Relationship between Personality Traits and Performance for Engineering and Architectural Professionals Providing Design Services

Carr, Paul G.; Garza, Jesús M. de la; Vorster, Michael C.

doi:10.1061/(asce)0742-597x(2002)18:4(158)

Cited by 36 publications

(24 citation statements)

References 16 publications

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“…This approach, which consolidates groups of people who are traditionally responsible for separate functions in the project's delivery, is resulting in new forms of organizational structures and hierarchy. In order for such projects to be successful, it is essential that the participating organizations be staffed with CMP who can work effectively with one another (Carr, Garza and Vorster 2002).…”

Section: Comparison Of Personality Traitsmentioning

confidence: 99%

Comparison of Personality Traits among Estimators, Project Managers, and the Population

Atalah

2014

J. Manage. Eng.

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The intuitive hypothesis that Construction Management Professionals (CMP) must have a high level of people skills implies that they should be different than the population at large in terms of people skills. In addition, estimators do not deal with as many people as project managers; therefore, they may not have/need as high of people skills as project managers. This paper tests these hypotheses through the analysis of 47 personality traits of 102 experienced applicants for construction management positions and compares this analysis to the traits of the overall population. The analysis suggested that (1) CMP were significantly different from the general population in 34 traits, and they were not significantly different in 13 other traits; (2) construction estimators and project managers were not significantly different except in two traits: human services and gregariousness.

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Section: Comparison Of Personality Traitsmentioning

confidence: 99%

Comparison of Personality Traits among Estimators, Project Managers, and the Population

Atalah

2014

J. Manage. Eng.

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“…Because of the complex, dynamic and interrelated work of construction, teamwork and collaborative skills are necessary to successfully accomplish the work [27]. Numerous research studies demonstrate that personality traits or preferences are factors that influence the job performance of an employee [28]. Ismail (2012) research on employability of graduates found that, in terms of the selection criteria for potential graduates, employers laid individuality and personality as the most important criteria in consideration to fill positions in their organization, followed by self-confidence and appearance [29].…”

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confidence: 99%

Recruitment criteria and attraction strategies for local trained labour in Malaysia’s construction industry

Manap

Noh

Syahrom

2017

IOP Conf. Ser.: Earth Environ. Sci.

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Abstract. Development in Malaysia is booming which can be witnessed by the various construction projects that currently in progress, especially in the state of Johor which has the highest value of construction work completed for the third quarter of 2016. This neces sarily requires skilled labours in a high number especially among the locals since it has been reported that Malaysia's construction industry is having problems related to the shortage of local skilled labour. In addition, the local workers have been reported unable to fulfil the demand of construction market. Hence, it caused the contractor to import foreign workers to meet the needs and requirement of labour market in construction sector. This study aims of two objectives; to determine the criteria set by the construction company in recruiting local skilled labour and to study the strategies that can attract local skilled labour to join construction industry. Questionnaire has been distributed to G7 contractor in the state of Johor in order to achieve the objectives of this study. Collected data was then evaluated and tested for its reliability using the SPSS 20.0 software before it can be analysed in order to obtain the mean value, frequencies and percentage. The outcome of this study indicates that the prospective employer prefers to work with man and they require young, experienced, knowledgeable and skilled workers in doing the job. Most of the strategies that have been selected are mainly related to money namely salary increment, bonus, allowance and overtime payment, apart from upgrading labours welfare and providing a better accommodation. This study can be a guideline to both skills institution and contractor to improve on what they are lacking in order to encourage the local trained skills labour to join the industry.

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“…Others have researched what constitutes valuable skills in engineering, focusing on personality research [47] and the connection between personality and productivity, using a survey and interview methodology [48]. Stephens and colleagues suggested that engineering education be "based on the premise that sustainable behavior should start with oneself" [49] (p. 321).…”

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Developing and Validating an Individual Sustainability Instrument with Engineering Students to Motivate Intentional Change

et al. 2018

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This paper describes three studies that were conducted sequentially for purposes of validating the Individual Sustainability survey for use with undergraduate engineering students. During the first study, researchers administered the original 50-item Individual Sustainability survey to an undergraduate engineering class at a mid-sized University, using real and ideal self. Following exploratory and confirmatory factor analysis, the survey instrument was reduced to 36 items, and reframed to compare real self to ideal professional engineer. The new version was administered to three cohorts of engineering students at the same institution, and factor structures were analyzed again. In order to provide more stable parameter estimates, a third study with 34 items was run with engineering students in similar courses at four different institutions. The methods and results of all three studies are described, to justify the survey's evolution. This is followed by a discussion of the final survey instrument and approaches for administering the survey to undergraduate engineering students, or adapting survey administration for other student populations. The instrument, in its current form, is an effective way to identify dissonance between one's real and ideal conceptualizations of self, and help individual students identify opportunities for personal change and professional growth toward sustainability values and behaviors.

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Relationship between Personality Traits and Performance for Engineering and Architectural Professionals Providing Design Services

Cited by 36 publications

References 16 publications

Comparison of Personality Traits among Estimators, Project Managers, and the Population

Comparison of Personality Traits among Estimators, Project Managers, and the Population

Recruitment criteria and attraction strategies for local trained labour in Malaysia’s construction industry

Developing and Validating an Individual Sustainability Instrument with Engineering Students to Motivate Intentional Change

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