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This study aims to investigate how the situational factors that facilities managers (FMs) in Singapore face in their jobs affect their work outcomes. Job situation factors such as types of tasks, interpersonal relationships in teams, supervisors’ actions and advancements opportunities are classified into job characteristics, social environment characteristics, leadership and organisational practices categories.

Based on a systematic literature review, a questionnaire was designed to collect data on work outcomes and job situational factors from FMs working in public housing estates in Singapore. Using the Statistical Package for the Social Science software, inferential statistical analyses were carried out.

FMs reported that they used economical means and resources to carry out their work significantly frequently and achieved significantly high productivity. Complaints are received significantly frequently and maintenance defects are regularly encountered. Many of the job situational factors are present and found to be significantly correlated with work outcomes and some of these may be used to predict FMs’ work outcomes. Based on the correlation results, the frequency of complaints from residents may be reduced through the following ways: make FMs’ work tasks less challenging; reduce the variety of work tasks that FMs need to execute; reduce FMs’ work volume and speed of work.

This study is limited to FMs managing public housing estates in Singapore. The work outcomes are self-reported, and thus susceptible to bias. However, as the respondents reported significantly frequent complaints and defects, this might indicate that the bias is not serious.

FMs’ jobs should be broken down into small parts/tasks and assigned to different FMs to specialise. This makes FMs’ tasks less challenging, and allows them to specialise to increase their productivity, improve their quality of work and overcome the problem of high work volume or demanding work speed. By adopting job specialisation, the frequency of receiving complaints from residents may be reduced.

This study discovered strategies to reduce the number of complaints from residents of public housing about facilities management. The contribution to knowledge is that complaints by residents on facilities management can be reduced by adopting job specialisation but not job enlargement. Decomposing work into different tasks and allowing FMs to focus on a few tasks would lead to a reduction in complaints. It also enables FMs to master the skill and complete the tasks without much oversight or supervision.

Architects and engineers (AE) need to possess both ‘hard’ and ‘soft’ skills. Soft skills are important because AE interact in organizational settings instead of working by themselves. Soft skills may be grouped under ‘conscientiousness’, ‘initiative’, ‘social skills’, ‘controllability’ and ‘commitment’. As part of a larger study on the selection of consultants by design‐build (DB) contractors in Singapore, a survey was conducted to gauge whether contractors felt that soft skills are important for consultants to carry out their design tasks in DB projects. From the literature, attributes relating to these skills were identified. Data were collected via mailed questionnaire. The questionnaire requested respondents to indicate on a five‐point scale the importance of various soft skills. It was found that all the soft skills, which were operationalized into 14 attributes, are important factors that contractors look for when selecting consultants. It is, therefore, concluded that contextual performance is important and relevant.

Compared with traditional approaches, integrated project delivery (IPD) improves project performance by enhancing integration. To adopt IPD, however, existing practices need to be changed, which creates barriers to implementation. This study aims to identify the barriers to IPD practices in China and Singapore, whose practitioners show different types and levels of integration experience.

A questionnaire survey was administered to two groups of respondents: Chinese and Singaporean. The data were analyzed using three nonparametric techniques, including Wilcoxon signed-rank test, Mann-Whitney-Wilcoxon test, and Spearman rank correlation.

(1) Of 39 possible barriers, 36 were consistently felt by both Chinese and Singaporean practitioners with different backgrounds; (2) The Chinese group perceived more issues to be significant barriers than the Singaporean group; (3) The Singaporean group had more experience than the Chinese group in performing integration in five areas. This lessens some barriers to adopting IPD practices.

This study is important because it uncovers barriers to the effective implementation of IPD and shows the importance of certain types and levels of integration experience in overcoming these barriers. The results will be useful to practitioners planning to adopt IPD in China or Singapore.

This study aims to investigate how agile facilities management (FM) organizations were during the COVID-19 pandemic in Singapore, examine the agile strategies adopted and extracted lessons learnt for managing facilities in future pandemics.

Data were collected using a questionnaire coupled with in-depth interviews with FM professionals.

The FM sector experienced significant challenges such as increased operating cost and shortage of FM staff. FM organizations were assessed to be agile as they overcame challenges swiftly, made rapid changes to their service offerings as the situation evolved, engaged facility owners actively and adopted strategies that were flexible and responsive. They also adopted health-centric employee care.

The research was conducted during the pandemic. The final verdict of FM organizations’ agility and the most effective practices may only be known when the COVID-19 pandemic ends.

Lessons learnt for FM to manage future pandemics were crystalized. These include reducing reliance on manpower, boosting technology adoption and personalized employee engagement.

This study added to knowledge by testing and confirming that the agility theory and its six metrics of agility comprising flexibility, velocity, responsiveness, collaboration, visibility and competence may be used by FM organizations to be agile in a crisis or disruption. Its originality is the discovery of a new construct – health-centric employee care – that is needed to further boost FM organizations’ agility performance in a pandemic. Health-centric employee care involves practices to reduce intra-staff transmission of the virus and individualized employee support to build resilience.

Project managers rely on control strategies to deliver excellent outputs. However, little is known about how clients' project managers select control strategies in projects which are knowledge-intensive and have intangible outputs. This study aims to examine how clients' project managers select project control strategies in professional service projects.

A questionnaire survey of 360 architectural and engineering (A/E) design projects was adopted. Data were analyzed through the hierarchical regression.

Both clients' knowledge of measuring outcomes and process uncertainty give rise to their project managers setting up behavior and social controls. Level of process uncertainty positively moderates the impact of client's knowledge of measuring outcomes on outcome control.

This study mainly examined the client's knowledge of measuring outcomes and process uncertainties. Future studies could be conducted to expand the scope by including other contextual factors, for instance market and regulatory factors.

From the client side, if they want to simultaneously adopt outcome, behavior and social controls, they would need to increase their knowledge of measuring outcomes by adopting established assessment tools or appointing a third party to assist in design outcome evaluation.

This study contributes to the body of knowledge by showing that the level of intangibility of project outputs influences the types of control system which project managers adopt.

More attention should be paid to project managers’ (PMs) job satisfaction as they play an important role in ensuring projects are completed successfully. The purpose of this paper is to identify human resource management (HRM) policies and practices that lead to higher PMs’ job satisfaction.

A questionnaire survey was conducted on PMs who are working in construction firms and project management consultancy firms. Data were collected via random, convenience and snowball sampling. The data collected were analysed using partial least square-structural equation modelling, independent samples t-test and Pearson’s correlation.

The findings show that PMs who are satisfied with their firms’ HRM practices and job rewards also have higher job satisfaction. Several HRM strategies that give rise to higher job satisfaction are identified, e.g. a system to recognise and develop talent, and taking active steps to identify and develop backups in case of emergency. Unfortunately, some practices are not implemented to a significant extent, and these include: systematically recruiting and retaining talented PMs, encouraging PMs to plan for their careers, offering performance and development coaching, and appraising employees.

The limitations include the low response rate and the relatively small sample size of 81. The profile of respondents is largely from construction companies with more than 150 staff, and, therefore, the findings are more applicable to medium- to large-sized construction firms.

The study identified many HRM practices and policies that are significantly associated with PMs’ job satisfaction, yet many of these are not implemented to a significant extent by the employers. The practical implication is that employers of PMs should systematically implement these in order that their PMs have higher job satisfaction which is important for a project’s success.

The originality of this research is that the HRM practices and policies that are associated with job satisfaction of PMs are uncovered. Its value is in showing that PMs derive greater job satisfaction when HRM policies encompass talent development, career coaching and a personalised management style. Among these important practices, those that have been neglected were also identified. The study offers recommendations on the HRM practices that firms should be put in place for their PMs to experience higher job satisfaction.

The purpose of this paper is to investigate the performance of public projects in Beijing, Hong Kong, Singapore and Sydney to uncover which areas project managers should focus on when managing public projects in different countries.

Based on the literature review, a structured questionnaire was designed to collect data of completed public projects. In total, 244 sets of data of completed public projects were collected.

Significant cost and schedule overruns are found in all four cities. Hong Kong’s public projects have the highest cost and schedule overruns. Singapore’s public projects have the lowest cost overrun and Beijing’s projects have the lowest schedule overrun. Public projects in all four cities recorded significantly good project quality.

The findings are not easily generalizable due to the relatively small sample size in Sydney, low response rate and data being collected from only four cities. The research implication is that the plethora of project management strategies does not seem effective in preventing cost and schedule overruns in public projects.

This study found that across the four cities, there are significant cost and schedule overruns. Projects in Hong Kong perform the worst in terms of cost and schedule, when compared to Beijing, Singapore and Sydney. The implication is that more attention should be paid to managing cost and schedule, especially in Hong Kong.

The originality is that the study discovered which areas project managers should focus on when managing public projects in different countries. In laissez-faire or free market economies, more attention should be paid to managing project cost and schedule. When a country has lower transparency index, more attention should be paid to controlling project quality. Project team members should focus on delivering public projects to the highest level of quality in developed countries.

The purpose of this paper is to investigate the value of internships for professional careers in the built environment (BE) sector from the perspective of industry practitioners. It examines the perceptions of practitioners about internship and explores the relevance of internships for professional careers in the sector.

The research methods used were questionnaire survey, in-depth interviews and focus group discussion. The study focussed on careers such as architects, civil engineers, facility managers, project managers and quantity surveyors.

It was found that quantity surveyors and civil engineers value internship the most and are more likely to hire those who interned with them. Project managers also value internships but to a lesser extent. Facility managers and architects value internship the least and are also least likely to offer positions to their ex-interns. It is not conclusive whether internships are absolutely necessary to increase undergraduates’ employability upon their graduation.

The study is limited to only five professions and focused on the perceptions of professionals and not the interns or academic supervisors.

Recommendations are made to improve internship programmes in the BE sector. These include making internships compulsory for students who intend to pursue civil engineering and quantity surveying careers and extending the duration of internships to six months.

The views of professionals in the BE sector are uncovered. Tertiary institutions can use the findings to improve their internship programmes and their students’ employability upon graduation.

Clients' financial status, characteristics, management competency and construction experience can have significant effects upon the attainment of project success. A survey was conducted to gauge whether consultants and contractors felt that 20 client related attributes uncovered from the literature have influence on the project outcome. Data were collected via a mailed questionnaire. Results show that all the 20 client related attributes are important and contribute to project success. A multiple linear regression model was constructed to predict a client's contribution to project success. Five predictive attributes were identified: ‘client sets down project objectives clearly’, ‘client is credit worthy’, ‘client does not contribute to project complexity’, ‘client is not litigious’, and ‘client trusts project team members’. This model provides consultants and contractors with a tool to evaluate their clients. It is recommended that clients focus on the more important attributes identified in this study, to ensure project success.

With the advent of globalization, consultancy firms could easily offer services outside their home countries. This study aims to investigate how quantity surveying (QS) firms in Singapore internationalize their services, by examining the unique characteristics of exporting firms, the forces that drive them to export and the strategies they adopt in internationalization.

The research method is based on a structured questionnaire and data were collected via postal survey. Questionnaires were sent to all 47 QS firms operating in Singapore. A total of 25 responses were received.

The results show that QS firms that offer services overseas have more staff than non‐exporters, handle larger projects and offer a wider range of services. In addition, these firms are focused on generating additional revenue and conduct their own market research to secure overseas contracts. They enter foreign countries first as wholly owned foreign subsidiaries and later on form joint ventures with firms in the host country.

The finding suggests that to internationalize, firms need to be of a critical size in terms of staff strength. They must offer integrated and other value added services. To secure more overseas projects, firms should undertake aggressive marketing, collect market data in host countries, instead of relying on published information. Many projects were won through past and present clients' recommendations. To win more overseas contracts, it is recommended that QS firms form close relationships with clients who are best placed to give referrals or repeat business.