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The coronavirus disease 2019 (COVID-19) pandemic has had major impacts on the performance of construction projects that have adopted social distancing measures. This study examines the effect of social distancing measures on project schedule performance through job reorganization on construction project sites.

Responses were obtained through a survey of 154 construction projects and analysed using the partial least square structural equation modeling (PLS-SEM) technique.

The findings established that social distancing has a negative effect on schedule performance, social distancing has a positive effect on job re-organization and job re-organization has a positive effect on schedule performance. Additionally, the results indicate that job re-organization partially mediates the relationship between social distancing and schedule performance, while social distancing moderates the relationship between job re-organization and schedule performance with low social distancing having the stronger positive effect.

This study contributes theoretically to a greater understanding of the impact of adopting COVID-19 safety measures such as social distancing on the schedule performance of construction projects. The study also shows how social distancing could lead to schedule performance through job reorganization.

The COVID-19 health crisis has brought about a set of extra health and safety regulations, and procedures to the construction industry which could influence projects' economic performance (EP). The aim of this paper is to examine the effect of adopting COVID-19 safety protocols on construction sites on the economic performance (EP) of construction projects.

Employing the survey method using a structured questionnaire, data were collected from small- and large-sized construction projects in Nigeria and analysed using partial least squares structural equation modelling (PLS-SEM) technique.

The findings reveal that job re-organization and sanitization have negative significant effects on EP, while social distancing and specific training have no effect on EP. Furthermore, project size moderates the relationship between job re-organization, sanitization, specific training and EP with the stronger effect on the relationships observed in big projects, except for the relationship between sanitization and EP where the moderating relationship is stronger in small projects. However, there is no significant moderating effect of project size on the relationship between social distancing and EP.

As construction project sites continue to operate amidst strict safety protocols, this study offers theoretical and practical insights on how construction projects can adhere to the safety protocols while performing economically.

The originality of this study's findings stems from the fact that it is among the first to provide greater insight on how construction projects have fared economically considering the impact of the various COVID-19 protocols.

The original legislation which introduced the redundancy payments scheme was the Redundancy Payments Act 1965. This was the first of the substantive statutory individual employment rights given to an employee; other individual employment rights, as for example, the right not to be unfairly dismissed, followed some years later. The Redundancy Payments Act 1965 has been repealed and the provisions on redundancy are now to be found in the Employment Protection (Consolidation) Act 1978.

Multiple jobholders’ workplace learning is an under-researched theme, although it offers possibilities to add knowledge of learning at several workplaces at a time. The purpose of this study is to explore the career development and workplace learning of Finnish multiple jobholders with university degree.

The qualitative extreme case study of “elite multiple jobholders” was based on 45 in-depth interviews, which were analysed by abductive content analysis using the chaos theory of careers (CTC).

This study showed that elite multiple jobholders were attracted by meaningful jobs, which were significant, had broader purposes or offered possibilities for self-realization and self-development, whereas they criticized paid work organizations. They tried to anticipate the future working life and labour markets and adjusted their careers to them by educating and by choosing jobs with learning possibilities. However, they saw themselves as constructers of the future, which left them at vulnerable position concerning the institutional setting. They organized their work flexibly with different contracts and their professional identities were networked.

This study is limited in Finns with university degree. Future research should inspect multiple jobholders with lower degree educations, in different contexts and with other methodologies.

This study gives an example of applying CTC as a holistic framework to study how individual careers emerge contextually and how they are recursively connected to work organization and working life changes. Possibilities to understand fractals are offered.

The impacts of COVID-19 on construction projects have attracted much attention in the construction management research community. Nevertheless, a systematic review of these studies is still lacking. The purpose of this paper is to systematically analyze the impacts of COVID-19 on the different stages of a project life-cycle, and comprehensively sort out the epidemic response measures adopted by project participants. In addition, the study also attempts to explore the challenges and opportunities faced by project management practitioners under the context of COVID-19.

This study comprehensively demonstrates the systematic review process of COVID-19 related research in the construction industry, systematically summarizes the research status of the impact of COVID-19 on construction projects, and defines the strategies to deal with COVID-19 in project management; and through the visualization research, determines the current key research topics and future research trends.

This study identifies 11 construction activities in the project management life cycle that are affected by COVID-19 and finds that the COVID-19 epidemic has the greatest impact on construction workers, construction standards, construction contracts and construction performance. The study further summarizes the six main epidemic countermeasures and mitigation measures taken within the construction industry following the arrival of the epidemic. In addition, the results of this study identify opportunities and future trends in intelligent construction technology, rapid manufacturing engineering and project management in the construction industry in the post-epidemic era through literature results, which also provide ideas for related research.

COVID-19 has brought severe challenges to society. It is of great significance for the future sustainable development of the construction industry to identify the impact of COVID-19 on all phases of the project and to promote the development of coping strategies by project stakeholders.

First of all, there is little study comprehensively reviewing the impacts of COVID-19 on the different stages of construction projects and the strategies to deal with the negative impacts. In addition, from a life cycle perspective, the used articles in this study were grouped into different categories based on project stages. This promotes an integrated and comprehensive understanding of historical studies. Moreover, on the basis of a comprehensive review, this paper puts forward future research directions to promote the sustainable development of the construction sector.

Offers insights into workplace empowerment by concentrating on the wider contemporary (UK) context of work, conceptualising work in the on‐going debates on human resource management (HRM) and postmodernity. Connections are made between theory and practice in HRM and postmodern critique, drawing on an empirical case study. Compares the postmodern motifs of consumerism and consumption, commodification and image projection and the HRM ideals of commitment, individuality and continuous development. Suggests that viewing HRM as discourse may enable a focus for, if not a reconciliation of, the debate between theoretical HRM and HRM in practice.

With the publication in January 1977 of the Bullock Report on Industrial Democracy has come a recognition that the rights of employees are almost equal to the rights of shareholders and management. Industrial democracy is seen to represent an extension of modern political democracy to industrial companies. In society, political enfranchisement no longer takes account of the ownership of capital or land; nor requires an education or qualifying period. Democracy has come to mean ‘one adult, one vote’. While the Bullock Report is not recommending that degree of industrial democracy in companies, it is theoretically allowing employees an important influence on decision‐making at the policy level, with a subsequent loss of influence to the shareholders and relevant property owners. The majority of the Bullock Committee believe that the native capacities of the working population can be drawn out by putting the relationship between capital and labour on a new basis which will involve not just management but the whole work force in sharing responsibility for the success and profitability of the enterprise. This they believe can only be done if the representatives of the employees are given a real, not a sham or token share, in making strategic decisions which in the past have been reserved to management and the representatives of the shareholders. The debate about industrial democracy is much less about the desirability of moving in the direction of greater participation than about the pace of change and the need to extend such participation to the Board.

To examine the introduction of role‐redesign in the NHS and highlight implications for employment relations.

A 12‐month independent evaluation (2003‐2004) of a role redesign initiative in the NHS is reported. The study followed a developmental, case‐study design and included secondary data analysis, semi‐structured interviews and observations at five case‐study sites.

The role redesign process involved four types of change to job content: skill‐mix changes; job widening; job deepening; and development of new roles. Each of these changes had implications for employment relations in terms of remuneration, management and accountability, and education and training.

The research involves one initiative in the NHS and was evaluating a developing programme. Whilst implications are suggested for efforts at role redesign generally the research specifically relates to NHS organisations.

Three aspects of employment relations are identified as important when attempting role redesign: remuneration, management and accountability, and education and training.

This paper offers the first account of this national NHS role redesign initiative.

In this chapter, a qualitative study of successful sales organizations is reported. Based on the findings, different concepts are derived. The aim of the conceptual development is to help describing the processes of managing a sales organization. It is a new model created from the ground. Still, we can easily see the similarities to the findings and connections to important concepts from established literature.

The interplay between structure and processes, “the frame,” and individual’s development turns out to be at the core of successful sales organizations. This interplay is coined organizational balancing.

The study and this chapter contribute to the extant discussion of causalities between specific factors influencing the sales process, a holistic approach seems highly relevant. However, one specific factor, namely the role of leadership will also be examined.

The core of managing a sales organization effectively is to be aware and take into consideration how the frame and the individual are intervened into each other. They exist in a complex interplay that is in constant flux. That is the message of organizational balancing.

This paper attempts to reduce the gap between management education and practice. It emphasises day‐to‐day decisions that middle and lower level managers make. The purpose is to provide an education framework embodying a flexible approach to interpretation and solution creation, suitable for situations of ambiguity and uncertainty.

The paper examines the current state of tuition in management decision making, then provides a model that, when combined with practical exercises, helps trainees explore the type of problems managers confront on a daily basis.

The model guided students to think beyond problem definition to identify possible causes, and to think beyond the solution to the consequences of the solution. Use of class members as an education resource enabled a large number of interpretations of what might otherwise be considered “common sense”.

Undergraduate students often lack management experience but this paper argues that the use of real‐world examples with in‐built ambiguity can help prepare management trainees for a wide range of interpretations and create a mental “tool‐box” to better facilitate flexibility.

Non‐routine decision making at lower levels of management is an under‐explored academic activity. In an effort to create future leaders, business schools currently instruct on big issues such as strategy and organisational change. This paper argues that management education needs to prepare trainees for the type of problems they will face on a day to basis. To assist with uncertainty and ambiguity, students do not seek the “right answer”, but explore a broad range of interpretations.