The Improvement Factors of Leadership Skills among Project Managers in Pre-Construction Phase of Sustainable Construction Projects

Leadership skills are required in any area, including the construction industry. Compared to conventional construction projects, the obstacles of practising leadership skills are more significant in sustainable construction projects. In the context of managing a project, a project manager is accountable for overseeing the project from the pre-construction phase to the post-construction phase. Nevertheless, project managers often encountered utmost difficulties in sustainable construction projects during the pre-construction phase. Despite that, improving leadership skills would emerge to boost project manager performance in managing sustainable construction projects. Thus, this paper aims to determine the improvement factors of leadership skills among project managers in the pre-construction phase of sustainable construction projects. A questionnaire survey was developed with 44 improvement factors of leadership skills among project managers in the pre-construction phase of sustainable construction projects, in which 153 experienced project managers in sustainable construction projects in Malaysia responded. Data were analysed using normality test, exploratory factor analysis (EFA) and reliability analysis via IBM SPSS version 24 software. The finding reveals that all improvement factors were significant to improve leadership skills among project managers in the pre-construction phase of sustainable construction projects. Hence, this paper's findings would assist project managers in grasping the improvement factors that can improve their leadership skills, particularly in sustainable construction projects.

Faktor-Faktor Yang Mempengaruhi Kinerja Manajer Perhotelan Pada Masa Pandemi Covid-19 Di Parepare Sulawesi Selatan

This research aims to analyze promotion costs and quality of service to the performance of managers during the COVID-19 pandemic. This type of research is quantitative conducted at Parepare, South Sulawesi. The sample of the research was all hotels in Parepare of 25 hotels. The data analysis used is a multiple regression. The result of this research discloses that promotional costs and service quality affect the hotel manager performance in Parepare. Another result discloses that promotional costs have more effect on hotel revenue compared to the quality of hotel services quality. This is because promotion costs are the costs incurred for the activities carried out by the hotel to increase room service and to create other service products. The results of this study are expected to contribute to the hotel sector in increasing revenues during the pandemic.

An Empirical Investigation of the Performance of Fund Managers in Pakistan

This study aims to determine the stock selection ability and market timing ability of mutual fund managers, focusing on conventional funds and Islamic funds in Pakistan. Although there has been significant growth in the number and assets of mutual funds in recent years, few studies measure the performance of mutual funds managers. The scarcity of existing literature motivates this study. In this study, two models are used to measure the stock selection and market timing on a sample of conventional mutual funds and Islamic mutual funds over 2010 and 2019 using annual returns. Overall, the results indicate that the performance study of conventional mutual funds and Islamic mutual funds indicates that manager performance is not superior in all three portfolios, i.e., conventional funds, Islamic funds, and overall funds in over sample period. This also indicates that both Conventional and Islamic fund managers do not outperform the market (KSE 100 index). Thus, there is a lack of market timing ability. Using Tranoy and mazuy and Jansen models found a lack of stock selection and market timing ability of mutual fund managers in Pakistani mutual funds. In this study, I have applied only two models to examine both the timing and selection ability of conventional and Islamic Pakistani equity funds. For future possibilities, the study suggests adopting several methods and approaches like the TMFF3 model and HM-FF3 model, making the study more comprehensive and accurate than this research.

Impacts of psychological behaviors of managers on money laundering: evidence from Iran stock exchange

Purpose This study aims to investigate the impacts of the psychological behaviors of managers, including entrenchment, myopia, narcissism and overconfidence, on money laundering at Iranian companies listed on the Tehran Stock Exchange. Design/methodology/approach The present study is descriptive-correlational in terms of methodology and applied research in terms of objectives. The statistical population consisted of all companies listed on the Tehran Stock Exchange during 2013–2019. A total of 150 companies were selected as samples via screening. Logistic regression was used to analyze the data and test the hypotheses in EViews v10. Findings The findings revealed that management entrenchment, managerial myopia, managerial narcissism and managerial overconfidence have significant impacts on money laundering. Originality/value This study pioneer investigating the impacts of psychological behaviors among managers on money laundering in Iran. As an economic crime, money laundering poses an adverse impact on economic growth in countries. The continuous monitoring of manager performance and the deployment of performance measurement systems could prevent the negative impacts of manager behavior on money laundering.

Factors Affecting Talent Manager Performance: Study on the Food Manufacturing Industry in the Cikarang Industrial Area, West Java

This study purposes of analyzing and develop the factors that affect talent managers' performance (Study on the food manufacturing industry in the Cikarang industrial area, West Java). The research design taken is a causal study that explains the relationship between variables and descriptive analysis that explains the data from the indicators and each variable's dimensions. The research object included 14 companies in the food processing industry with a sample of 269 talent managers. The research data is in the form of primary data obtained from filling out questionnaires by respondents. The analytical method used is descriptive statistics, namely percentage, average, and chi-square, using SPSS software and Structural Equation Modeling (SEM) utilize LISREL software. The results of the descriptive study concluded that organizational culture is good. However, organizational culture has not been fully implemented in managing human resources, especially talent managers, because there is still a decentralization process in each different department. Hence, the talent manager's performance is relatively good except for the reservation and reservation dimensions, standards for measuring talent performance. The conclusion of this study states that the proposed research model has not been proven to be successful. The novelty element of this study cannot prove all the hypotheses that have been established as a research model. Therefore it can see from two sides, namely the academic side, by looking at the results of research that reject the hypothesis (anomaly), namely: organizational culture has no effect on job satisfaction. talent manager, organizational culture does not affect HRM, transformational leadership does not affect talent manager performance, and HRM does not affect talent manager performance. The practical side of this research's novelty element is the conservation dimension of the talent manager performance variable, namely the attitude or activity of maintaining work peace, protecting or maintaining work facilities and infrastructure, which is an element of novelty that rejects what should be, likewise with the exciting dimension of transformational leadership, namely the process of stimulating subordinates to think creatively and innovatively.

Bonus Systems as Tools for ‘Managing’ Managers – the Behavioural Effects of Performance-Based Financial Rewards

In traditional reward systems, managers’ key performance indicators must surpass an agreed target in order to achieve a financial bonus. This system is designed to motivate high performance; yet adverse behavioural effects are often observed. These include middle managers becoming incentivised to game the reward system and target negotiation process they are subject to. This paper discusses three approaches to preventing such undesirable behavioural effects: Firstly, a linear pay-for-performance system without a target floor for receiving a performance bonus. Secondly, a bonus banking system where managers participate at the company’s losses as well as its gains. Thirdly, a proposal that uses the Beyond Budgeting approach which radically negates the core premises of the traditional reward system and replaces rewards for individual manager performance with those for wider team performance. These three approaches are compared and evaluated with respect to their potential to prevent unwanted manager behaviour, and on consideration of how effectively they may be operationalised.

Motivation as An Intervening Variables Influence Competency on the Performance of Cooperative Managers

Objective: This paper discussed the importance of competence and work motivation, and analysed the effect of these two variables on performance. Research Design & Methods: This research sought to understand more about the manager’s performance of microfinance institutions (cooperatives), so the selected sample was cooperative managers. The data collected from 88 questionnaires were analysed using PLS-SEM with SMART-PLS software. Findings: Competence has a significant effect on motivation and manager performance, motivation has a significant effect on performance, motivation as an intervening variable on the effect of competence on performance. Implications & Recommendations: Work motivation is a more influential factor than competence on performance, so the activity that must be done to improve performance is to improve work motivation. Subsequent research carried out in other industries or with a larger sample size for generalization purposes. Contribution & Value Added: The main contribution of this research is that to increase work motivation, it can be done by requiring employees to always improve their past performance for the better.

The Effects of Techno-Stress in the Role Stress Context Applied on the Proximity Manager Performance

The ubiquitous use of ICT can create “techno-stress.” The purpose of the research is to examine the case of the specificity of the techno-stress phenomenon of local managers. The authors develop their research questions on the factors that create the techno-stress and the role stress of the proximity manager. How do the creators of techno-stress influence the performance of the proximity manager? Techno-stress creative factors of the managers have been adjusted thanks to the factorial analysis. The authors believe that 1) the role stress of local managers can be explored by ambiguity and role proximity, and 2) the creator of techno-stress negatively influences the performance of the managers of proximity by role stress.