Social Network Model of Construction

Engineering and construction projects are dependent on two fundamental elements: (1) the ability to plan and manage the technical components of the project such as the tasks and resources; and (2) the ability of the project participants to effectively develop into a high performance team. Historically, the industry has focused extensively on optimizing the project management processes associated with the former element. In this focus, organizations have emphasized the ability to develop the optimum plan, allocate resources efficiently, and utilize control functions to ensure that the project stays on schedule and within budget. Although this has been effective, this engineering focus has reached the point of diminishing results. Specifically, the engineering approach to project management has neglected to recognize the importance of the participants to the success of the overall project. Rather, the engineering approach has favored the development of an optimum plan as the path to effective project management. In this paper, the engineering-based approach to project success is reconfigured to reemphasize the need to develop high performing teams by recognizing the importance of the project network. This recognition is formalized in the social network model of construction that integrates classic project management concepts with social science variables to enhance the focus on knowledge sharing as the foundation for achieving high performance teams and project results.     

Virtual Teams: Guide to Successful Implementation

The successful initiation and execution of a virtual team is gaining increasing attention in the design and construction community. From opportunities to integrate international and multidisciplinary teams to the opportunity to leverage the best resources in an organization on a given project, virtual teams can transform the concept of project planning and execution. However, potential barriers exist in several areas to the successful implementation of virtual teams. The needs of increased management emphasis, social and cultural understanding, and emphasis on common goals are only a few of the nontechnical factors that can turn successful virtual teaming into virtual frustration. When combined with traditional technical challenges including compatibility of systems, security, and the selection of appropriate technologies, the line between leveraging virtual technologies for enhanced solutions and introducing additional complications into the project process is one that can be easily crossed. This paper presents the findings of research that addresses the opportunities and potential barriers to successful virtual teams in the engineering, procurement, and construction industry. Combining results from current research, industry practices, and early results from nonconstruction industries, the research findings provide an initial path to successful virtual team implementation.     

Personal Construct-Based Factors Affecting Interpersonal Trust in a Project Design Team

Interpersonal trust is an important factor affecting the performance of the design team in a construction project. To improve the team’s performance, factors affecting interpersonal trust need to be identified thereby increasing trust between team members. A questionnaire survey of architects in project design teams is conducted in Beijing, Shanghai, and Qingdao, People’s Republic of China. Based on the personal construct theory, the survey collects personal construct-based factors which may affect interpersonal trust. Then the factors are tested using structural equation modeling method. Two significant factors i.e., “social interaction” and “attitude on work” are identified. The results suggest that team managers should enhance the social interactions between team members and provide guidance to team members about the correct attitude on work such that the level of interpersonal trust can be improved.     

Centrality and charisma: Comparing how leader networks and attributions affect team performance.

When leaders interact in teams with their subordinates, they build social capital that can have positive effects on team performance. Does this social capital affect team performance because subordinates come to see the leader as charismatic? We answered this question by examining 2 models. First, we tested the charisma-to-centrality model according to which the leader's charisma facilitates the occupation of a central position in the informal advice network. From this central position, the leader positively influences team performance. Second, we examined the centrality-to-charisma model according to which charisma is attributed to those leaders who are socially active in terms of giving and receiving advice. Attributed charisma facilitates increased team performance. We tested these 2 models in 2 different studies. In the first study, based on time-separated, multisource data emanating from members of 56 work teams, we found support for the centrality-to-charisma model. Formal leaders who were central within team advice networks were seen as charismatic by subordinates, and this charisma was associated with high team performance. To clarify how leader network centrality affected the emergence of charismatic leadership, we designed Study 2 in which, for 79 student teams, we measured leader networking activity and leader charisma at 2 different points in time and related these variables to team performance measured at a third point in time. On the basis of this temporally separated data set, we again found support for the centrality-to-charisma model. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Advice networks in teams: The role of transformational leadership and members' core self-evaluations.

This article examines the team-level factors promoting advice exchange networks in teams. Drawing upon theory and research on transformational leadership, team diversity, and social networks, we hypothesized that transformational leadership positively influences advice network density in teams and that advice network density serves as a mediating mechanism linking transformational leadership to team performance. We further hypothesized a 3-way interaction in which members' mean core self-evaluation (CSE) and diversity in CSE jointly moderate the transformational leadership–advice network density relationship, such that the relationship is positive and stronger for teams with low diversity in CSE and high mean CSE. In addition, we expected that advice network centralization attenuates the positive influence of network density on team performance. Results based on multisource data from 79 business unit management teams showed support for these hypotheses. The results highlight the pivotal role played by transformational leadership and team members' CSEs in enhancing team social networks and, ultimately, team effectiveness. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Model for Construction Budget Performance—Neural Network Approach

A neural network approach is used to identify the key management factors that affect budget performance in a project. Field data of project performance has been used to build the budget performance model. This approach allows the model to be built even if the functional interrelationships between input factors and output performance cannot be clearly defined. Altogether eight key determining factors were identified covering areas related to the project manager, project team, and planning and control efforts, namely: number of organizational levels between project manager and craftsmen, project manager experience on similar technical scope, detailed design complete at start of construction, constructability program, project team turnover rate, frequency of control meetings during construction, frequency of budget updates, and control system budget. The model is able to give good predictions even with previously unseen data and incomplete information on the key factors. The model can be used to evaluate various management strategies and thus resources can be effectively deployed to strengthen these aspects of project management.     

Harming high performers: A social comparison perspective on interpersonal harming in work teams.

This study developed a multilevel model of the interpersonal harming behavior associated with social comparison processes in work teams. We tested this model using temporally lagged data from a sample of student teams (Study 1) and cross-sectional data from a sample of work teams in a telecommunication services company (Study 2). In both studies, social relations analyses revealed that in teams with less cooperative goals, comparison to a higher performing team member was positively associated with interpersonal harming behavior, but only when expectations of future performance similarity to that member were low. The interactive relationship of social comparison and expected future performance similarity with interpersonal harming was buffered, however, in teams with more cooperative goals. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Project-Specific Web Sites: Friend or Foe?

Recent research has shown that one of the keys to project success is effective communication. Today, project communication is becoming increasingly complex, and the rapid transmission of project information is vital to project performance. Unfortunately, our current information network is based on project “push”—where information is moved sequentially to and from each member of the project team. The alternative to push communication is “pull” communication, where individuals access project information from a single central source. Project-specific Web sites (PSWSs) give construction personnel new ways of pulling the information needed to design and build today's complex projects. This paper will describe information push and pull, and discuss its applications in project-specific Web sites. Additionally, the paper will outline a case study approach that uses a social network analysis to study push∕pull on three major construction projects. The research found that PSWSs can speed information flows on construction projects, but can also generate information “overload” that limits its effectiveness. More important, the study found that the success of new Internet-based technologies depends on the participation of key members of the project team. When one of these key players refuses to participate, then Internet-based project management systems quickly lose their effectiveness.     

Construction Site Management Team Working: A Serendipitous Event

Despite the pervasive appeal of team working in the construction industry, the empirical relationship between team effectiveness and task performance continues to be generally overlooked. Recognized team performance appraisal remains one of the last frontiers of performance management. This paper sets out to challenge the conventional discourse of team working and test the hypothesis that construction site management team working and project performance is unrelated. The explanatory case-study research method utilizes a variety of data-gathering techniques. An attitude statement questionnaire evaluates team efficacy. A customized suite of key performance indicators sympathetic to project performance is used to measure project success. Statistical examination of the data demonstrates a marked correlation between the two variables. Although the results authenticate the universally acclaimed wisdom; teams and performance are inextricably linked, secondary analysis expose widespread contradictions between the rhetoric of team working and the action of practice. Obstacles to team working include management indifference towards substantive team building, organizational barriers to communication, and the absence of team rewards. A paradigm of individualism predominates, abetted by organizational structures and cultural subsystems that uphold individual answerability at the expense of collective responsibility.     

Developing a theory of the strategic core of teams: A role composition model of team performance.

Although numerous models of team performance have been articulated over the past 20 years, these models have primarily focused on the individual attribute approach to team composition. The authors utilized a role composition approach, which investigates how the characteristics of a set of role holders impact team effectiveness, to develop a theory of the strategic core of teams. Their theory suggests that certain team roles are most important for team performance and that the characteristics of the role holders in the "core" of the team are more important for overall team performance. This theory was tested in 778 teams drawn from 29 years of major league baseball (1974'-2002). Results demonstrate that although high levels of experience and job-related skill are important predictors of team performance, the relationships between these constructs and team performance are significantly stronger when the characteristics are possessed by core role holders (as opposed to non-core role holders). Further, teams that invest more of their financial resources in these core roles are able to leverage such investments into significantly improved performance. These results have implications for team composition models, as they suggest a new method for considering individual contributions to a team's success that shifts the focus onto core roles. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Management team learning orientation and business unit performance.

Although research has suggested that teams can differ in the extent to which they encourage proactive learning and competence development among their members (a team learning orientation), the performance consequences of these differences are not well understood. Drawing from research on goal orientation and team learning, this article suggests that, although a team learning orientation can encourage adaptive behaviors that lead to improved performance, it is also possible for teams to compromise performance in the near term by overemphasizing learning, particularly when they have been performing well. A test of this proposition in a sample of business unit management teams provides strong support. The results confirm that an appropriate emphasis on learning can have positive consequences for team effectiveness. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Le fonctionnement interne des équipes de travail: Conception et mesure.

The goal of this research is, on the one hand, to propose a multidimensional conception of the internal functioning of work teams and, on the other hand, to present data on the validity of this conception at an operational level. With this intention, a group of subject matter experts in the area of work teams developed a questionnaire on internal functioning of work teams. This first version was administered to a sample of 568 members (63 teams) from a health and social services network in order to verify the psychometric characteristics and to make the necessary modifications. In a perspective of validation, the second version of the questionnaire was administered to a second sample of 376 members (71 teams) from private and parapublic sectors. The results show that the internal functioning consists of two dimensions, namely interpersonal support and team work management. Moreover, both dimensions are positively related to team performance as evaluated by the immediate superiors of the members. Finally, the results indicate that task interdependence plays a moderator role on these relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Team cognition in experienced command-and-control teams.

Team cognition in experienced command-and-control teams is examined in an UAV (Uninhabited Aerial Vehicle) simulation. Five 3-person teams with experience working together in a command-and-control setting were compared to 10 inexperienced teams. Each team participated in five 40-min missions of a simulation in which interdependent team members control a UAV to take reconnaissance photos. Experienced teams exceeded performance of inexperienced teams, suggesting transfer of previous command-and-control experience. Compared to inexperienced teams, experienced teams had fewer errors on process-related training knowledge, superior team process ratings, and communications containing fewer coordination-related utterances. These findings support the view that team cognition emerges through the interactions of team members, that interactions distinguish high-performing teams from average teams, and that these interactions transfer across different tasks. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Virtual Teams: Effects of Technological Mediation on Team Performance.

Recent advances in networking environments and telecommunications have led to the proliferation of teams that do not work face-to-face but interact over a computer-mediated communications network. Although some have asserted that virtual teams transcend boundaries of time or distance, others have claimed that working remotely in a mediated team environment differs in significant ways from working face-to-face. In this article, the authors examine the effects of technological mediation on team processes such as cohesiveness, status and authority relations, counternormative behavior, and communication. They discuss conditions under which distance matters in virtual team interaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizing Constructability Knowledge for Design

Construction contractors have significant constructability expertise to contribute to the design process of projects. To utilize this expertise most effectively, the right information must be made available to the design team at the proper point in time and at the appropriate level of detail. Current methods for utilizing construction knowledge in design have made significant advances to improving projects. However, they are typically rudimentary: unstructured, not very efficient, and rely heavily on reviews. Organizing constructability information according to its use in the design process will allow project teams to take the best advantage of the construction expertise. This paper introduces a model for organizing constructability information based on timing and levels of detail. The model differs from current approaches because of this focus. How the model was developed is described. It is tested on six case study projects to assess applicability on different projects. An illustrative example is provided using a detailed case study of the Pentagon renovation project to show how the model can be used as a metric to guide constructability input during design.     

Evolution of Collaboration in Temporary Project Teams: An Agent-Based Modeling and Simulation Approach

As construction projects get larger and more complex, it has become clear that no single entity can have complete knowledge of or the abilities to handle all matters. Therefore, collaborative practices among heterogeneous individuals, which are temporarily congregated to perform a project, are required to accomplish common project objectives. On the basis of this premise, this paper introduces an agent-based simulation of the evolution of collaboration within interorganizational networks of construction project teams from game theory and social network perspectives. The simulation confirmed that the fewer individuals are familiar with others in the network, and thereby aware of networks they are involved in, the more time it takes for networks to reach stable states. It was also found that the tendency of cohesion increased as the effort to form relationships with outside partners rose. Furthermore, the results indicated that the more effort needed to form relationships with those from other organizations, the less efficient the networks were. The model of organizational processes developed in this study explicitly incorporated a representation of individual decision makers and their interactions from both active and dynamic standpoints. This model represents a contribution to enhancing the understanding of the affect of organizational aspects on project management and to facilitating the development of tools for investigating organizations in construction.     

Emergence and Role of Cultural Boundary Spanners in Global Engineering Project Networks

Engineering project networks are increasingly global in scope and outsourcing is increasingly common. Along with globalizing trends in project delivery, the workforce is also globalizing. It is common for engineers to move to other countries as expatriate workers or as emigrants to pursue job opportunities in other firms. Where much is known about global networks of engineers collaborating on projects, little is known about the mediating role played by individuals that share the same nationality as an international partner on a project. In this paper, we examine two project teams executing complex, reciprocally interdependent design projects in India. One team was comprised of Indians and Americans. The other team was identical, but also contained an Indian national who had studied and worked in the United States. Both teams worked on similar design schedule optimization problems. Over the duration of three days, we examined the interactions of the teams assembled to finalize their designs. Through quantitative network analysis and qualitative observations of the cross-cultural interactions, we found the Indian expatriate to play a cultural boundary spanning role resolving cross-cultural knowledge system conflicts and increasing collaboration effectiveness. We induce a propositional theoretical model of cultural boundary spanning in global engineering project networks.     

The Team Role Test: Development and validation of a team role knowledge situational judgment test.

The main objectives in this research were to introduce the concept of team role knowledge and to investigate its potential usefulness for team member selection. In Study 1, the authors developed a situational judgment test, called the Team Role Test, to measure knowledge of 10 roles relevant to the team context. The criterion-related validity of this measure was examined in 2 additional studies. In a sample of academic project teams (N = 93), team role knowledge predicted team member role performance (r = .34). Role knowledge also provided incremental validity beyond mental ability and the Big Five personality factors in the prediction of role performance. The results of Study 2 revealed that the predictive validity of role knowledge generalizes to team members in a work setting (N = 82, r = .30). The implications of the results for selection in team environments are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interorganizational Teamwork in the Construction Industry

Interorganizational teamwork has attracted considerable attention over the years and is one of the characteristics of the construction industry. However, most of the research has just focused on the factors necessary for team success, rather than investigating human perceptions of interorganizational teamwork and what factors affect the individual’s perception that they are working in a team. Building on a modified model, the effects of cultural and context factors (individualism and power distance) and employee attitudes (task interdependence and trust) on team orientation (the individual’s perception of working in a team) were investigated in this research. Data were collected via questionnaire surveys from a sample of construction practitioners working in interorganizational project teams in Hong Kong. Using correlation and multiple regression analyses, the findings indicated that, as hypothesized, there were positive relationships between team orientation and contractual trust, competence trust and task interdependence, but there was a negative relationship between team orientation and opportunism. The results further suggested that the influence of team orientation was moderated to a certain extent by individualism and power distance in some employees’ attitudes.     

Understanding and Managing Three-Dimensional/ Four-Dimensional Model Implementations at the Project Team Level

This paper introduces an extant, theoretical, social-psychological model that explains the sense-making processes of project managers confronted with a new technology to improve our understanding of project-based innovation processes. The model represents the interlinked processes through which project managers decide to implement new technologies on their projects according to the outcomes of these sense-making processes. The paper validates the model against observations gathered in four case studies of technology implementation on construction projects. Doing so, it assesses the general usefulness of the model to explain the success of technology implementation dynamics in project teams. The paper also derives a number of management suggestions from the model: for example, project managers should focus squarely on the immediate benefits of the technology in improving work processes on the project instead of focusing on long-term strategic firm or industry benefits.