Fabian Ugwu, Anthony C. Nwali, Lawrence E. Ugwu, Chiedozie O. Okafor, Keyna C. Ozurumba and Ike E. Onyishi
This study investigated employee cynicism and workplace ostracism as pathways through which perceived organizational politics (POPs) is related to counterproductive work behavior…
Abstract
Purpose
This study investigated employee cynicism and workplace ostracism as pathways through which perceived organizational politics (POPs) is related to counterproductive work behavior (CWB) targeted at individual coworkers (CWB-I) and the organization (CWB-O).
Design/methodology/approach
Data were collected from 794 university employees in Southeastern, Nigeria at three-point of measurements.
Findings
Results of the Structural Equation Modelling showed that POPs positively predicted CWB-I but did not predict CWB-O directly. POPs positively predicted both employee cynicism and workplace ostracism. Employee cynicism did not predict CWB-I and CWB-O, but workplace ostracism positively predicted both CWB-I and CWB-O. Moreover, whilst POPs did not predict both CWB-I and CWB-O through employee cynicism; workplace ostracism partially mediated the relationship between POPs and the two dimensions of CWB.
Originality/value
The relationship between POPs and CWB has been documented in the literature, but whether affect-laden processes (employee cynicism and workplace ostracism) explain this relationship is new. Conducting the study in a context previously neglected extended our understanding of the indirect relationship between POPs and CWB.
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O.O. UGWU and J.H.M. TAH
Resource selection/optimization problems are often characterized by two related problems: numerical function and combinatorial optimization. Although techniques ranging from…
Abstract
Resource selection/optimization problems are often characterized by two related problems: numerical function and combinatorial optimization. Although techniques ranging from classical mathematical programming to knowledge‐based expert systems (KBESs) have been applied to solve the function optimization problem, there still exists the need for improved solution techniques in solving the combinatorial optimization. This paper reports an exploratory work that investigates the integration of genetic algorithms (GAs) with organizational databases to solve the combinatorial problem in resource optimization and management. The solution strategy involved using two levels of knowledge (declarative and procedural) to address the problems of numerical function, and combinatorial optimization of resources. The research shows that GAs can be effectively integrated into the evolving decision support systems (DSSs) for resource optimization and management, and that integrating a hybrid GA that incorporates resource economic and productivity factors, would facilitate the development of a more robust DSS. This helps to overcome the major limitations of current optimization techniques such as linear programming and monolithic techniques such as the KBES. The results also highlighted that GA exhibits the chaotic characteristics that are often observed in other complex non‐linear dynamic systems. The empirical results are discussed, and some recommendations given on how to achieve improved results in adapting GAs for decision support in the architecture, engineering and construction (AEC) sector.
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O.O. Ugwu and T.C. Haupt
This paper reports on research that investigated perceptions and prioritization of key performance indicators (KPI) for infrastructure sustainability, from a cross section of…
Abstract
This paper reports on research that investigated perceptions and prioritization of key performance indicators (KPI) for infrastructure sustainability, from a cross section of construction industry stakeholders in Hong Kong and Republic of South Africa. The results show that although there is general agreement on the indicators, there are noticeable differences in stakeholder ranking, which measures their prioritisation of the various indicators. These differences are closely linked to the level of development of the respective country and hence macro‐level priorities in formulating their sustainable development agenda. The most significant agreements are on indicators related to health and safety, while there are significant disagreements on some indicators related to environment, economy and project management and administration. The study provides empirical evidence of such underlying differences. The paper discusses the implications and challenges in addressing sustainability and sustainable development in developed and developing countries. The paper discusses the findings from the two‐country comparative studies and provides validated indicators for infrastructure sustainability. Recommendations are given on the application of these indicators for decision‐support and integrated sustainability appraisal in infrastructure project (SUSAIP).
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O.O. UGWU, C.J. ANUMBA and A. THORPE
Domain ontologies facilitate sharing and re‐use of data and knowledge between distributed collaborating systems. A major problem in the design and application of intelligent…
Abstract
Domain ontologies facilitate sharing and re‐use of data and knowledge between distributed collaborating systems. A major problem in the design and application of intelligent systems is to capture and understand: the data and information model that describes the domain; the various levels of knowledge associated with problem solving; and the patterns of interaction, information and data flow in the problem solving space. This paper reports the development of an ontology for agent‐based collaborative design of portal structures, using knowledge acquisition techniques and tools. It illustrates the application of the ontology in the development of a prototype multi‐agent systems. The study shows that a common ontology facilitates interaction and negotiation between agents and other distributed systems. The paper discusses the findings from the knowledge acquisition, their implications in the design and implementation of multi‐agent systems, and gives recommendations on developing agent‐based systems for collaborative design and decision‐support in the construction sector.
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Temidayo Oluwasola Osunsanmi, Clinton Ohis Aigbavboa, Wellington Didibhuku Thwala and Ayodeji Emmanuel Oke
The challenges confronting the Nigerian construction industry which led to the adoption of supply chain management (SCM) practice were evaluated in this chapter. It was discovered…
Abstract
The challenges confronting the Nigerian construction industry which led to the adoption of supply chain management (SCM) practice were evaluated in this chapter. It was discovered that the Nigerian construction industry is confronted with fragmentation and poor information management. The stakeholders within the Nigerian construction industry proposed the adoption of SCM to overcome the fragmentation and other shenanigans facing the industry. This chapter revealed that construction supply chain (CSC) practices within the Nigerian construction industry focus on waste elimination by adopting the lean concept. The focus on the lean concept could be attributed to the numerous research related to lean or the enormous waste emanating from the Nigerian construction industry. Regardless of the emphasis on lean, the Nigerian CSC is still confronted with fragmentation and heavy waste generation. Thus, this chapter proposed the adoption of principles and technologies driven by the fourth industrial revolution (4IR) is a paradigm shift for the management of CSC in the country. It was discovered in this chapter that Nigerian construction supply stakeholders had not embraced the technologies and principles of the 4IR. The failure to adopt the technologies driven by the 4IR is attributed to the absence of a CSC model that depicts the management of CSC in alignment with the 4IR. This chapter called for developing a SCM model for the Nigerian construction industry in tandem with the principles and technologies of the 4IR.
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Fabian O. Ugwu, Lawrence E. Ugwu, Fidelis O. Okpata and Ike E. Onyishi
This study investigated whether job resources (i.e. strengths use support, career self-management and person–job [PJ] fit) moderate the relationship between perceived involvement…
Abstract
Purpose
This study investigated whether job resources (i.e. strengths use support, career self-management and person–job [PJ] fit) moderate the relationship between perceived involvement in a career accident (PICA) and work engagement.
Design/methodology/approach
The study adopted a time-lagged design (N = 398; 69% male), and data were collected at two-point of measurements among Nigerian university academics.
Findings
Results of the present study indicated that employees with higher PICA scores reported low work engagement. Strength use support had significant direct positive main effects on employee work engagement and also produced a significant moderation effect between PICA and work engagement. Career self-management (CSM) was positively related to employee work engagement. The moderation effect of CSM on the relationship between PICA and work engagement was also significant. Results of the present study further indicated that P-J fit was related positively to work engagement and also moderated the negative relationship between PICA and work engagement.
Originality/value
Dearth of employment opportunities has led individuals to choose their career by chance, but empirical studies that validate this assertion are lacking. Few available studies on career accident were exclusively conducted in Western European contexts. The current study therefore deepens the understanding of career accident and work engagement in a neglected context such as Nigeria.
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Kerstin Alfes, Amanda Shantz and Ratnesvary Alahakone
To date, most research has assumed an additive relationship between work-related predictors and engagement. The purpose of this paper is to contribute to the refinement of…
Abstract
Purpose
To date, most research has assumed an additive relationship between work-related predictors and engagement. The purpose of this paper is to contribute to the refinement of engagement theory by exploring the extent to which two predictors – person-organization fit and organizational trust – interact to influence employees’ engagement, which in turn, positively influences their task performance.
Design/methodology/approach
A test of moderated mediation was conducted using survey data collected from 335 employees and matched performance records from the Human Resource department in a support services organization in the UK.
Findings
Engagement was best predicted by the interactive model, rather than the additive model, as employees who felt a close fit with their organization and who trusted their organization were most engaged with their work. Further, engagement mediated the relationship between the interaction and task performance.
Originality/value
This paper contributes to a refinement of engagement theory by presenting and testing a model that explains the synergistic effect of work-related factors on engagement.
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Z. REN, G.J. ANUMBA and O.O. UGWU
Disputes are now considered endemic in the construction industry. They often arise from the poor resolution of claims in the course of construction projects. Efforts have been…
Abstract
Disputes are now considered endemic in the construction industry. They often arise from the poor resolution of claims in the course of construction projects. Efforts have been geared towards reducing the incidence of claims. These efforts are of two kinds: those that seek answers from basic principles and legal issues at the pre‐construction phase and those that attempt to solve the problems through claims management procedures at the construction phase. This paper reviews the developments in claims management and highlights the deficiencies in current claims management approaches. It focuses on the need for improvement of the efficiency of claims negotiation and suggests the use of multiagent systems as an approach to achieve it. The potential benefits of the suggested approach are discussed in the concluding section of the paper.
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Fabian Onyekachi Ugwu, Ernest Ike Onyishi, Okechukwu O. Anozie and Lawrence Ejike Ugwu
In this paper, the impact of customer incivility on work engagement was investigated. The authors also explored whether supervisor positive gossip and workplace friendship…
Abstract
Purpose
In this paper, the impact of customer incivility on work engagement was investigated. The authors also explored whether supervisor positive gossip and workplace friendship prevalence moderated the impact of customer incivility on work engagement in the Nigerian context.
Design/methodology/approach
The authors used a time-lagged design to collect data from 258 frontline casual dining restaurant employees across city centers in South-eastern Nigeria who completed Time 1 and Time 2 paper surveys after a one-month interval.
Findings
Structural equation modeling (SEM) revealed that while customer incivility was negatively lx`inked to work engagement, supervisor positive gossip and workplace friendship prevalence were positively linked to work engagement. It was also found that both supervisor positive gossip and workplace friendship prevalence moderated the negative connection between customer incivility and work engagement.
Practical implications
One proactive way to forestall the negative impact of customer incivility on work engagement is for managers to devise approaches to decrease the impact of uncivil customer behaviors, such as developing an atmosphere that engenders friendship and speaking positively to subordinates about other employees' work behaviors.
Originality/value
Although increased scholarly attention has been paid to workplace incivility, customer incivility has not been sufficiently addressed. Earlier research on workplace gossip is influenced by the widely-held belief that gossip is often negative, with far less attention given to the sunny side of gossip. This study is one of the earliest efforts to examine the moderating roles of supervisor positive gossip and workplace friendship prevalence in the negative link between customer incivility and work engagement in the hospitality industry.
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M.M. Kumaraswamy, S.T. Ng, O.O. Ugwu, E. Palaneeswaran and M.M. Rahman
Diverse construction project stakeholders demand “fully‐informed” and well‐balanced decisions that target multiple objectives appropriately. This paper introduces initiatives into…
Abstract
Diverse construction project stakeholders demand “fully‐informed” and well‐balanced decisions that target multiple objectives appropriately. This paper introduces initiatives into the development of a cluster of information and communication technology‐artificial intelligence supported empowerment systems and sub‐systems. Examples presented include conceptual models and/or descriptions of: the framework of an over‐arching management support system (MSS); multi‐agent support for improved collaborative working in: design development and relationally integrated supply chain management; and web‐based quality management.