A Model to Investigate the Effect of Work Ethic Culture on Dynamics of Rework in Management of Projects

Abstract

The present study aims to investigate the effect of work ethic culture on rework in construction projects through a review of literature, surveys, and interviews with project managers. The main research question is what mechanisms can project manager use to balance the costs of personnel training, financial and language incentives, and implementation costs to finish the project with more profit and less rework. In this regard, modelling and data analysis is done using System Dynamics methodology. The results show that by considering work ethic, rework in the project is reduced from 46 % to 39 %. However, the project has been completed with 10 % lower cost and 26 % lower variance. Integrating the issue of rework with the culture of work ethic in the field of project management by at least one exogenous parameter has been studied, while in this study qualitative parameters have been converted to quantitative parameters using fuzzy inference system. The change in management approach to the issue of work ethics and the formulation of human resource strategies of large projects by human resource managers is one of the applications of this study.

The Influence of Commitment, Quality of Work, and Organizational Culture to Employee’s Achievement

“…Based on the opinions of the experts above, it can be synthesized that organizational culture is basically the values and norms that apply in the organization. Kiani et al (2018), as an organization consisting of many people who work to support the activities of the organization as a whole, the organizational culture is manifested in the form of work culture Wells et al (2019). The research model is prepared that contains 3 (three) exogenous latent variables (analogous to the independent variable), namely 1) commitment, 2) work quality and 3) organizational culture, as well as 1 (one) endogenous latent variable (analogous to the dependent variable), namely job performance as follows Figure 1: Hypothesis 1: there is a significant influence between the variable commitment and job performance.…”