The Research On Social Capital,Technological Characteristics And Software Technician Flow

With the rapid development of information technologies, information industry has already turned from hardware-orientedness into software and service-orientedness, software industry becoming the focus and the strategic commanding point among the international competitions in the 21th century. The core and key in software industry development is the talented person. Thus the competition among software companies has become the competition among the software talented persons. The human resource flow of software technology is the inevitable result of market competition and individual vocational development, which is benefitial for spreading advanced technologies more extensively, allocating human resources more rationaly, and optimizing the human resource effectiveness, so as to promote the overall technological development of software industry. However, there exist a number of problems in software industry, such as: the rate of software human resource flow is too high, resulting in the serious brain drain in some companies; the supply and demand of human resource is greatly unbalanced. On one hand, some companies fail to employ the needed personnel; on the other hand, some college students fail to be employed. The fundamental function of the market in allocating human resources is much too backward, since classes of computer science abound in colleges or universities whereas IT training institutions teem in society. All these problems have become the bottleneck of the accelerating development of software industry. Therefore, the systematic and thorough research into the human resource flow in software industry has both important practical values and long-term strategic significances.This dissertation, from the perspectives of social capital theory and software technological features, on the basis of the research in economics, management, sociology and statistics, synthesizing different research methods such as literature review, theoretical model deduction, questionnaires, mathematical analysis, qualitative and quantitative analyses, analysed systematically the influencing factors of software human resource flow, then put forward the correct concept of software human resource flow, and suggested the countermeasures and advice for regulating effectively software human resource flow, so as to supply our Government and software companies with suggestions for coping with the irrational human resource flow, and to provide theoretical basis and practical direction for strengthing software human resouce management and promoting the rational and orderly flow of software human resources.Based on the theory and model of the traditional human resource flow,this dissertation combined different influencing factors of human resource flow such as individual factor, oganic factor as well as social factor, with the whole social network. Then it constructed the analytical model of software human resource flow from the perspective of social capital, by thoroughly studying the connotation, characteristics, and construction of social capital theory as well as other related theories. This model expounded the causes and mechanism of software human resource flow from three levels. In the structural level of social capital, it analysed the influencing factors of software human resource flow from the perspectives of self-central network (including strong-weak connection, structural hole bridge, Network centricity, etc.) and society-central network (including newwork scale, network density and newwork concentration, etc.); in the relational level of social capital, it analysed the influencing factors from the perspectives of trust relations between individuals, individuals and leadership, individuals and organizations, and of institutional norms, managerial norms as well as reciprocal benefit norms. In the cognitive level, it analysed the influencing factors from the perspectives of the shared sign and language as well as the common aspiration and expectation.Considering the complexity and hi-advancement of software technologies, this dissertation studied the influencing factors (the inner and outer pressures of technology) of software human resource flow from the perspectives of the individual growth traces of software human resources and software technological life circle, and constructed creatively the mathematical model of the influencing factors of software human resources. In terms of the individual growth trace of human resources, it analysed the influencing factors from the angles of technological preferences and growth curves of software human resources. In terms of software life circle, it analysed the influencing factors and the causes of the high software human resource flow rate, from the angles of the benefit curves of both software technology and software human resources.This dissertation constructed the theoretical model of factors that influence the software human resource flow, by analyzing synthetically how social capital and software technological features influence software huamn resource flow and its mechanism. Based on this model, four hypotheses were put forward and the hypothetical system of positive research was constructed. This dessertation selected different types of software technicians of different areas as subjects, and tested the hypotheses by using factor analysis, correlational analysis and multi-regression. These analyses proved expanatory ability of this model, and the close cause-effect relationship between software human resource flow and such factors as social capital and software technological features.By means of theoretical analysis and positive research, this study found out that software human resources, as typical intellects, have their unique features. Their flow willingness is influenced by social capital and software technological features. In addition, the cognitive level of social capital, and the complexity and hi-advancement of software technology constitute the most important reasons for the high rate of software human resource flow. Therefore, this dissertation has put forward a scientific and reasonable software human resource management system, and the countermeasures for regulating software human resource flow such as institutional regulation(signing labor contracts;carrying out "non-competence" principle), project group management regulation (optimizing the structural system of project group and selecting competent personnel), economic regulation (fair and just wages and welfares) as well as non-economic regulation (enriching working targets, improving working challenges, stressing training and development, making good career planing and enhancing technological appeal).