Comparative Analysis of Human Traits and Tendencies: General vs. Specialty Contractor Project Managers

Abstract

ABSTRACT Construction project managers (PMs) are critical team players in safeguarding project success. Construction organizations heavily rely on their PMs to inspire and motivate their teams to accomplish projects. However, labor turnover, changing demographics, and a shortage of skilled talent are common challenges in the industry. PMs transition between jobs in search of better opportunities. Labor turnover distresses project success, pressurizes team performance, and reduces organizational profitability. This study proposes using human traits assessments to evaluate the variations between job roles in construction. Understanding this sets a more positive work environment and improves teamwork, communication, and employee retention techniques. In assessing the differences between general contractor project managers (GC PMs) and specialty contractor project managers (specialty PMs), this study found that the traits and characteristics of individuals working in different roles can vary considerably. Significant differences in personality characteristics, emotional intelligence, and behavioral traits were identified. Construction companies may use human traits assessments to aid employee retention and talent development. Employees can better comprehend their work environments and smoothly transfer between roles in the industry as they learn the demands of the different job roles.