ORCID Profile
0000-0002-6220-7459
Current Organisation
Curtin University
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Publisher: IOP Publishing
Date: 2022
DOI: 10.1088/1757-899X/1218/1/012022
Abstract: Embedded in a network constellation of multi-stakeholders with various professional backgrounds and differing goals, the construction industry is featured with adversarial relationships and inevitable disputes. Therefore, high quality communication and negotiation among the parties are essential in achieving speedy and less costly dispute resolution. As rational evaluation underpins quality negotiation decisions, are construction disputing parties rational as they assumed? Are there any biases that could possibly prohibit them from making prudent judgement? This study seeks to understand the existence and impact of bias in construction dispute negotiation (CDN). The existence of four types of bias in CDN were discussed: preconception, self-affirmation, optimism and interest-oriented. Three categories of de-biasing strategy were also suggested to support the efficient settlement of construction dispute. Vast resources would be saved and amicable relationship among the collaborating parties could be developed when the impact of bias was curbed. Stepping into the digital era, construction dispute resolution professionals should develop the capabilities needed to harness the benefits of technologies for innovative ways of designing a bias-free dispute resolution mechanism.
Publisher: Emerald
Date: 28-02-2019
DOI: 10.1108/ECAM-03-2018-0109
Abstract: This study aims to propose a framework of bias in construction project dispute resolution (CPDR hereafter). With reference to the literatures on effects of bias, manifestations of bias in CPDR were developed. Based on data obtained from construction professionals about their frequency of having these bias manifestations, the underlying constructs of biased behaviors were explored by a principal component factor analysis. A confirmatory factor analysis was further conducted to validate the framework of bias in CPDR. Four types of bias were identified as the constructs that underlie biased behaviors in CPDR. These four biases were included in the bias framework proposed: preconception, self-affirmation, optimism and interest-oriented. The potency of these types of bias was also evaluated. First, the findings inform that the existence of bias in CPDR is real. Early detection allows management to intervene and steer CPDR team back to rational courses. Second, this study suggests optimizing CPDR procedures to diminish the chance of bias occurring. Bias is almost an uncharted area in CPDR. The study fills this research gap by conceptualizing the underlying constructs of biased behaviors. The findings inform construction professionals of the likelihood of practicing biased behaviors in CPDR. Repeated dispute decisions in the commonly used multi-tiered dispute resolution process would enable the creeping in of biases.
Publisher: Elsevier BV
Date: 08-2014
Publisher: Elsevier BV
Date: 03-2020
Publisher: American Society of Civil Engineers (ASCE)
Date: 07-2018
Publisher: Springer International Publishing
Date: 31-08-2021
Publisher: Emerald
Date: 25-07-2022
DOI: 10.1108/LODJ-10-2021-0455
Abstract: The global pandemic has required organisational leaders to respond rapidly in a time of uncertainty. A specific challenge for leaders during the global pandemic is the salient and immediate threat to worker health and well-being. Unfortunately, the consequences of different leadership actions in this context are not well understood. By exploring the path from leader behaviour to employee well-being via experienced work characteristics, this study aims to provide a framework for better understanding pandemic threat and corresponding leadership impact. Two prevention-focused leadership strategies were explored: defend and adapt strategy. Two important work characteristics role clarity and workload were used to help explain the links between leadership strategies and well-being. Potential mediating pathways were tested in path analysis with Mplus (v7.4) based on 515 online survey responses. Different mediating pathways demonstrated complex associations between the constructs. Increases in the both prevention-focused leadership strategies were found associated with positive well-being by increasing employees' perceptions of leadership and by improving role clarity in the workplace. Notably, evidence also supported that increase in defend strategy was linked to reduced worker well-being through intensified workload. In times of uncertainty amidst the global COVID-19 pandemic, prevention-focused leadership is vital to engage the workforce and ensure compliance with safety procedures to avoid associated risks to worker health and organisational performance. This research focused on the rarely studied topic of prevention-focused leadership, and how prevention strategies were related to employee well-being. Based on the findings for prevention-focused defend and adapt strategies, this study suggested leadership practices that might shape employee well-being in a time of turbulence.
Publisher: Springer International Publishing
Date: 31-08-0025
Publisher: Springer International Publishing
Date: 31-08-2022
Publisher: Springer International Publishing
Date: 31-08-2022
Publisher: Springer International Publishing
Date: 31-08-2022
Publisher: American Society of Civil Engineers (ASCE)
Date: 02-2020
Publisher: Springer International Publishing
Date: 31-08-2022
Publisher: American Society of Civil Engineers (ASCE)
Date: 02-2020
Publisher: American Society of Civil Engineers (ASCE)
Date: 07-2020
Publisher: American Society of Civil Engineers (ASCE)
Date: 11-2019
Publisher: Elsevier BV
Date: 09-2022
Publisher: American Society of Civil Engineers (ASCE)
Date: 09-2022
Publisher: American Society of Civil Engineers (ASCE)
Date: 08-2019
No related grants have been discovered for Keyao LI.