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Chia, F C, Skitmore, M, Runeson, G and Bridge, A (2014) Economic development and construction productivity in Malaysia. Construction Management and Economics, 32(09), 874-87.

Hogarth, T and Gambin, L (2014) Employer investment in Apprenticeships in England: an exploration of the sensitivity of employers in the construction sector to the net costs of training. Construction Management and Economics, 32(09), 845-56.

Lingard, H, Pirzadeh, P, Blismas, N, Wakefield, R and Kleiner, B (2014) Exploring the link between early constructor involvement in project decision-making and the efficacy of health and safety risk control. Construction Management and Economics, 32(09), 918-31.

Orstavik, F (2014) Innovation as re-institutionalization: a case study of technological change in housebuilding in Norway. Construction Management and Economics, 32(09), 857-73.

Rose, T M and Manley, K (2014) Revisiting the adoption of innovative products on Australian road infrastructure projects. Construction Management and Economics, 32(09), 904-17.

Shiu, E, Jiang, Z and Zaefarian, G (2014) Antecedents of behavioural commitment in inter-organizational relationships: a field study of the UK construction industry. Construction Management and Economics, 32(09), 888-903.

Tabassi, A A, Ramli, M, Roufechaei, K M and Tabasi, A A (2014) Team development and performance in construction design teams: an assessment of a hierarchical model with mediating effect of compensation. Construction Management and Economics, 32(09), 932-49.

  • Type: Journal Article
  • Keywords:
  • ISBN/ISSN: 0144-6193
  • URL: https://doi.org/10.1080/01446193.2014.935739
  • Abstract:
    A high-performance construction workplace invests in its human resources and facilitates their technical and innovation skills through team development. Though team development has been explored in many studies, to date, little research has disentangled how team development and compensation methods enhance team performance in construction companies. Accordingly, team development as a hierarchical, reflective construct, incorporating six associated components was extended and the variables of the model in a nomological network analysed using partial least squares (PLS). As a result, with the help of PLS path modelling, a hierarchical team development construct with the mediating effects of compensation on the relationship between team development and team performance was developed. The research analysis was completed on a sample population of 128 construction design teams and the results lead to the development of a model that shows team development has a significant direct and indirect impact on team performance. The results also confirm the mediating role of group compensation on the relationship between team development and team performance. In general, it is suggested that the design teams achieved better performance when the leaders adapted team compensation methods consistent with the team development practices.