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J. Software Engineering & Applications, 2010, 3: 134-140 doi:10.4236/jsea.2010.32017 Published Online February 2010 (http://www.SciRP.org/journal/jsea) Copyright © 2010 SciRes JSEA Research on Knowledge Transfer Influencing Factors in Software Process Improvement Jiangping Wan1,2, Qingjing Liu1, Dejie Li1, Hongbo Xu3,4 1School of Business Administration, South China University of Technology, Guangzhou, China; 2Institute of Emerging Industrializa- tion Development, South China University of Technology, Guangzhou, China; 3School of Computer Science and Engineering, South China University of Technology, Guangzhou, China; 4Guangzhou O-Engineer Information Technology Ltd, Guangzhou, China. Email: scutwjp@126.com, ruthy07@163.com, ab23456@163.com Received October 28th, 2009; revised November 17th, 2009; accepted November 25th, 2009. ABSTRACT Knowledge transfer model of software process improvement (SPI) and the conceptual framework of influencing factors are established. The model includes five elements which are knowledge of transfer, sources of knowledge, recipients of knowledge, relationship of transfer parties, and the environment of transfer. The conceptual framework includes ten key factors which are ambiguity, systematism, transfer willingness, capacity of impartation, capacity of absorption, incen- tive mechanism, culture, technical support, trust and knowledge distance. The research hypotheses is put forward. Em- pirical study concludes that the trust relationship among SPI staffs has the greatest influence on knowledge transfer, and organizational incentive mechanism can produce positive effect to knowledge transfer of SPI. Finally, some sug- gestions are put forward to improve the knowledge transfer of SPI: establishing a rational incentive mechanism, exe- cuting some necessary training to transfer parties and using software benchmarking. Keywords: Software Process Improvement, Knowledge Transfer, Influence Factors, Pattern The software process is the set of tools, method, and practices we use to produce a software product. The objectives of software process improvement (SPI) are to process produce products according to plan while simultaneously improving the organization’s capability to produce better products [1]. The six basic principles of SPI by Watts S. Humphrey are as follows: 1) Major changes to the software process must start at the top; 2) Ultimately, everyone must be involved; 3) Effective change requires a goal and knowledge of the current process; 4) Change is continuous; 5) Software process changes will not be retained without conscious effort and periodic reinforcement; 6) Software process improve- ment requires investment [1]. Alfonso Fuggetta argues that the scope of software improvement methods and models should be widened in order to consider all the different factors affecting software development activi- ties. We should reuse the experiences gained in other business domains and in organizational behavior research. Statistics is not the only source of knowledge. We should also appreciate the value of qualitative observations [2]. Wan Jiangping argues that managers should think deeply into their think processes. The following issues in software organization can be resolved with SPI: 1) The processes and their principles for how to inherit and acquire others’ knowledge; 2) The processes and their principles for con- version knowledge into their capability [3]. Literature 6 describes a repository of 400 process improvement ex- periments and presents patterns that help organizations plan their improvement initiatives [4]. 1. Introduction 1.1 Organization Knowledge in Software Process Improvement Organizational knowledge creation is the process of making available and amplifying knowledge created by individuals as well as crystallizing and connecting it to an organization’s knowledge system [5]. Software or- ganization is a highly knowledge-intensive enterprise, knowledge transfer is critical for software enterprise. It is obvious that software process is also an organiza- tional knowledge intensive learning process and needed to be supported with knowledge management [6]. *This research was supported by Key Project of Guangdong Province Education Office (06JDXM63002), Soft Science project of Guangdong Province (2007B070900026), NSF of China (70471091), and QualiPSo (IST-FP6-IP-034763). Research on Knowledge Transfer Influencing Factors in Software Process Improvement 135 Sandra A. Slaughter and Laurie J. Kirsch conceptu- alize knowledge transfer portfolios in terms of their composition (the types of mechanisms used) and their intensity (the frequency with which the mechanisms are utilized). They hypothesize the influence of organ- izational design decisions on the composition and inten- sity of knowledge transfer portfolios for SPI. They then posit how the composition and intensity of knowledge transfer portfolios affect performance improvement. Their findings indicate that a more intense portfolio of knowledge transfer mechanisms is used when the source and recipient are proximate, when they are in a hierar- chical relationship, or when they work in different units [7]. Literature 8 includes: 1) A knowledge management framework for SPI; 2) An innovative knowledge model- ing and control approaches; 3) Mining and retrieval ap- proaches on the software process assets; 4) A knowledge management for SPI. 1.2 Knowledge Transfer Bloodgood considers knowledge transfer as knowledge transfer and transmit among various organizations and individual [9]. Argote considers enterprise knowledge transfer as a process that one organization’s experiences impact on other’s organizational action. It is that knowl- edge change or change knowledge recipients’ behavior [10]. Davenport considers knowledge transfer as unified process which consists of both knowledge transfer proc- ess and knowledge absorbs process [11]. The effective knowledge transfer is that transfer knowledge is reserved [12]. Ingram considers knowledge transfer as process sharing knowledge in organization through various chan- nels in order to make use of extant knowledge effectively [13]. Dong-Gil Ko et al. consider knowledge transfer as transmitting process in which knowledge transfer from owners to recipients for their learning and application [14]. In our understanding, knowledge transfer includes three aspects which are the process spreading from own- ers to recipients, activities occurring under contextualiza- tion and special goal. But the ultimate goal is to make the knowledge of the owners be the recipients’ and narrow the knowledge gap between owners and recipients so as to promote the co-development of individuals and or- ganizations. We define knowledge transfer as the process making knowledge transferring from the source of knowledge to recipients in contextualization. 1.3 Knowledge Transfer Model The knowledge transfer model mainly includes process model and factors model. The process model is a model dividing knowledge transfer into different stages. The representative process models are Nonaka knowledge spiral model [15], Szulanski four stages model [12], and Gilbert&Cordey-Hayes five steps model. While factors model bases on factors in the process the knowledge transfer [16]. The representative ones of it are the four factors model invented by Jeffrey L. Cummings and Bing-Sheng Teng which includes sources of the knowl- edge, recipients of the knowledge, knowledge and con- text and transfer framework invented by Vito Albino et al. including transfer subject, context, content, and trans- fer media. Jeffrey L. Cummings and Bing-Sheng Teng’s factors model is applied in this study [17]. 1.4 Knowledge Transfer Influencing Factors Knowledge transfer influencing factors are in the fol- lowing [18]: 1) Characteristics of knowledge transferred include causal ambiguity and unprovability. 2) Charac- teristics of source of knowledge include knowledge pro- viders shortage of motivation to transfer knowledge and unbelieving. The knowledge owners will not sharing knowledge with others because they are afraid losing knowledge possession, superiority complex, right and status and so on, lack time to sharing knowledge with others and couldn’t proper reward and return on knowl- edge sharing. When the experts are not discovered and believed, their suggestions may be rejected and more challenged. 3) Characteristics of recipient of knowledge include knowledge recipients’ both absorbing capability and keeping capability. It is very important for the knowledge recipient’s capability to absorb others’ knowledge and integrate into individual knowledge on the condition he will accept the knowledge developed by other. 4) Characteristics of context include barren organ- izational context and arduous relationship. Both will im- part on knowledge transfer. 2. Research Model and Hypotheses The knowledge transfer model of SPI, which includes five factors involving knowledge transferred, source of knowledge, recipient of knowledge, relationship of two parties and context. Besides is proposed, we consider knowledge transfer of SPI as a process which includes transmission, absorption and feedback (Figure 1). Knowledge transferred between source of knowledge and recipient of knowledge in the SPI must experience three stages. The stage of transmission is to transmit knowl- edge from source of knowledge to recipients of knowl- edge. The stage of absorption is about processing, sorting, and absorption process with their own mental model when recipients receive new knowledge. In stage of feedback, recipients of knowledge constantly communi- cate and feedback with source of knowledge in the proc- ess of absorption to master the knowledge transferred by the owners of knowledge. Thus, based on knowledge transfer model of SPI, we propose conceptual framework of ten key influencing factors of knowledge transfer in SPI. The influencing factors include ambiguity, systema- tism, transfer willingness, capacity of impartation, capac- ty of absorption, incentive mechanism, culture, technical i Copyright © 2010 SciRes JSEA Research on Knowledge Transfer Influencing Factors in Software Process Improvement Copyright © 2010 SciRes JSEA 136 Figure 1. Knowledge transfer model of SPI Figure 2. Conceptual framework of influencing factors support, trust and knowledge distance (Figure 2). Then we propose our research hypotheses based on knowl- edge transfer model and conceptual framework of knowledge transfer influencing factors (Table 1). 3. Research Design 3.1 Scale Design We studied the variable indicators on a five-point Likert-type scale. The questionnaire of pre-investigation was divided into four parts. The first part was ques- tionnaire direction, including questionnaire background and introduction of basic information. The second part was the basic information of respondents, including gen- der, age and qualifications of respondents; the third part was the main body of the questionnaire, mainly about the issues of influence factors, including a total of 46 items. The last part with regard to performance of knowledge transfer involved a total of 4 items. After the completion of the pre-prepared questionnaire, we pre-prepared ques- tionnaire in a small number of target groups by e-mail. We issued 10 questionnaires and six were received. In the end, we received a total of 114 questionnaires, of which eight were invalid, 106 were valid. 3.2 Data Collection All the samples of our research are SPI staffs from Guang- dong Software Organization who mainly concentrate in Guangzhou, Shenzhen and Zhuhai. From the job level of respondents, senior manager accounts for 8.5%, the percent of project manager is 8.5%, while the general staff contrib- utes the large percent of 66.0%. From the qualifications of respondents, undergraduate accounts for about 74.5%, graduate 25.5%. From the age of respondents, age ranged from 24 to 30 accounts for the largest proportion of 67.9%, age bellow 24 and above 30 are 14.2% and 17.9% respec- tively. From the staff size of process improvement of in- vestigated company, staff size bellow 10 comes up to 63.2%, staff size between 11 to 30 accounts for 17.9%, size above 31 reaches 18.9%. It can clearly be seen that, the samples have representative to some extent, and are suit- able for the next phase of data analysis. Research on Knowledge Transfer Influencing Factors in Software Process Improvement 137 Table 1. Research hypotheses Items Hypotheses H1: Ambiguity of knowledge transferred has correlation with performance of knowledge transfer H1a: Ambiguity of knowledge transferred has negative correlation with satisfaction of knowledge transfer Ambiguity H1b: Ambiguity of knowledge transferred has negative correlation with frequency of knowledge transfer H2: Systematism of knowledge transferred has correlation with performance of knowledge transfer H2a: Systematism of knowledge transferred has negative correlation with satisfaction of knowledge transfer Systematicness H2b: Systematism of knowledge transferred has negative correlation with frequency of knowledge transfer H3: Transfer Willingness of source of knowledge has correlation with performance of knowledge transfer H3a: Transfer Willin g ness of source of knowled g e has p ositive correlation with satisfaction of k nowled g e t ransfe r Transfer Will- ingness H3b: Transfer Willin g ness of source of knowled g e has p ositive correlation with fre q uenc y of k nowled g e t ransfe r H4: Capacity of Impartation of source of knowledge has correlation with performance of knowledge transfer H4a: Ca p acit y of Im p artation of source of knowled g e has p ositive correlation with satisfaction of k nowled g e transfe r Capacity of Im- partation H4b: Ca p acit y of Im p artation of source of knowled g e has p ositive correlation with fre q uenc y of k nowled g e t ransfe r H5: Capacity of Absorption of recipient of knowledge has correlation with performance of knowledge transfer H5a: Ca p acit y of Absor p tion of reci p ient of knowled g e has p ositive correlation with satisfaction of k nowled g e t ransfe r Capacity of Ab- sorption H5b: Ca p acit y of Absor p tion of reci p ient of knowled g e has p ositive correlation with fre q uenc y of k nowled g e t ransfe r H6: Incentive Mechanism of knowledge has correlation with performance of knowledge transfer H6a: Incentive Mechanis m has p ositive correlation with satisfaction of k nowled g e t ransfe r Incentive Mechanism H6b: Incentive Mechanis m has p ositive correlation with fre q uenc y of k nowled g e t ransfe r H7: Organizational culture has correlation with performance of knowledge transfer H7a: Or g anizational culture has p ositive correlation with satisfaction of k nowled g e t ransfe r Culture H7b: Or g anizational culture has p ositive correlation with fre q uenc y of k nowled g e t ransfe r H8: Technical Support of knowledge transfer has correlation with performance of knowledge transfer H8a: Technical Su pp ort of k nowled g e t ransfe r has p ositive correlation with satisfaction of k nowled g e t ransfe r Technical Sup- port H8a: Technical Su pp ort of k nowled g e t ransfe r has p ositive correlation with fre q uenc y of k nowled g e t ransfe r H9: Trust relationship between transmitter and recipient of knowledge has correlation with performance of knowledge transfer H9a: Trust relationship between transmitter and recipient of knowledge has positive correlation with satisfaction of knowledge transfer Trust H9b: T rus t relationshi p between transmitter and reci p ient of knowled g e has p ositive correlation with fre q uenc y of k nowled g e t ransfe r H10: Knowledge Distance between transmitter and recipient of knowledge has curve correlation with performance of knowledge transfer H10a: Knowledge Distance between transmitter and recipient of knowledge has curve correlation with staff’s satisfac- tion of knowledge transfer When knowledge distance is short, the correlation appears negative; as it becomes moderate, the correlation appears positive and when knowledge distance is considerable long, and the correlation becomes negative again. Knowledge Dis- tance H10b: Knowledge Distance between transmitter and recipient of knowledge has curve correlation with staff’s fre- quency of knowledge transfer. When knowledge distance is short, the correlation appears negative; as it becomes moderate, the correlation appears positive and when knowledge distance is considerable long, the correlation becomes negative again. Control Variables H11: The individual’s working years, position and qualification have influence on performance of knowledge transfer 3.3 Result Analysis and Explanation 3.3.1 Statistical Result Analysis In order to ensure the scientific nature of the proposition certification, it is necessary to test the reliability and va- lidity of the measure model. First, all variables’ Cron- bach’s coefficient are significantly higher than the mini- mum threshold 0.70, factor analysis and confirmatory factor analysis are all met reference standards, so we can judge it has internal validity. Second, for all indicators, standardized loading factors are also higher than that of the recommended minimum critical level 0.50, the statis- tical value of Battelle is a much smaller than 0.01. All of these indicate that all scales have highly convergent va- lidity. The above shows that the research ha good exter- nal validity. Integrated the test of reliability and validity, the scales are reliable and effective which can be used to verify model assumptions. Correlation analysis was executed between knowledge transfer performance and its influence factors by using SPSS16.0 statistical software, and the result was pre- sented in Table 2. The result concludes that culture has no significant correlation to performance of knowledge transfer. Capacity of impartation and incentive mecha- nism has significantly positive correlation to perform- ance of knowledge transfer at the significant level of 0.05. While ambiguity has significantly negative corre- lation to performance of knowledge transfer at the sig- nificant level of 0.01, the rest factors have significantly positive correlation to performance of knowledge trans- fer at the significant level of 0.01. To avoid multiple co-linear problems, we defined values of knowledge Copyright © 2010 SciRes JSEA Research on Knowledge Transfer Influencing Factors in Software Process Improvement 138 transfer influence factors as independent variables, and executed regression analysis by step regression method when considering the causal relationship among knowl- edge transfer performance and its influence factors. The results are in Table 3. From the overall regression effect with F=18.967, P= 0.000, regression equation has achieved a very signifi- cant level which indicates better regression effect. Meanwhile, variance expansion factor VIF had small value and multiple co-linear problems were not obvious. The adjusted determination coefficient is 0.339 indi- cating that three indicators of knowledge transfer influ- ence can explain 33.9% of the total variance. The coeffi- cient values of constant and variables are all less than 0.05 suggesting that they have significant meaning. Table 2. Correlation analysis between influencing factors and performance of knowledge transfer Performance of Knowl- edge Transfer Performance Influencing Factors Correlation Sig. L1 Ambiguity -.143* .000 L2 Systematism -.109** .000 L3 Transfer Willingness .375** .000 L4 Capacity of Impartation .285* .0016 L5 Capacity of Absorption .392** .000 L6 Incentive Mechanism .387** .009 L7 Culture 213 .159 L8 Trust .558** .000 Table 3. Overall effect parameter by step regression Model R R2 Adjusted R 2 Stan- dard Error F Sig. 1 .512 .262 .255 .625 37.004.000 2 .560 .313 .300 .606 23.495.000 3 .598 .358 .339 .589 18.967.000 Figure 3. Influencing relationship of performance of knowledge transfer in software process In order to clear the influence factors and their direc- tion of the performance of knowledge transfer in SPI, we employed Figure 3 to express test results of Table 4 where the line indicated positive relationship and the dotted line negative relationship. From Table 4 and Fig- ure 3, we can conclude that the majority results of em- pirical research are consistent with our hypotheses and they are listed as follows: In the characteristics of knowledge, the ambiguity impacting on the performance of knowledge transfer mainly manifested on the satisfac- tion of transfer. The more ambiguous the source of knowledge is, the more time and energy will be spending when we express the knowledge out from source of knowledge. The systematization of knowledge impacting on the performance of knowledge transfer mainly indi- cates that it has a negative effect on the performance of knowledge transfer. The higher the systematism of know- ledge is, the more difficult for transmitter of knowledge to express real meaning of the knowledge. 3.3.2 Empirical Result Analysis According to the above statistical results, the test results of our hypotheses were concluded in Table 4. In the characteristics of source knowledge, the transfer willingness of knowledge has significantly positive cor- relation to the satisfaction and frequency of knowledge transfer. In the characteristics of recipients of knowledge, the recipients’ capacity of absorption has significantly positive influence on the effect of knowledge transfer. In the environmental factors of knowledge transfer in SPI, the incentive mechanism has significantly positive influence on the satisfaction and frequency of knowledge transfer. The employees of the organization will retain their knowledge because they are worried about losing their authority when imparting their knowledge to others, if the organization does not take certain incentives. In the relationship between source of knowledge and recipient of knowledge, trust relationship has the largest impact on the performance of knowledge transfer of all influence factors. This shows that trust relationship be- tween source of knowledge and recipient of knowledge is the most basic factor of knowledge transfer in SPI. The curve relationship between knowledge distance and the performance of knowledge transfer is not obvious. 4. Management Enlightment and Suggestion In order to improve the staffs’ performance of SPI in practice, the following three aspects are necessary. 1) Establishing a reasonable incentive mechanism. Software organizations should build a reasonable in- centive mechanism to enhance the transfer willingness of source of knowledge and consciousness of recipients of knowledge, it can also promote trust relationship be- tween the source of knowledge and recipient of knowl- edge. To enhance the transfer willingness of source of knowledge, it is necessary to give corresponding material Copyright © 2010 SciRes JSEA Research on Knowledge Transfer Influencing Factors in Software Process Improvement 139 Table 4. Test results of hypotheses (a=10, b=11) Hypothesis Results Hypothesis Results H1 Support H6a Support H1a Support H6b Support H1b Not H7 Not Support H2 Support H7a Not Support H2a Support H7b Not Support H2b Not H8 Support H3 Support H8a Support H3a Support H8b Support H3b Support H9 Support H4 Support H9a Support H4a Support H9b Support H4b Not HA Not Support H5 Support HAa Not Support H5a Support HAb Not Support H5b Support HB Not Support H6 Support or mental compensation and think highly of achieve- ment of source of knowledge. Similarly, recipient of knowledge also need some encouragement to accept and use new knowledge. It can make the two sides of knowl- edge transfer participate actively by sharing their inter- ests and therefore promote organizational SPI. 2) Carrying out necessary training for the both sides of knowledge transfer. After solving the transfer willingness of the two sides, the transfer capacity of source of knowledge, capacity of absorption of recipient of knowledge and distance between source of knowledge and recipient of knowledge have greater influence on knowledge transfer. Thus, software organizations need to give corresponding training for both of the two parties. They can employ external experts to train their staffs so that the staffs’ capacity of imparting knowledge can gain improvement. 3) Using software benchmarking [19]. In pursuit of a capability model rating, software benchmarking (in our understanding, the benchmarking is standard best knowledge patterns, such as CMMI and SWEBOK [20], etc.) would help its process improvement and assessment effort. This benchmarking questionnaire can be grouped into five categories: a) Philosophy of implementa- tion—how each company achieved CMMI compliance in terms of schedule, teams, and planning. b) Management commitment—the strength of institutional support for the process improvement effort. c) Cultural change and in- stitutionalization—issues that arose regarding acceptance of the new process philosophy. d) Definition of organiza- tion—because the CMMI assessment is for specific or- ganizations, these questions assessed the scope of their effort (for example, a section, company, or corporation). e) Objective evidence—the CMMI assessment process requires objective evidence that the new process is being followed, so these questions probed how each company collected evidence. 5. Conclusions In this study, the knowledge transfer model of SPI and the conceptual framework of 10 key influence factors are es- tablished. Then research hypotheses are put forward. 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