Personal-organisational value conflicts and job satisfaction of internal construction stakeholders

Abstract

This paper concerns the issue of value conflicts in construction organizations. This research was conducted in the Malaysian construction industry to fill the gap in the knowledge in areas of organizational behaviour in the construction industry in terms of the possible effects of conflicts on the job satisfaction of internal construction stakeholders. The conflicts considered are those rooted in differences between personal and organizational values. This research targeted professional project consultants identified as architects, engineers, and quantity surveyors as the internal construction stakeholders in Malaysia. The personal-organizational values and the level of job satisfaction of the stakeholders were assessed using a questionnaire survey. To achieve the research objective, comparative and hierarchical regression analyses were performed. The results generated by the analyses indicated a high level of value conflicts in the construction organizations which significantly and negatively affected job satisfaction of the internal stakeholders. Therefore this research, through investigating the potential effect of value conflicts on the stakeholders’ job satisfaction, reveals the importance of the interaction between personal and organizational values in construction organizations which contributes to the extant literature of organizational behaviour in construction.

A bibliometric review of research on interorganizational conflicts in the construction industry: 1989-2021

“…They have used interaction theory (3%) and social identity theory (2%). Using interaction theory, several scholars have investigated the core causes of conflicts among stakeholders in Malaysian construction projects and discovered that those conflicts were triggered by value differences between individuals or organizations (Panahi et al , 2016). Many scholars have used the game theory as a reference in recent years.…”

“…Although the manifestations of conflict can vary from one field to another, the effect of conflict has gradually attracted attention. The conflict has a greater impact than demographic variables, values and more (Panahi et al , 2016). Furthermore, take the construction industry as an example, approximately 20%–40% of capital investment in construction projects is wasted every year (Maemura et al , 2018).…”

A Deep Dive into Worker Psychological Well-Being in the Construction Industry: A Systematic Review and Conceptual Framework

“…In addition, workers' perception towards their organisation could also be reflected in the differences between personal and organisational values. A high level of conflict between personal and organisational values explained the decreased job satisfaction of employees (Panahi et al 2016;Wang et al 2020).…”

“…Senior workers were reported more likely to experience higher levels of strain and lower levels of PWB due to their perceived work-life conflict and work responsibilities (Kamardeen and Sunindijo 2017;Lian and Ling 2018;Panahi et al 2016). Moreover, construction professionals with a marital status of separated, divorced, or widowed were more risky in developing anxiety, depression and stress symptoms under work stress (Kamardeen and Sunindijo 2017).…”

Impact of organizational decentralization degree on job satisfaction and job performance: a hierarchical linear model analysis for construction projects

“…pay rate, promotion opportunity and working hours (Sang et al , 2009), job stress and burnout (Leung et al , 2011; Wu et al , 2019), job content and resource adequacy (Hwang et al , 2019), work–home interference, fairness of rewards (Sun et al , 2020), to more abstract elements at organizational level, e.g. personal-organisational value conflicts (Panahi et al , 2016), HR management practices (Ling et al , 2018), external coordination and client management (Salvatierra et al , 2019), knowledge sharing and organizational commitment (Sang et al , 2019). However, very few research about job satisfaction and job performance in the AEC industry considered the industry's project-based nature.…”