Search results

The present study first explored the different dimensions of work–family conflict and job stress. It then evaluated the mediating role of time and strain-based work–family conflict on the relationship between role overload and psychological stress and role overload and physiological stress.

The study utilized a quantitative data collection approach through a questionnaire design. With the aid of the questionnaire, 308 samples were collected from the project-level staff of ten construction organizations in Sri Lanka. The collected data were analyzed using a structural equation modeling approach to address the research hypotheses.

Results supported the mediating role of work–family conflict on the relationship between role overload and job stress. Specifically, the time and strain-based work–family conflict combined partially mediated the effect of role overload on psychological stress. While strain-based work–family conflict fully mediated the effect of role overload on physiological stress. Hence, the organizations that seek employee well-being should focus on developing a conducive working environment with a focus on a reasonable workload for everyone. Besides, the management should give special consideration to working hours as it affects both the employees' stress levels and family life.

This study added the mediating role of time and strain-based work–family conflict to the previous empirical research on the relationship between role overload and job stress dimensions. Besides, this study discusses the different dimensions of work–family conflict and job stress, which is a less explored area in the construction literature.

Work–family conflict plays a vital role in employees’ work-related satisfaction and emotional exhaustion measures. Yet, the theoretical interrelationship between work–family conflict, emotional exhaustion and job satisfaction has not been fully explored in the construction literature. Hence, this study aims to assess emotional exhaustion’s mediating role in the relationship between work–family conflict and job satisfaction of the construction professionals.

Data were gathered from a cross-sectional survey of 308 project-level construction professionals in Sri Lanka. A confirmatory factor analysis followed by three structural equation models was used in analyzing the research hypotheses.

The results support the mediation model of emotional exhaustion, in which the emotional exhaustion fully mediated the relationship between work–family conflict and job satisfaction. Hence, the authors concluded that a higher level of work–family conflict would directly contribute to a greater degree of emotional exhaustion, which in turn lessens the job satisfaction of the project employees.

In identifying how work–family conflict, emotional exhaustion and job satisfaction are linked together, the present study added the mediating role of emotional exhaustion to the previous empirical research on the relationship between work–family conflict and job satisfaction in the context of the construction industry.

This study aims to investigate the mediating role of trust in the relationship between cultural intelligence (CQ) and cooperation among construction professionals. Furthermore, this study assesses perceived differences in CQ, trust and cooperation between individuals with and without experience working with foreigners in the construction industry.

Data were gathered from a cross-sectional survey of 408 engineers in Myanmar’s construction industry. A confirmatory factor analysis validated structural equation modeling approach was used to address research hypotheses, and an independent samples t-test was performed to identify the perceived differences between two categories of respondents.

The structural equation modeling results identified CQ as a positive direct predictor of cooperation, affect-based trust and cognition-based trust. Both affect-based trust and cognition-based trust directly and positively influenced cooperation. The relationship between CQ and cooperation was partially mediated by affect-based trust and cognition-based trust. The findings of the independent samples t-test revealed that construction employees with prior experience working with foreigners tend to exhibit a higher level of CQ, trust and cooperation than their counterparts.

The present study added the mediating role of trust in CQ and cooperation linkage, an area that has received limited attention in the literature.

The present study developed an integrated model to evaluate the relationship between service quality, brand image, customer satisfaction and customer loyalty in the context of Myanmar’s construction industry.

Data on the study variables were gathered from a cross-sectional survey of 210 client organizations that own private buildings in Myanmar. A factor analysis-validated structural equation model was developed to assess the research hypotheses and conceptual framework.

The results supported an integrated model in which brand image partly mediated the effects of service quality on customer satisfaction. Besides, the brand image and customer satisfaction fully mediated the impact of service quality on customer loyalty. Brand image exerted indirect effects on customer loyalty through customer satisfaction. The study further identified the direct effects of service quality on brand image and customer satisfaction, brand image on customer satisfaction and customer satisfaction on customer loyalty.

While prior studies have explored service quality in the construction industry, no integrated model has been developed to identify the relationship between service quality, brand image, customer satisfaction and customer loyalty in construction project settings. This study filled this critical gap in the literature by offering a unique perspective on the study variables and their interrelationships.

The present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project professionals in Sri Lanka.

Data were gathered from a cross-sectional survey of 274 project-level employees of 10 construction organizations in Sri Lanka. A path analytical model is developed to assess the research hypotheses.

Results support the mediation model of job stress, in which satisfaction with supervision and job security directly contributed to a reduction in stress levels, which in turn lessened the turnover intention. Full mediation is observed from supervision, and partial mediation is observed from job security. Satisfaction with pay and co-workers directly predicted a decline in turnover intention. Contrary to the authors’ expectations, the authors could not find any significant effect from promotion to job stress and promotion to turnover intention. The results further illustrated that demographic variables, i.e. gender, age and organization tenure play a role in determining employees’ stress levels.

In identifying how job satisfaction facets, job stress and turnover intention are linked together, the present study added the mediating role of job stress to the previous empirical research on the relationship between job satisfaction facets and turnover intention.