• A Model for Predicting the Performance of Project Managers in Mass House Building Projects in Ghana

      Ahadzie, Divine Kwaku (University of Wolverhampton, 2007)
      Presently, within the human resource management (HRM) genre and including the construction management discipline, the identification and development of appropriate performance measures is seen as the only viable means for validating and engendering managerial excellence. There is also a growing awareness that appropriate predictive modelling practices can help engender the identification and development of these measures. Against the background that project-based sectors of the construction industry in developing countries need to adopt a proactive approach towards recognising and embedding performance measures in HRM practices, this thesis addresses the development of a model for predicting the performance of project managers (PMs) in mass house building projects (MHBPs) in Ghana. A literature review of the significance of performance measures in the HRM genre is first presented including an evaluation of the methodologies for measuring the performance of PMs. This is followed by a review of research and development in the management of human resources in the construction industry in developing countries including Ghana. Informed by the literature, an appropriate theoretical framework is adopted which draws on the organisational psychology theory of job performance, the conventional wisdom in project success criteria and an emerging framework of project lifecycle. Subsequently, a competency-based multidimensional conceptual model is developed. The conceptual model reflects both the elements of performance behaviours and outcomes in predicting the performance of PMs at the conceptual, design, tender, procurement, construction and operational phases of the project lifecycle. Adopting positivism as an appropriate research paradigm, structured questionnaire survey is used to elicit the relevant data from property developers in Ghana for the construction phase of the project lifecycle. Subsequently the data is analysed using one-sample t-test, factor analysis and multiple regression analysis (stepwise). From a broad range of competency-based measures used as independent variables, it is found that, the best predictors of the PMs’ performance at the “construction phase” of MHBPs are: job knowledge in site layout techniques for repetitive construction works; dedication in helping works contractors to achieve works programme; job knowledge of appropriate technology transfer for repetitive construction works; effective time management practices on the house-units; ability to provide effective solution to conflicts while maintaining good relationships; ease with which the PM is approachable by works contractors; and volunteering to help works contractors solve personal problems. These independent variables explained 74.4% of the variance in the model (at p < 0.0005). Validation of the model confirmed its goodness of fit and hence predictive accuracy. The findings suggest that at the construction phase of MHBPs, PMs who exhibit these behavioural competencies are likely to achieve higher levels of performance. Accordingly, PMs who aspire to achieve better managerial performance outcome on MHBPs should strive towards developing and improving these competencies. It is contended that the developed model could be used by property developers for the selection and recruitment of potential PMs and also for developing appropriate training requirements towards best practice improvement in the implementation of MHBPs. While the study focuses on Ghana, there is the potential for the model to be adopted for use by other developing countries towards the advancement of improved HRM activities in project management practice.