THE IMPACT OF IDEOLOGY MISFIT ON OPEN SOURCE SOFTWARE COMMUNITIES AND COMPANIES
THE IMPACT OF IDEOLOGY MISFIT ON OPEN SOURCE SOFTWARE COMMUNITIES AND COMPANIES
复制标题
DOI：
10.25300/misq/2018/14242
复制
发表时间：
2018-12-01
期刊：
影响因子：
7.3
通讯作者：
Herbsleb, Jim
中科院分区：
文献类型：
--
作者：
Daniel, Sherae L.;Maruping, Likoebe M.;Herbsleb, Jim
近年来，企业参与开放源码软件社区的活动大幅增加。这通常采取公司员工投入时间为这些社区中的项目贡献代码的形式。意识形态传统上用于激励、协调和指导对OSS社区的志愿者贡献。由于员工在OSS社区的参与者中所占的比例越来越大，OSS思想在指导他们的承诺和代码贡献方面的作用尚不清楚。在这项研究中，我们认为，OSS意识形态不匹配有重要的影响，公司和OSS社区，他们的员工作出贡献，因为他们在这样的社区参与不一定是自愿的。我们将两种不同类型的不匹配概念化：OSS意识形态不匹配，即员工比他们的同事或OSS社区更拥抱OSS意识形态，OSS意识形态过度匹配，即员工认为他们的同事或OSS社区比员工更强烈地拥抱OSS意识形态。为了发展一套假设的影响，这两种类型的不适合员工的承诺，公司和承诺的OSS社区，我们借鉴自我决定理论。我们测试的假设，在现场研究的186名员工谁参加了OSS社区。我们发现，OSS的意识形态不适合影响公司和社区以同样的方式：它降低了员工对公司的承诺和承诺的OSS社区。相反，我们发现，OSS意识形态的过度拟合增加了对公司的承诺，但减少了对OSS社区的承诺。最后，我们发现员工对公司的承诺增强了他们对OSS社区的承诺在推动持续代码贡献方面的影响。这提供了一个开放源码软件的意识形态及其影响的一个日益普遍的开放源码软件研究的参与者类型的整体视图。它为正在考虑将员工分配到OSS社区工作的公司以及与这些公司合作的OSS社区提供了见解。
Corporate involvement in open source software (OSS) communities has increased substantially in recent years. Often this takes the form of company employees devoting their time to contribute code to the efforts of projects in these communities. Ideology has traditionally served to motivate, coordinate, and guide volunteer contributions to OSS communities. As employees represent an increasing proportion of the participants in OSS communities, the role of OSS ideology in guiding their commitment and code contributions is unknown. In this research, we argue that OSS ideology misfit has important implications for companies and the OSS communities to which their employees contribute, since their engagement in such communities is not necessarily voluntary. We conceptualize two different types of misfit: OSS ideology under-fit, whereby an employee embraces an OSS ideology more than their coworkers or OSS community do, and OSS ideology over-fit, whereby an employee perceives that their coworkers or OSS community embrace the OSS ideology more strongly than the employee does. To develop a set of hypotheses about the implications of these two types of misfit for employee commitment to the company and commitment to the OSS community, we draw on self-determination theory. We test the hypotheses in a field study of 186 employees who participate in an OSS community. We find that OSS ideology under-fit impacts the company and the community in the same way: it decreases employee commitment to the company and commitment to the OSS community. In contrast, we find that OSS ideology over-fit increases commitment to the company but decreases commitment to the OSS community. Finally, we find that employees' commitment to their company reinforces the impact of their commitment to the OSS community in driving ongoing code contributions. This provides a holistic view of OSS ideology and its impacts among an increasingly pervasive yet understudied type of participant in OSS research. It provides insights for companies that are considering assigning their employees to work in OSS communities as well as for OSS communities that are partnering with these companies.