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Research on organizational communication has shown significant associations with many important outcomes. Although these researches are appealing, there have been criticisms and suggestions for improvement of the organizational communication scales, developed in Western organization settings, to make them applicable to collectivist culture‐based organizations. Therefore, the purpose of this paper is to access the organizational communication construct through the development and validation of an organizational communication measure for Malaysian organizations.

Item analysis for Malaysian organizational communication scale involves survey of 250 university employees, followed by construct and criterion‐related validation using 346 employees, representing three organizations in Malaysia, resulting in a Malaysian organizational communication scale.

Through the validation of a Malaysian organizational communication measure, support was found for the proposition that Malaysian organizations are composed of information flow, communication climate, message characteristics, and communication structure, as well as new dimensions, namely, the group bond and respect.

One of the weaknesses of the study was the size of sample used for the focus group. Another weakness was the organizations involved in the validation segment of the study, which were service‐related organizations. Finally, current investigations limit themselves to job satisfaction. These results have to be handled carefully.

The paper shows that group bond and mutual respect are salient work relationships in Malaysian organizations.

The emergence of group bond and respect dimensions in the Malaysian organizational communication construct is consistent with the examination of organizational behavior.

Researches have documented the impact of dyadic communication and relationships on individual behavior in workgroups. However, communication remains as the background element in leadership and management literature as opposed to being the primary process in the leader‐member relationships development. The purpose of this paper is to establish and interpret the appropriate level of analysis based on the correlation between leader‐member exchange (LMX) quality, supervisory communication and team‐oriented commitment in a Malaysian organization setting.

A survey from a Malaysian organization (n=201) is analyzed on the relationships between LMX quality, supervisory communication and commitment using within and between analysis (WABA).

The individual dyad relationships and communication correlates with team‐oriented commitment at the group level. Therefore, LMX quality and supervisory communication influence overall team‐oriented commitment in a work group.

Given that the analyses are based on self‐report in one organization, these results have to be handled carefully.

The results implied that the relationship between dyadic relationships quality, supervisory communication and team‐orientated commitment is best connected if individual workers in work group are encouraged to communicate their needs to supervisors. As such, the worker's ability to communicate mutually about relationships (LMX quality and positive relationships communication) and work (upward openness and job relevant communication) with their immediate supervisor implicates both personal fit and work group functioning.

The results extend the authors' understanding of LMX quality, supervisory communication and team‐oriented commitment by identifying the specific form levels of analysis in a Malaysian organization setting.

Sustainable building materials (SBMs) have recently been promoted to foster sustainable construction. While previous studies successfully presented the broad picture of SBM adoption, the question ‘What is the current state of SBM adoption in construction firms?’ was unanswered. Moreover, there is a lack of studies that investigate the impact of firm size on the adoption of SBMs. Therefore, this study aims to examine the level of readiness for SBM adoption in construction firms of different sizes.

Drawing on theoretical lenses and a review of previous studies, the study identified 20 factors affecting the readiness for SBM adoption. These factors were then grouped into market, organization, and employee readiness. Using the questionnaire survey, 229 valid responses were collected. The multiple pairwise comparison test showed significant differences in readiness for SBM adoption in firms of different sizes. The Fuzzy Synthetic Evaluation (FSE) analysis was then used to assess the level of readiness for SBM adoption in construction firms of different sizes.

The analysis of FSE showed that large-sized companies demonstrated the highest level of readiness for SBM adoption, followed by medium-sized and small-sized firms, respectively. These findings imply that larger construction firms may have more resources and organizational capacity to adopt SBMs. Conversely, smaller firms may require additional support or incentives to enhance their readiness for SBM adoption. It also highlights the need for targeted interventions and policies to promote SBM adoption across medium-sized and small-sized firms. Moreover, while market readiness emerged as the least critical category, the findings highlight the pivotal role of employee readiness across all firm sizes.

These findings underscore the importance of prioritizing employee readiness initiatives to facilitate the successful adoption of SBMs. Policymakers and industry stakeholders may need to focus on developing training programs and awareness campaigns tailored to employees, ensuring they are equipped with the necessary knowledge and skills. Moreover, strategies to enhance market readiness should also be explored through regulatory measures and incentives to encourage the adoption of SBMs. Additionally, fostering collaboration and networking among stakeholders can further promote market readiness and accelerate the uptake of SBMs in the construction industry.

Reconstruction of old buildings is often necessary after prolonged usage, but these projects encounter various complexities, leading to their failure. However, there is a lack of studies that focus on investigating the complexity of old building reconstruction initiatives. Thus, this study aims to examine the complexity of reconstruction projects for old buildings in Vietnamese urban areas.

Through a literature review and discussions with experienced practitioners, 12 significant complexity factors were identified. The study then utilized the fuzzy decision-making trial and evaluation laboratory (DEMATEL) technique to analyze the interrelationships among these complexity factors.

The findings revealed intricate interdependencies among the complexity factors, visualized in a complexity map. The map highlighted the critical complexities of site compensation, clearance and the long project duration. Furthermore, a causal diagram categorized the complexity factors into net-effect and net-cause groups.

By examining the relationships and interactions among these factors, the study emphasizes the interconnected nature of complex systems and the influence of one factor on others. Therefore, decision-makers and stakeholders involved in reconstructing old buildings are suggested to possess a comprehensive understanding of these interdependencies to ensure effective decision-making.