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Bogus, S M, Molenaar, K R and Diekmann, J E (2006) Strategies for overlapping dependent design activities. Construction Management and Economics, 24(08), 829-37.

Grosskopf, K R and Kibert, C J (2006) Economic incentive framework for sustainable energy use in US residential construction. Construction Management and Economics, 24(08), 839-46.

Lewis, T M and Hosein, R (2006) An estimation of the size of the hidden labour force in construction in Trinidad and Tobago. Construction Management and Economics, 24(08), 805-15.

Mattar, M H and Cheah, C Y J (2006) Valuing large engineering projects under uncertainty: private risk effects and real options. Construction Management and Economics, 24(08), 847-60.

Poh, Y P and Tah, J H M (2006) Integrated duration-cost influence network for modelling risk impacts on construction tasks. Construction Management and Economics, 24(08), 861-8.

Raidén, A B, Dainty, A R J and Neale, R H (2006) Balancing employee needs, project requirements and organisational priorities in team deployment. Construction Management and Economics, 24(08), 883-95.

  • Type: Journal Article
  • Keywords: Human resource management; organisational culture; teams; motivation; case study
  • ISBN/ISSN: 0144-6193
  • URL: https://doi.org/10.1080/01446190600647191
  • Abstract:

    The ‘people and performance’ model asserts that performance is a sum of employee ability, motivation and opportunity (AMO). Despite extensive evidence of this people–performance link within manufacturing and many service sectors, studies within the construction industry are limited. Thus, a recent research project set out to explore the team deployment strategies of a large construction company with the view of establishing how a balance could be achieved between organisational strategic priorities, operational project requirements and individual employee needs and preferences. The findings suggested that project priorities often took precedence over the delivery of the strategic intentions of the organisation in meeting employees’ individual needs. This approach is not sustainable in the long term because of the negative implications that such a policy had in relation to employee stress and staff turnover. It is suggested that a resourcing structure that takes into account the multiple facets of AMO may provide a more effective approach for balancing organisational strategic priorities, operational project requirements and individual employee needs and preferences more appropriately in the future.

Sacks, R and Harel, M (2006) An economic game theory model of subcontractor resource allocation behaviour. Construction Management and Economics, 24(08), 869-81.

Skitmore, M and Runeson, G (2006) Bidding models: testing the stationarity assumption. Construction Management and Economics, 24(08), 791-803.

Zhang, S B and Liu, A M M (2006) Organisational culture profiles of construction enterprises in China. Construction Management and Economics, 24(08), 817-28.