Abstract-With the increasing use of object-oriented methods in new software development there is a growing need to both document and improve current practice in object-oriented design and development. In response to this need, a number of researchers have developed various metrics for object-oriented systems as proposed aids to the management of these systems. In this research an analysis of a set of metrics proposed by Chidamber and Kemerer [10] is performed in order to assess their usefulness for practicing managers. First, an informal introduction to the metrics is provided by way of an extended example of their managerial use. Second, exploratory analyses of empirical data relating the metrics to productivity, rework effort, and design effort on three commercial object-oriented systems are provided. The empirical results suggest that the metrics provide significant explanatory power for variations in these economic variables, over and above that provided by traditional measures, such as size in lines of code, and after controlling for the effects of individual developers.
Abstract-This research examines the structural complexity of software and, specifically, the potential interaction of the two dominant dimensions of structural complexity, coupling and cohesion. Analysis based on an information processing view of developer cognition results in a theoretically driven model with cohesion as a moderator for a main effect of coupling on effort. An empirical test of the model was devised in a software maintenance context utilizing both procedural and object-oriented tasks, with professional software engineers as participants. The results support the model in that there was a significant interaction effect between coupling and cohesion on effort, even though there was no main effect for either coupling or cohesion. The implication of this result is that, when designing, implementing, and maintaining software to control complexity, both coupling and cohesion should be considered jointly, instead of independently. By providing guidance on structuring software for software professionals and researchers, these results enable software to continue as the solution of choice for a wider range of richer, more complex problems.
Considerable expenditure on human resource development (HRD) has not necessarily resulted in a significant impact on organizational performance, and research suggests that the failure to transfer learning may be an important explanation. The search for factors affecting transfer has been extensive, as shown in Grossman and Salas's article in this issue, but, as they also show, more research is needed. The purpose of the present study is to ascertain the views of HRD practitioners (in Ireland) about the factors that they believe are relevant to the transfer of learning in the workplace. The aim is to discover whether practitioners have identified potential factors which researchers have not explored or not explored sufficiently. This group of practitioners was chosen because of the considerable control they wield over significant tranches of organizational resources. The method first involved engagement with 28 senior HRD practitioners in a workshop setting to create a transfer inventory based on their expert opinion. The initial inventory was then responded to online by a group of 314 practitioners indicating the relevance of the items to the question of transfer. Factor analysis was used to achieve parsimony among items, and 21 potential factors were identified. This study focused on the 15 factors adjudged by practitioners to be most relevant. It is concluded that trainer effectiveness, organizational linkage and training event climate, all deemed relevant by practitioners, may justify further research.i jtd_374 121..139
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