Exploring the Nature of Programming Work: Perceived Stereotypes, HR Practices, and Motivation

The ambiguity and deep concentration associated with programming work, along with perceived stereotypes about programmers, require effective human resource (HR) practices to sustain motivation. This study explores the relationships among the nature of programming work, programmer stereotypes, HR practices, and motivation. A conceptual model based on self-determination and social identity theories is developed, and eight hypotheses are presented. Data were collected from 254 participants across six industry sectors and analyzed using regression techniques. The results suggest that perceived programmer stereotypes stem either from the nature of programming work or from self-selection, whereby those who hold such stereotypes are often drawn to the field of programming. The findings also indicate that HR practices are not aligned with the nature of programming work or with stereotypes. Although HR practices and programmer stereotypes influence motivation, the nature of programming work can lead to demotivation. Therefore, HR practices should be better aligned with both programming work and programmer stereotypes to promote motivation.