Development of a conceptual model for organizational learning culture and innovation diffusion in construction

Driven by vigorous competition and continuously escalating demands of clients in construction, innovation is increasingly important for enhancing performance of contractors and designers in design, planning and management of construction projects. Instead of intra-organization innovation, innovation in construction often diffuses across inter-organization boundaries. Influenced by various organizational learning and culture, innovation diffusion may be problematic. This paper aims to develop a conceptual framework of the relationships between organizational learning culture, learning and innovation diffusion in the construction industry via systematic review. Seven learning culture variables were identified, including creating opportunity, communication, collaboration and teamwork, knowledge sharing, collective vision, connection with the environment and leader support and reward system. There are six stages of innovation diffusion, namely acquisition, decision, assimilation, transformation, exploitation and confirmation. The resulted model provides preliminary support on the propositional relationship between organizational learning culture and innovation diffusion, and that this relationship can be mediated by organization learning. The model provides researchers and practitioners a foundation for further validations by empirical studies.postprin

Culture dynamics of information and communication technology (ICT) adoption in construction companies

Innovation is essential in enhancing organizational efficiency and performance, particularly in a rapidly globalizing market. Substantial hidden innovations exist in the construction sector, such as information and communication technology (ICT), which has been identified as a key to enhance information processing in construction. However, technology does not necessarily bring success to an organization. Innovation adoption processes are embedded in organizational culture, which varies from organization to organization. Due to the dual nature of technology and the dynamic nature of culture, the relationship between technology and culture is bidirectional. The technology interacts with organizational culture when an individual attempts to perform their tasks by adopting the technology. This sheds light on the importance of investigating the fit between technology, culture, person and task in ICT adoption in construction. Based on the literature review, a conceptual framework is developed for the interaction between technology, culture, task and person. The framework includes two levels: organizational level and individual level. The organizational level interaction is technology centered, focusing on the fit between the values embedded in organizational culture and in the technology. The individual level interaction is task centered, which focuses on the fit between the technology and task requirements, and the fit between competency of an individual and the task requirements. The various key constructs are also identified: i) culture–technology fit, ii) task–technology fit, iii) person–task fit, iv) person–culture fit and v) information behavior. Based on the study, a subset of empirical framework is developed for further analyses, and two propositions are put forward based on the framework: i) Technology-culture fit at organizational level is associated with task-technology fit at individual level, and ii) Individual value preference, information behavior and person-task fit influence task-technology fit.published_or_final_versio

Competency and empowerment of project managers in China

The Agent Construction Management (ACM) system is one of the new measures adopted in government funded projects in China. The main characteristic of the ACM system is the introduction of an independent professional project management firm into the project management process. The ACM system is still in its trial stage in China and there is no unified qualification assessment system for agent construction organizations. While the importance of the project manager’s competence is recognized, previous research also shows that project manager’s empowerment is conducive to project performance. The definition of competency is confusing as several terms such as competency/competencies, competence/competences, capability and ability are used interchangeably and inconsistently. Competence is the state or quality of being adequately qualified -- the ability to perform a specific role (e.g. PMI’s project manager’s competency development framework). While empowerment can be viewed as a relational construct and considered within a more general concept of power, it is also a motivational (or psychological) construct. These two perspectives of empowerment are not independent and motivational empowerment may be an outcome of relational empowerment. This research aims to analyze the relationships of motivational empowerment and competency on job performance of the project managers in the ACM organisations. Regression modelling is adopted to analyze the data collected from 203 project managers involved in projects adopting ACM system. Findings support the relationships of competency and empowerment and their effect on project manager’s job performance.postprin

Competency and empowerment of project managers in China

The Agent Construction Management (ACM) system is one of the new measures adopted in government funded projects in China. The main characteristic of the ACM system is the introduction of an independent professional project management firm into the project management process. The ACM system is still in its trial stage in China and there is no unified qualification assessment system for agent construction organizations. While the importance of the project manager’s competence is recognized, previous research also shows that project manager’s empowerment is conducive to project performance. The definition of competency is confusing as several terms such as competency/competencies, competence/competences, capability and ability are used interchangeably and inconsistently. Competence is the state or quality of being adequately qualified -- the ability to perform a specific role (e.g. PMI’s project manager’s competency development framework). While empowerment can be viewed as a relational construct and considered within a more general concept of power, it is also a motivational (or psychological) construct. These two perspectives of empowerment are not independent and motivational empowerment may be an outcome of relational empowerment. This research aims to analyze the relationships of motivational empowerment and competency on job performance of the project managers in the ACM organisations. Regression modelling is adopted to analyze the data collected from 203 project managers involved in projects adopting ACM system. Findings support the relationships of competency and empowerment and their effect on project manager’s job performance.postprin

Streblo: the app prototype for managing stress in the construction industry

High levels of stress at work, great responsibilities, hazards and lack of balance between tasks and deadlines are common in the daily lives of many construction workers. Changing the patterns of thinking and behaviours is not an easy mission, and it requires constant support, learning and determination. E-health applications can contribute to this change through their ability to foster continuous interaction with the user. Mobile phone apps have shown promising results in the field of ‘e-health and wellbeing’. Accordingly, an App is being designed as a self-help system for stress management which will enable construction workers to 1) detect the onset of stress quite early, 2) track their stress status, 3) empower persons to cope with stressful and/or demanding situations in an adaptive way, 4) improve and streamline the operability of job tasks, and 5) optimise efficient solutions for the construction industry. The development of this innovative app, known as Streblo, is part of a wider research that is studying stress management in the construction industry. Streblo’s blueprint will match personality traits with coping strategies in real- life situations. Its inputs are being generated from a field study that has commenced, where 23 structured interviews have been used to collect data from construction workers on their 1) personality and 2) behaviours while experiencing stress. Results of the data collection and analysis are being used to develop Streblo (an App) with IT experts. The paper reports the detail development and performance of Streblo’s prototype. Ultimately, users will be able to engage Streblo on electronic devices (mobile phones, tablets, and computers) through both text and image-based communication obtain real-time solutions and feedbacks on their stress status. Streblo will enhance and support attitude and behavioural changes in people who suffer from stress symptoms in the construction industry.Streblo is being developed within a European Commission (EC) project H2020-MSCA- IF-2015/H2020-MSCA-IF-2015, Grant Agreement: 703236 - ‘Inhibiting Stress in the Construction Industry’ (INSTINCT). The authors are very grateful for this funding

Stress factors and stress management interventions: the heuristic of “bottom up” an update from a systematic review

Organizations have increasingly sought to adopt innovative interventions to prevent stress-related issues. In the field of manufacturing, however, the effectiveness of these interventions remains unclear because a systematic and specific review of existing primary evidence has not been undertaken. The present systematic literature review sought to address the foregoing limitation in the literature by summarizing the main source of stress and effectiveness of stress management interventions as grounded in the context of manufacturing. Our review was limited to only randomized clinical trials (RCTs) and quasi-experimental studies and concerned employees from the manufacturing sector. Twenty-two studies on primary, secondary and tertiary interventions across four continents (Asia, Europe, USA and South America) were selected and analyzed in terms of stress factors, methodological properties and outcomes. Most of these were RCT studies (68% Vs 32%) with a majority of secondary interventions (N = 11, 50%), followed by primary (N = 5, 22%), tertiary (N = 3, 13%), and two (9%) mixed interventions. The main outcomes included an improvement of psychological wellbeing, decreased stress reactivity and an increment of general health. There was a predominance of interventions utilizing skills programs and/or cognitive-behavioral techniques. The main source of stress reported related to professional identity, organizational deficiencies, interpersonal conflicts, physical complaints and poor work environment. Taken together, the findings provide important theoretical and practical implications for advancing the study of stress factors and the use of stress management interventions in the workplace. The prerequisite for a successful intervention is to address the real problems experienced by professionals and help them to cope with their difficult situations. The strategy of “bottom-up” offers a potential means of enhancing employees’ health and well-being; however, the most effective means of implementing these interventions needs to be understood better

The impact of stress on performance of construction professionals

世界華人不動產學會2012年

The role of leadership and organizational climate in fostering innovation in construction

Congress Theme: Intelligent Built Environment for LifeLeadership has been identified by many researchers as one of the most important antecedents of innovation. Previous studies tend to conclude that transformational leadership, through motivating followers to change their status quo, has a higher positive impact on organizational innovation when comparing with transactional leadership. However, the relationships between transformation leadership and innovation are inconsistent. These contradictory findings, to certain extent, suggest that the influences of leadership on innovation can be influenced by various mediators, such as innovation climate in an organization. Leaders foster innovative behaviours of followers by creating a climate that facilitates the innovative activities through, for instance, forming organizational routines to assist in achieving innovation. This organizational climate, in turn, influence the impact of leadership on innovation. Innovation has found to be essential in enhancing work effectiveness, efficiency, and business performance in the construction sector. However, hindered by various factors, construction has long been recognized as low in innovation. Success of innovation requires intimate collaboration between multiple stakeholders in developing innovation blueprint and sustaining commitment towards innovation in technically complex areas. However, due to the different value propositions amongst organisational members, tension may arise, which affects the collaboration. Hence, this study aims to investigate the mediating effects of organizational innovation climate on the leadership-innovation relationships. A questionnaire survey is designed which adopts: i) the multifactor leadership questionnaire for assessing the perceived leadership style, ii) the innovation culture scale, and iii) the innovation scale for measuring the ability of an organization to innovate as perceived by followers. The relationships are tested by factor analyses, reliability analyses, correlation analysis, and multiple regression modelling using SPSS and Lisrel. Seven factors are identified, including charisma, intellectual stimulation, individualized consideration (transformational leadership) and contingent reward (transactional leadership) for leadership; support for innovation and resource supply for innovation culture; and innovation performance. The findings reveal that support for innovation plays a significant mediating role on the influences of both transactional and transformational leaderships on innovation. The results of this study lay solid platform for further longitudinal, qualitative studies for the dynamic intertwining relationship between leadership and innovation culture across the organizational innovation process

Impact of stress on injury incidents among construction workers

The role of construction workers (CWs), as a group of indispensible, frontline project members, is essential to the success of every construction project. But the job of CW is also recognized as a dangerous occupation. At the same time, because of the physically demanding construction work tasks, crisis-ridden site environments, and the lack of power and control over their work, CWs are 1.7 times more likely to suffer from stress than workers in other industries. Such stress not only affects worker productivity, but also safety at work. Although the relationship between stress and performance has long been validated, studies have rarely investigated that between CW stress and injury rates, which are the ultimate indicator of safety performance. The current study thus aimed to investigate the curvilinear relationships between stress and CW injury incidents. To do so, a questionnaire survey was designed and distributed to CWs in Hong Kong. Three types of stress were identified, including work stress, emotional stress, and physical stress. A structural equation model, developed based on correlation analysis results, indicated that (i) work stress had a U-shaped relationship with the CW injury incidents, (ii) emotional stress also had a U-shaped relationship with the CW injury incidents, and (iii) physical stress had a X∩-shaped relationship with the same. In line with the study results, a number of recommendations are suggested for construction industry stakeholders to minimize injuries incidents among CWs through managing their stress levels appropriately.link_to_subscribed_fulltextThe 27th Annual Conference of the Association of Researchers in Construction Management (ARCOM 2011), Bristol, U.K ., 5-7 Sep 2011. In Proceedings of the 27th ARCOM, 2011, v. 1, p. 229-23