I don't think it's specific to our industry. I think it's specific to the corporate system we have, and that it correlates with the sense of ownership and freedom that we give people. When it's "every man for himself", you're going to see that optimization toward individual metrics and protection of personal reputation, even if it means that a colleague's reputation is deprived.
When you have a recognized long-term leader that doesn't need to constantly re-justify their involvement and existence (something akin to a BDFL), more collaborative group efforts can be fostered, and individual gamification is much less useful, because the people who know your behavior are going to be there for a long time and there is a lot of personal continuity. This system is, of course, not without its own type of flaws, but it doesn't have the same negative feedback incentives for individual contributors.
It's hard to get that long-term involvement in the tech industry specifically because the rapid rate of technical change limits career length and portability. Skills in language/system/framework X rarely retain marketability for more than 3-5 years. Most people don't have the stamina, interest, or whatever it is that's needed to keep up with the constant re-education and re-justification cycle into their 40s and 50s. They look for an out: early retirement, promotions into non-coding management positions, etc.
To the extent that individual metric gamification is higher-than-normal in tech, I would attribute most of it to the effect of shorter career tenures, both overall and at specific companies.
I think short-term thinking by superiors causes short-term behavior by reports.
If the management pays fairly, with fair raises, fair balance, fair acknowledgement of all kinds of work and not just the flashy stuff, most reports would focus on the right things, do their jobs well and not look to switch jobs all the time.
But if the management is always trying to escape giving promotions/raises, does not acknowledge the underlying effort to get something to production, only thinks about their own empires (basically short-term selfish thinking) it will cause a disproportionately high number of reports to behave the same aka look out for their selfish interests.
I am absolutely certain that top companies look to retain good players (top != stock price or market cap).
When you have a recognized long-term leader that doesn't need to constantly re-justify their involvement and existence (something akin to a BDFL), more collaborative group efforts can be fostered, and individual gamification is much less useful, because the people who know your behavior are going to be there for a long time and there is a lot of personal continuity. This system is, of course, not without its own type of flaws, but it doesn't have the same negative feedback incentives for individual contributors.
It's hard to get that long-term involvement in the tech industry specifically because the rapid rate of technical change limits career length and portability. Skills in language/system/framework X rarely retain marketability for more than 3-5 years. Most people don't have the stamina, interest, or whatever it is that's needed to keep up with the constant re-education and re-justification cycle into their 40s and 50s. They look for an out: early retirement, promotions into non-coding management positions, etc.
To the extent that individual metric gamification is higher-than-normal in tech, I would attribute most of it to the effect of shorter career tenures, both overall and at specific companies.