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Employee retention and turnover in global software development: comparing in-house offshoring and offshore outsourcing

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dc.contributor.author Bass, Julian M.
dc.contributor.author Beecham, Sarah
dc.contributor.author Razzak, Mohammad Abdur
dc.contributor.author Noll, John
dc.date.accessioned 2018-08-09T11:16:25Z
dc.date.available 2018-08-09T11:16:25Z
dc.date.issued 2018
dc.identifier.uri http://hdl.handle.net/10344/7044
dc.description peer-reviewed en_US
dc.description.abstract Poor employee retention (high staff turnover) has a negative impact on software development productivity and product quality. Further, offshore outsourcing has a widely held reputation for particularly poor employee retention. Interestingly, in-house sites (regardless of location) do not suffer such high levels of staff turnover. We want to understand the factors affecting employee retention in-house and offshore outsourced settings, to better understand the potential impact of staff turnover on global software development. The research employed a mixed-method approach comprising two empirical case studies in industry involving 62 practitioners at three international companies conducting in-house and offshore outsourced software development. We collected practitioner perceptions of causal factors for employee retention and performed a cross-case analysis to triangulate our findings. Practitioners cited employment policies, work-life balance, workplace innovation, product quality, alignment of offshore work hours with onshore, long working hours and adverse impact on health as factors affecting staff retention. In-house offshore have more family friendly employment policies. In the outsourcing sector, the focus on customer satisfaction sometimes leads to less attractive work patterns. Offshore outsourcing service providers could improve development team member retention by improving work-life balance and adopting more family friendly employment policies. en_US
dc.language.iso eng en_US
dc.publisher Association for Comuting Machinery en_US
dc.relation.ispartofseries ICGSE '18 Proceedings of the 13th Conference on Global Software Engineering;pp. 82-91
dc.relation.uri https://doi.org/10.1145/3196369.3196375
dc.rights © ACM, 2018. This is the author's version of the work. It is posted here by permission of ACM for your personal use. Not for redistribution. The definitive version was published in ICGSE '18 Proceedings of the 13th Conference on Global Software Engineering, pp. 82-91, https://doi.org/10.1145/3196369.3196375 en_US
dc.subject in-house offshore en_US
dc.subject offshore outsourced en_US
dc.subject SME en_US
dc.subject large enterprise en_US
dc.subject Global Software Development en_US
dc.subject GSD en_US
dc.subject employee retention en_US
dc.subject employee turnover en_US
dc.subject motivation en_US
dc.subject self-determination theory en_US
dc.title Employee retention and turnover in global software development: comparing in-house offshoring and offshore outsourcing en_US
dc.type info:eu-repo/semantics/conferenceObject en_US
dc.type.supercollection all_ul_research en_US
dc.type.supercollection ul_published_reviewed en_US
dc.identifier.doi 10.1145/3196369.3196375
dc.contributor.sponsor SFI en_US
dc.rights.accessrights info:eu-repo/semantics/openAccess en_US


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