --- p.74 / Comparison of IT Manpower --- p.75 / Comparison of Technical Capacity --- p.85 / Comparison of Market Information --- p.85 / Comparison of Supporting Hardware Industry --- p.86 / Comparison of Role of Government --- p.86 / Chapter IV. --- CONCLUSIONS --- p.90 / Collaborative Model --- p.90 / Role of the Four Chinese Communities --- p.92 / BIBLIOGRAPHY --- p.95

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Thesis (Ph. D.)--Göteborg University, 2008. / Added title page with thesis statement and English abstract laid in. Includes bibliographical references.

Thesis (Ph.D.) -- University of Western Sydney, 2008. / A thesis submitted to the University of Western Sydney, College of Business, School of Management, in partial fulfilment of requirements for the degree of Doctor of Philosophy. Includes bibliographical references.

M.Com. (Business Management) / Globalisation and the multi-generational workforce have made an impact on the workforce and the workplace. Demographic shifts are creating an aging population, creating a growing skills shortage which is putting pressure on businesses to create knowledge workers with cutting-edge expertise. Coupled with the explosion of new technologies and the application of , these issues have changed the way organisations work, recruit, and retain their employees. Organisations all over the world are faced with the challenge of attracting and retaining talent in their environments, resulting in the global marketplace for talent being far more competitive than ever before. This study was undertaken to gain an understanding of what factors within an IT organisation attract talented individuals. The study was concerned with identifying influences that also drive these talented individuals to remain with an organisation once they have joined. The study aimed to identify strategies that organisations can adopt to assist them with the attraction and retention of IT talented individuals. This study took place in a South African insurance organisation. Interviews in the form of unstructured face-to-face individual interviews, as well as focus groups, were conducted to understand the factors considered by IT talent when making employment decisions. Seventeen employees who were deemed talent by the researched organisation took part in the study. Based on the findings of the study, the factors that attracted IT talent to the organisation were organisational reputation, remuneration, the IT technology used by the organisation, and growth prospects. For retaining IT talent, factors highlighted were growth opportunities, recognition and reward, meaningful role and responsibilities, work environment – flexible working arrangements, market related remuneration, and management style. The study concludes that there are a number of factors that influence IT talent in their decision to either join or leave an organisation. Organisations need to provide a variety of these factors in order to cater for the different needs IT talent possesses.