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The applications of Artificial Intelligence (AI) in various areas of professional and knowledge work are growing. Emotions play an important role in how users incorporate a technology into their work practices. The current study draws on work in the areas of AI-powered technologies adaptation, emotions, and the future of work, to investigate how knowledge workers feel about adopting AI in their work.

We gathered 107,111 tweets about the new AI programmer, GitHub Copilot, launched by GitHub and analysed the data in three stages. First, after cleaning and filtering the data, we applied the topic modelling method to analyse 16,130 tweets posted by 10,301 software programmers to identify the emotions they expressed. Then, we analysed the outcome topics qualitatively to understand the stimulus characteristics driving those emotions. Finally, we analysed a sample of tweets to explore how emotional responses changed over time.

We found six categories of emotions among software programmers: challenge, achievement, loss, deterrence, scepticism, and apathy. In addition, we found these emotions were driven by four stimulus characteristics: AI development, AI functionality, identity work, and AI engagement. We also examined the change in emotions over time. The results indicate that negative emotions changed to more positive emotions once software programmers redirected their attention to the AI programmer's capabilities and functionalities, and related that to their identity work.

Overall, as organisations start adopting AI-powered technologies in their software development practices, our research offers practical guidance to managers by identifying factors that can change negative emotions to positive emotions.

Our study makes a timely contribution to the discussions on AI and the future of work through the lens of emotions. In contrast to nascent discussions on the role of AI in high-skilled jobs that show knowledge workers' general ambivalence towards AI, we find knowledge workers show more positive emotions over time and as they engage more with AI. In addition, this study unveils the role of professional identity in leading to more positive emotions towards AI, as knowledge workers view such technology as a means of expanding their identity rather than as a threat to it.

An alarming number of spreadsheet faults have been reported in the literature, indicating that effective and easy-to-apply spreadsheet testing techniques are not available for “non-technical,” end-user programmers. The purpose of this paper is to alleviate the problem by introducing a metamorphic testing (MT) technique for spreadsheets.

The paper discussed four common challenges encountered by end-user programmers when testing a spreadsheet. The MT technique was then discussed and how it could be used to solve the common challenges was explained. An experiment involving several “real-world” spreadsheets was performed to determine the viability and effectiveness of MT.

The experiment confirmed that MT is highly effective in spreadsheet fault detection, and yet MT is a general technique that can be easily used by end-user programmers to test a large variety of spreadsheet applications.

The paper provides a detailed discussion of some common challenges of spreadsheet testing encountered by end-user programmers. To the best of the authors knowledge, the paper is the first that includes an empirical study of how effective MT is in spreadsheet fault detection from an end-user programmer's perspective.

There has been a recent surge of interest in open source software development, which involves developers at many different locations and organizations sharing code to develop and refine programs. To an economist, the behavior of individual programmers and commercial companies engaged in open source projects is initially startling. This paper makes a preliminary exploration of the economics of open source software. We highlight the extent to which labor economics, especially the literature on career concerns’, can explain many of these projects’ features. Aspects of the future of open source development process, however, remain somewhat difficult to predict with off-the-shelf’ economic models.

Programmer resources as measured in available hours are often a limiting or constraining resource in software projects and maintenance. A key element in software project management, therefore, is the forecast of required programming hours. Estimates based on past experience and similar projects are generally unreliable and usually underestimate the level of programming resources required. Function point counting provides a reliable methodology for estimating the level of effort required in software projects. Presents the results of using and modifying function point counting procedures in a maintenance environment where changes are often confined to one or more lines of code. The study indicates that even in this environment, function point counting procedures are useful. Finally, function point counting in the maintenance environment as discussed in this paper helped uncover problems in resource management, training, and personnel evaluation.

This paper seeks to explore how repertory grids can be used to address IT team performance issues. The technique is introduced along with the process of creating and analyzing repertory grid data.

To explore the application of the repertory grid technique to team performance issues. An example focused on eliciting the essential soft skills needed by programmers to effectively interact with IT team members is illustrated.

To researchers, the main benefit of this paper is that it introduces a technique that is easy to use, enables the researcher to easily determine the relationship between constructs, is free from researcher bias, and can be applied to a wide variety of team‐related research studies.

This research presents a means by which human resource managers, hiring personnel, and team leaders can easily determine essential skills needed on the IT teams of the organization, thereby deriving a “wish list” from key IT groups as to the desired non‐technical characteFristics of potential new team members.

Shows how repertory grids can be used to address IT team performance issues.

The objective of this paper is to present an assessment of the factors that influence the process of developing and implementing the architectural program (design brief) for buildings projects.

Published literature has been analyzed and interviews with a group of design professionals and owner's representatives were conducted for the purpose of identifying the factors that influence the process of developing and implementing the architectural program for building projects. This resulted in the identification of 28 factors, which were classified into several groups. A questionnaire was developed that included the identified factors to assess their level of importance. Responses to the survey were received from 50 Architectural/Engineering (A/E) design firms and three major owners of building projects. These 53 respondents were distributed throughout the Eastern Province, Riyadh and Jeddah in Saudi Arabia.

The research has confirmed the importance of all the identified factors, and identified the most influential factors in each of the factor groups. The survey findings indicate that the respondents recognize the significance of the factors that relate to the architectural programmer, the role of communication throughout the programming process, the program data, the management and control of the architectural programming process, the allocated time and budget, and the owner and their representatives, in descending order, respectively when endeavoring on the development and implementation of the architectural program for building projects.

This paper provides a practical value to architectural programmers, design professionals, facility managers, and building owners endeavoring on planning, designing, constructing, and operating new building projects.

Automation is no longer an option; it is no longer “if” but “when” and “how”. This book has been written for senior librarians who recognise this, for their line managers to whom the detailed work has been delegated, and for the junior staff, library and clerical, who need to know not only how to operate a system, but why it works as it does.

Computer programming as a job or profession was unheard of a few years ago. Now thousands of people work at programming. Newspapers are full of advertisements offering high‐paying jobs. Self‐styled institutes display posts practically promising to double your salary if you take their short course in programming.

The purpose of this paper is to present the results of a qualitative study of software engineers' perception of dress code, career, organizations, and of managers.

The software engineers interviewed work in three European and two US companies. The research is based on ethnographic data, gathered in two longitudinal studies during the period 2001‐2006. The methods used in the study include open‐ended unstructured interviews, participant observation, collection of stories, and shadowing.

It was found that the majority of software engineers denounce formal dress‐codes. The notion of career was defined by them mostly in terms of occupational development. They perceived their own managers as very incompetent. Their view on corporations was also univocally negative. The findings confirm that software engineers form a very distinctive occupation, defining itself in opposition to the organization. However, their distinctiveness may be perceived not only as a manifestation of independence but also contrarily, as simply fulfilling the organizational role they are assigned by management.

The study contributes to the organizational literature by responding to the call for more research on high‐tech workplace practices, and on non‐managerial occupational roles.

Discusses particular characteristics of computer programs and how management can ensure that their needs are met in relation to the computer hardware and software environment and general rules of good management, with special emphasis on communication and motivation.