Tab. 1:
List of identified practice attributes for independent constructs from literature review.
1. Leadership practices
| 2. Communication
| 3. Relationship management
| 4. Conflict management
|
Tab. 2:
Respondents (project managers) demographics respondent number = 66.
| Characteristics | Category | Frequency | Percentage (%) |
|---|---|---|---|
| Age (years) | <30 | Nil | Nil |
| 30–40 | 8 | 12.1 | |
| 40–50 | 25 | 37.9 | |
| >50 | 33 | 50.0 | |
| Designation | Project manager | 32 | 48.5 |
| Project leader | 34 | 51.5 | |
| Education background | Diploma | 1 | 1.5 |
| Bachelor’s degree | 26 | 39.4 | |
| Master’s degree | 33 | 50.0 | |
| PhD | 3 | 4.5 | |
| Job experience | 5 | 4.5 | |
| Professional experience in construction industry (years) | 10 | 7 | 10.6 |
| 10–20 | 17 | 25.8 | |
| 20–30 | 21 | 31.8 | |
| 30–40 | 4 | 13.6 | |
| >40 | 12 | 18.2 | |
| Professional experience as project manager/project leader (years) | 10 | 18 | 27.3 |
| 10–20 | 26 | 39.4 | |
| 20–30 | 14 | 21.2 | |
| 30–40 | 6 | 9.1 | |
| >40 | 2 | 3 | |
| Project site location | Single site | 21 | 31.8 |
| Multi-sites | 45 | 45 | |
| Project complexity | Low | 4 | 6.1 |
| Medium | 31 | 47 | |
| High | 31 | 47 |
Tab. 3:
Categorisation and grading of leadership behaviour dimensions in the clusters.
| Interpersonal Practice characteristics | Emotional Practice characteristics | Task-Oriented Practice characteristics | Intellectual Practice characteristics |
|---|---|---|---|
| (High) | (Moderate) | (Low) | (Low) |
| Relationship | Motivate/motivational | Team-building | Self-management |
| Empowerment | Influence | Goal-setting | Self-development |
| Conflict management | Inspire/inspirational | Goal-oriented | Vision |
| Stakeholders | Self-awareness | Leading by example | |
| Effective communication | Emotions/emotional | Flexibility | |
| Communication | Sensitivity | Commitment | |
| Share information | Empathy | Task-oriented | |
| Coaching | Humility | ||
| Seeking feedback | Caring for others | ||
| Trust building | Encouragement |
Tab. 4:
Key success factors and their impact on project success.
| Key success factors | Standardised coefficient (β) | R square | Adjusted R square | p-value | |||
|---|---|---|---|---|---|---|---|
| CMSF1 – (Effective Communication) | 0.431 | 0.375 | 0.366 | 0.001 | |||
| CMSF2 – (Relationship Management) | 0.281 | 0.313 | 0.302 | 0.001 | |||
| LBSF7 – (Self-Management) | 0.300 | 0.227 | 0.215 | 0.000 | |||
| LBSF2 – (Leading by Example) | 0.366 | 0.285 | 0.274 | 0.000 | |||
| LBSF3 – (Interpersonal Sensitivity and Encouragement) | 0.242 | 0.188 | 0.175 | 0.000 | |||
| Model summary | |||||||
| Mode | R | R square | Adjusted R square | Standard error of the estimate | |||
| 1 | 0.754a | 0.568 | 0.532 | 0.27179 | |||
| ANOVAb | Sum of squares | Df | Mean square | F | Significance | ||
| 1 | Regression | 5.781 | 4 | 1.445 | 19.648 | <0.001c | |
| Residual | 4.487 | 61 | 0.074 | ||||
| Total | 10.268 | 65 | |||||
Fig. 1:
LPCD framework. LPCD, leadership practices and communication dimensions.
Tab. 5:
Identified leadership behavioural practices for project managers and followers
| Leadership behavioural practices | Item | Mean | SD | Ranking |
|---|---|---|---|---|
| Project managers – (self-perception) | ||||
| Work hard to achieve Goals | LB14 | 4.71 | 0.46 | 1 |
| Keep commitments & promises | LB16 | 4.53 | 0.53 | 2 |
| Setting a high standard for performance | LB11 | 4.48 | 0.56 | 3 |
| Set a good example of behaviours | LB8 | 4.32 | 0.59 | 4 |
| Build and maintain relationships to work towards shared goals | RM6 | 4.48 | 0.53 | 5 |
| Negotiate to resolve disagreements and create a collaborative environment | RM5 | 4.24 | 0.70 | 6 |
| Comfortable to receive feedback | LB23 | 4.21 | 0.85 | 7 |
| Recognise my feelings & emotions | LB25 | 4.17 | 0.67 | 8 |
| Use effective communication for persuasion | RM3 | 4.12 | 0.85 | 9 |
| Awareness to recognise the feelings of others | LB24 | 4.11 | 0.75 | 10 |
| Followers – (feedback assessment) | ||||
| Work hard to achieve goals | LB14 | 4.47 | 0.70 | 1 |
| Keep emotions and feelings in check | LB27 | 4.42 | 0.70 | 2 |
| Setting a high standard for performance | LB11 | 4.33 | 0.93 | 3 |
| Keep commitments & promises | LB16 | 4.28 | 0.72 | 4 |
| Set a good example of behaviours | LB8 | 4.16 | 0.84 | 5 |
| Build and maintain relationships to work towards shared goals | RM6 | 4.00 | 0.76 | 6 |
| Negotiate to resolve disagreements and create a collaborative environment | RM5 | 4.00 | 0.72 | 7 |
| Comfortable receiving feedback | LB23 | 3.98 | 0.99 | 8 |
| Team members are rewarded for their creative work | LB31 | 3.98 | 1.08 | 9 |
| Awareness to recognise the feelings of others | LB24 | 3.95 | 0.84 | 10 |
| Extracted factors | Factor loading | %age of variance explained | Cumulative %age variance explained |
|---|---|---|---|
| LBSF1: (Team encouragement and empowerment) | |||
| 10. I show concern & care about our team member’s well-being & show empathy and compassion. | 0.722 | ||
| 17. I encourage my team members to express new ideas/opinions/suggestions for continuous improvement. | 0.717 | ||
| 20. I am conscious of my project team’s contribution and appreciate their efforts to the project’s success. | 0.620 | ||
| 28. I praise and appreciate team members’ contributions individually for the job well done. | 0.629 | ||
| 29. I am aware of my limitations and appreciate my team members’ strengths and contributions in helping me to engage with them. | 0.561 | 35.161 | 35.161 |
| LBSF2: (Leading by example) | |||
| 8. I set a good example of my behaviour (communication and listening skills) with my project team and stakeholders. | 0.567 | ||
| 11. I set high standards for performance for myself and adhere to the agreed-upon standards. | 0.641 | ||
| 14. I work hard to achieve the project goals. | 0.640 | ||
| 16. I keep my commitments and promises to those I work with. | 0.676 | 7.242 | 42.408 |
| LBSF3: (Interpersonal sensitivity) | |||
| 24. I have an awareness and ability to recognise the feelings and emotions of others and use these abilities to make decisions while interacting with them. | 0.712 | ||
| 25. I recognise my own emotions and feelings and can manage them. | 0.695 | ||
| 26. I encourage my team members to look for ‘out-of-box solutions’ and take risky approaches in challenging work scenarios/situations. | 0.638 | ||
| 31. I ensure the team members are well rewarded for their creative work in our project. | 0.643 | 5.874 | 48.282 |
| LBSF4: (Mentoring relationships & empowerment) | |||
| 3. I provide support, training & opportunities for my team members to adapt to the new project environment and mentor relationships to grow to perform better. | 0.698 | ||
| 22. I encourage & support my project team to adopt change management when required. | 0.698 | 4.869 | 53.151 |
| LBSF5: (Inspire-motivation & visionary) | |||
| 1. I inspire and motivate the project team to work together to achieve project goal/s. | 0.727 | ||
| 4. I discuss the big picture and describe what we aspire to achieve as a team. | 0.562 | ||
| 32. I have the flexibility in making decisions | 0.691 | 4.475 | 57.626 |
| LBSF6: (Motivation -– visionary and promote relationships) | |||
| 5. I encourage & motivate team members to achieve more than the agreed project goal/s. | 0.550 | ||
| 9. I encourage team members to solve problems together. | 0.647 | ||
| 12. I encourage team members to share their thoughts/dreams for the future. | 0.762 | 4.351 | 61.977 |
| LBSF7: (Self-management) | |||
| 23. I am comfortable & self-confident in receiving feedback and learning from it. | 0.824 | ||
| 27. I keep my negative emotions and feelings in check. | 0.781 | 3.943 | 65.920 |
| LBSF8: (Coaching and team empowerment) | |||
| 15. I suggest ways to improve team performance. | 0.717 | ||
| 19. I always look for new ways to do the job and challenge my project team members to look into how we work. | 0.645 | 3.321 | 69.241 |
| LBSF9: (Promote relationships) | |||
| 7. I encourage team members to exchange information with one another. Rotations converged at 15 iterations. | 0.711 | 3.126 | 72.367 |
| CMSF1: (Effective communication) | |||
| 1. I keep the purpose of communication well-defined & meaningful. | 0.680 | ||
| 2. I communicate clearly, and precisely without any ambiguity. | 0.816 | ||
| 3. I understand the communication from others involved in the project. | 0.784 | ||
| 4. I communicate appropriately with different audiences. | 0.613 | ||
| 5. I ensure the information is current, relevant, correct, meaningful, and straightforward. | 0.579 | ||
| 6. I use proper methods/media/channels for communicating the information to project team members and internal/external stakeholders. | 0.714 | ||
| 7. I achieved the expected outcome/s from our communication in general. | 0.655 | ||
| 8. I keep open and honest communication with all project teams and stakeholders. | 0.507 | 38.548 | 38.548 |
| CMSF2: (Relationship management) | |||
| 9. I use effective communication/tactics for persuasion. | 0.713 | ||
| 10. I negotiate in resolving disagreements and collaboratively develop a resolution. | 0.722 | ||
| 11. I build and maintain relationships with others, work toward shared goals, and create group synergy in pursuing collective goals. | 0.808 | 10.467 | 49.014 |
| CMSF3: (Conflicts management) | |||
| 12. I strive to encourage all parties to communicate willingly. | 0.730 | ||
| 13. I resolve conflict amicably. | 0.815 | ||
| 14. I helped solve relationship issues and problems that emerged on the project. | 0.667 | 8.429 | 57.444 |
| CMSF4: (Communication willingness) | |||
| 15. I encourage project team members to share events and changes willingly that may affect the project. | 0.788 | ||
| 16. I follow a trust mechanism in the process of communication. | 0.721 | 6.772 | 64.216 |