The main aim of this paper is to identify critical success factors (CSFs) and investigate whether they are the same or not across different project organization structures. The organization structures under the study are: functional, project, and matrix. The study is based on a survey that was conducted on a large number of software projects in Jordan. To rank success factors (SFs) and identify critical ones, we use the importance index of SFs, which is calculated based on the likelihood and impact across different structures. For deeper analysis, we carry out statistical experiments with an ANOVA test and Spearman’s rank correlation test. Analysis results of an ANOVA test partially indicates that the values of the SF importance index are slightly different across the three organization structures. Moreover, the Spearman’s rank correlation test results show a high degree of correlation of the SF importance index between the function and project organization structures and a low degree of correlation between the function and matrix organization structures.

Size is one of the significant factors associated with bugs, and it has been used to predict software faults. We believe that stratifying software files based on size can play an essential role in improving prediction performance. This study explored the effect of size by stratifying our sample based on each unit’s size and distributing software units in multiple stratified groups based on an equal distribution approach. We stratified the Eclipse Europa project files, and we reported the performance of each stratified group and compared them. We used two popular classifiers, decision tree J48, and random forest, to implement this experiment. These classifiers presented similar results on the same group of files. The results indicated that predicting faults with large files is better than predicting those in small files. In addition, the results showed higher median values of all performance measures and less variation in each measure.

Detecting qualified candidates for a vacant position is a difficult task, especially when there are numerous applicants. This delays team development in finding the appropriate individual at the right moment. Adopting a well-structured selection process will create opportunities for new aspects and ideas. In this paper, the matching job applicant (MJA) model is developed to assist all parties, the employers and the employees simultaneously by providing a fair, transparent unbiased solution constructed by using a mathematical machine. This provides a clear justification in the decision-making process in addition to advising the applicants with the most suitable positions that fits their qualifications.