Untangling Fine-Grained Code Changes

After working for some time, developers commit their code changes to a version control system. When doing so, they often bundle unrelated changes (e.g., bug fix and refactoring) in a single commit, thus creating a so-called tangled commit. Sharing tangled commits is problematic because it makes review, reversion, and integration of these commits harder and historical analyses of the project less reliable. Researchers have worked at untangling existing commits, i.e., finding which part of a commit relates to which task. In this paper, we contribute to this line of work in two ways: (1) A publicly available dataset of untangled code changes, created with the help of two developers who accurately split their code changes into self contained tasks over a period of four months; (2) a novel approach, EpiceaUntangler, to help developers share untangled commits (aka. atomic commits) by using fine-grained code change information. EpiceaUntangler is based and tested on the publicly available dataset, and further evaluated by deploying it to 7 developers, who used it for 2 weeks. We recorded a median success rate of 91% and average one of 75%, in automatically creating clusters of untangled fine-grained code changes

Measuring Developer Contribution From Software Repository Data

Our work is concerned with an enriched perspective of what constitutes developer contribution in software infrastructures supporting incremental development and distributed software projects. We use the term “contribution” to express the combination of all the actions a developer has performed during the development process and propose a model for calculating this individually for developers participating in a software project. Our approach departs from the traditional practice of only measuring the contribution to the final outcome (the code) and puts emphasis additionally on other activities that do not directly affect the product itself but are essential to the development process.We use the Open Source Software (OSS) context to take advantage of the public availability of data in software repositories. In this paper, we present our method of calculation and its system implementation and we apply our measurements on various projects from the gnome ecosystem

Data S1: Figure Data

Biases against women in the workplace have been documented in a variety of studies. This paper presents a large scale study on gender bias, where we compare acceptance rates of contributions from men versus women in an open source software community. Surprisingly, our results show that women’s contributions tend to be accepted more often than men’s. However, for contributors who are outsiders to a project and their gender is identifiable, men’s acceptance rates are higher. Our results suggest that although women on GitHub may be more competent overall, bias against them exists nonetheless

How diverse is your team? Investigating gender and nationality diversity in GitHub teams

Open Access: This article is distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution, and reproduction in any medium, provided you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license, and indicate if changes were made.Background Building an effective team of developers is a complex task faced by both software companies and open source communities. The problem of forming a “dream” team involves many variables, including consideration of human factors and it is not a dilemma solvable in a mathematical way. Empirical studies might provide interesting insights to explain which factors need to be taken into account in building a team of developers and which levers act to optimise productivity among developers. Aim In this paper, we present the results of an empirical study aimed at investigating the link between team diversity (i.e., gender, nationality) and productivity (issue fixing time). Method We consider issues solved from the GHTorrent dataset inferring gender and nationality of each team’s members. We also evaluate the politeness of all comments involved in issue resolution. Results Results show that higher gender diversity is linked with a lower team average issue fixing time (higher productivity), that nationality diversity is linked with lower team politeness and that gender diversity is linked with higher sentiment.Peer reviewedFinal Published versio