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The study explored the disparity between construction clients and contractors on what constitutes “client satisfaction”. Such disparity is important because it can lead to different conclusions and thus disagreement on the assessment of project success.

The philosophical stance was interpretivism, thus the qualitative methodology was adopted. Employing purposive sampling, 30 interviews with clients and another 30 interviews with contractors were conducted in Saudi Arabia. The data obtained were evaluated by thematic analysis.

The results indicate differences in the consensus ad idem (meeting of the minds) between clients and contractors in terms of both their perceptions and prioritisation of the attributes that underpin client satisfaction. For example, some contractors thought that using advanced technologies was very important for client satisfaction, whereas some clients preferred the contractors to be honest with them.

The data collection was limited to Saudi Arabia and only the views of clients and contractors were studied, thereby limiting the generalisability of the findings.

The identification of the differing priorities of clients and contractors on client satisfaction provides an informed basis to make more concerted efforts to satisfy clients and minimise disputes on projects in Saudi Arabia.

The study contrasted the views of clients and contractors simultaneously on the subject matter of client satisfaction in relation to project success, and analysed this through the lens of consensus ad idem. The key influences on clients' satisfaction in Saudi Arabia are also presented.

Project managers still face challenges with managing stakeholders. Using building information modelling (BIM) has further increased these challenges. Meanwhile, there is a paucity of research specifically focussing on the techniques which organisations are adopting to manage stakeholders within BIM-implemented projects and the associated benefits which they can reap. Thus, this paper aims to identify the key techniques, enablers and benefits of managing stakeholders within BIM-implemented projects.

An exploratory approach was adopted due to the paucity of the variables on the topic. In total, 23 semi-structured interviews were conducted in the UK through purposive and snowball sampling. The data was analysed using content analysis and the “NVivo 11 Pro” software.

Two key techniques and two enablers required to manage stakeholders within BIM-implemented projects were identified. Nine benefits of managing stakeholders were identified which split into interim and eventual benefits.

This paper provides a richer understanding of the enablers and techniques which organisations should focus on while strategising for minimum resistance from stakeholders in their BIM implemented projects.

Clients’ satisfaction is often associated with performance in the construction industry. Organisations that achieve very high ratings of clients’ satisfaction improve their positions in the marketplace. Many clients are often dissatisfied with their project outcomes. Hence, a research study was carried out to examine the ways project managers and/or contractors perceive the subject of clients’ satisfaction.

The study applied qualitative research methods and followed the interpretivist paradigm and inductive research approach. A total of 30 interviews were conducted with construction project managers and evaluated by a thematic analysis.

The study identified five prominent factors which the project managers perceived to impact on clients’ satisfaction, which are as follows: effective financial management; use of skilled workers; use of advanced technology; customer relation and time management. Other contributors to clients’ satisfaction include effective team leadership, project monitoring, communication and adequate knowledge and skills.

Data collection was limited to Saudi Arabia, but the general methodology used and some of the findings may be applicable beyond this country.

The findings provide a more informed basis of attaining greater clients’ satisfaction by contractors, especially within and possibly beyond Saudi Arabia. Also, contractors can directly enquire from clients about their satisfaction following project completion.

A project manager's perspective and Saudi Arabian orientation of clients’ satisfaction are presented. Also, insight into the multifaceted nature of the factors influencing clients’ satisfaction is provided.

Literature indicates that monetary reward or compensation impacts on the level of attraction, motivation, job satisfaction and retention of employees. The elements of compensation include salary, bonuses (allowances), gratuity and pension. The purpose of this study is to investigate how these four elements of compensation specifically influence the attraction, motivation, job satisfaction and retention of public sector construction employees of Jigawa State of Nigeria to inform how their employer can raise the current levels of satisfaction and retention of employees.

The Positivist paradigm guided the empirical research where a questionnaire was developed, pilot-tested and administered to 265 people using stratified random sampling. A total of 260 questionnaires were collected, representing a response rate of 98 per cent. The data obtained were analyzed using both descriptive statistics and structural equation modelling.

The results established that construction employees in Jigawa State’s public sector were motivated by allowances and gratuity, attracted to the job by salary, pension and gratuity and remained in their jobs through the influences of gratuity and pension. Gratuity played a major role, as it impacted on all the four variables studied.

These findings are applicable to Jigawa State of Nigeria but can be extrapolated to other public sector construction employees in the whole country. The findings could also be generalized in other states where the pay scales are different within the ministries.

The impacts of four elements of monetary rewards on four employees’ variables were studied. The specifics of which elements of compensation influence the employees of Jigawa State’s Ministry of Works and Transport have been identified. The findings from this study showed that gratuity played a primary role, as it impacted highly on all the four variables of job attraction, motivation, satisfaction and retention. Pension also played a high role, as it impacted heavily on job attraction, satisfaction and retention. Comparatively salary and allowances had high impact on one variable each: job attraction and motivation, respectively.

The purpose of this paper is to understand more precisely the culture and interpersonal behaviours associated with stress.

The research was conducted using a qualitative approach through an ethnographic methodology in relation to three companies. The greater part of the data collection period was structured into observations that ranged between 2 and 4 hr per day, 1–3 days per week, for a period of six months. A total of ten sites were explored; and on each site, the observations involved activities by 5–20 people.

The results showed the pivotal importance of interpersonal relationships in coping with the uncertainty of working conditions, the coordination of teamwork and managing responsibilities and power interactions. It was found that the impact of stress is multifaceted, affecting the physical status, interpersonal relationships, work performance and emotional well-being of construction workers. The workers who were studied emphasised five sources of support that help moderate work-related stress: additional tools such as communication systems and software, a facilitated access to professional help (e.g. psychological services), organisational changes in leadership, provision of resources for the well-being of personnel (e.g. job training) and better teamwork.

The study underlines the importance of dedicated services for stress management and specific training-related abilities devoted to reinforcing positive person–organisation dynamics. In particular, the abilities should relate to managing the impact of stress in terms of physique, interpersonal relationships, work performance and emotional well-being.

This is one of the first studies to adopt a psychological perspective for understanding construction scenarios and phenomena and was conducted by a qualified psychologist.

Apprenticeship programmes are designed to provide young trainees with essential broad-based skills. Through apprenticeships, different sectors that are underpopulated can fill up their skills gaps. Apprenticeships are particularly useful to the construction sector which has a high ageing workforce and associated lower labour productivity. However, the completion rates of apprenticeship training programmes in the construction sector remain low in several countries across the globe. Thus, the purpose of this paper is to review the published research on apprenticeship training that is specifically focused on the construction sector, to determine the current status quo and suggest a direction for future research.

A systematic review approach was adopted. Based on a comprehensive search using SCOPUS databases, 33 relevant journal articles were identified and analysed.

It was found that monitoring and control is the most mentioned factor responsible for improvements in the completion rates of apprenticeship training. In contrast, the length of time required for going through the full training is the most common factor responsible for low completion rates. Three research gaps were identified, among which is the dearth of studies that has focused on apprentices training in developing countries.

The gaps identified in the current knowledge on apprenticeship training would serve as a justification for future investigations. However, the scope of the review is limited to papers published in academic journals and citable through SCOPUS.

The outcomes of the study provide researchers and other relevant stakeholders with a concise report on the findings of previous studies. It also provides insight into strategies for improving the completion rates of apprenticeship training in the construction sector.

A systematic evaluation of the extant literature draws on theoretical evidence and highlights the factors that are more likely to influence the outcomes of apprentice training for craftspeople in the construction sector.

The purpose of this paper is to consider the significance of the sources of cost of construction plant theft identified in previous studies and derive rates which can enhance proper estimation of the cost of plant theft to the construction industry. The direct and indirect costs of plant theft include replacement cost (new‐for‐old/depreciated), emergency cost, hire replacement cost, productivity loss, increased labour cost, loss of goodwill, administration cost, increased insurance premium and social cost.

The cost‐contribution of these various sources was studied, using a structured questionnaire which was administered to building contractors in the UK construction industry, to measure their opinions of the frequency and severity of the contribution of the sources to the cost of construction plant theft. The questionnaires were administered to 220 companies and 51 of them were fully completed, representing 23.1 per cent of the original sample. The responses were analysed using descriptive and inferential statistics to derive the probabilities of sources contributing to the cost of plant theft.

The results of the analysis show that the rates of contribution to the cost of plant theft varies significantly between the sources, with “loss of output” and “increased insurance premium” ranking as the top‐two costs of plant theft in the UK construction industry. The rates derived in this study can be used by contractors to reasonably estimate the cost of plant theft, especially when there is need to justify the adoption of measures that can mitigate plant theft.

This study generated rates of contribution by factors which contribute to the overall cost of theft of construction plant in the UK. These rates can provide a more reliable estimate of the cost of plant theft than current estimations which vary significantly.

The UK Government has now adopted Private Finance Initiative (PFI) as a major vehicle for the delivery of additional resources to the health sector in order to achieve a greater investment in healthcare facilities. The purpose of this paper is to examine the trends and risk assessment of the PFI in the healthcare sector.

The paper employed secondary data and interviews of key participants in two hospital PFI projects to highlight developments in healthcare PFI and the risk management of hospital projects.

The results show that the use of PFI in the provision of healthcare is increasing in terms of number, capital value and size of projects. What emerged in the healthcare PFI project was a usage of a plethora of risk management techniques, albeit to varying degrees. Experience appeared to be the prime risk assessment technique employed, while risk avoidance was first explored before pricing and allocating any residual risks. “Risk prompts”, such as using checklists and risk registers were also useful in the identification of risks. Among all participants, insurance cover and sub‐contracting appear to be the most prominent strategies employed for managing out the risks.

The negotiations that precede the signing of a healthcare PFI project contract had an impact on the final choice of facilities or their specifications. The two contracting parties sought a balance between an optimal allocation of risks, choice of facilities and project price. Although the risk management techniques being used are generic in nature, there is still no evidence at the moment to show that these are appropriate for PFI projects. It is important that further investigation is undertaken to assess the level of current skills in risk management techniques to deal with PFI projects and the extent to which these techniques are appropriate to tackle complex healthcare PFI projects.

The purpose of this paper is to discuss an integrated decision analysis framework for the investment justification of implementing alternative information and communication technology (ICT)-based logistics systems in the construction industry so as to enhance the decision-making process in selecting the best alternative.

An integrated framework is proposed that is composed of a set of interrelated evaluation and analysis techniques that allow the identification and quantification of costs, benefits and risks involved in implementing ICT systems to mitigate problems that hinder the efficient operation of construction logistics. Such techniques include decision trees and multi-attribute decision-making under uncertainty that can be applied to the logistics planning of any new build construction project.

The probabilities of providing benefits vary among the alternatives, and the probabilities will replace the uncertainties surrounding the impacts of the alternative ICT systems in addressing the identified construction logistics problems with chance events so as to estimate the expected cost of each alternative with respect to each selection attribute.

This paper shows that it is almost certain that the analysed alternative ICT system will provide benefit because its probability of benefit is almost equal to 1.

The framework captures the existing problems of logistics in construction process, potential solution that can address the problems through the implementation of ICT systems and the decision-making process in the selection of appropriate ICT solution. The output of the framework will help to make knowledge-based decision in selecting the best ICT system for addressing construction logistics problems.