Differences in the personality factors of specialty field leaders, specialty project managers and general contractor project managers for job role transition in the US construction industry

Purpose: The construction industry is facing worker shortages, and the resulting competition for skilled workers has increased employee turnover in the sector. Consequently, construction and engineering firms are struggling to attract and retain employees to meet current demands for construction projects. The regular inflow of new employees, who likely need training, may affect organizational and project performance. Construction firms can boost performance by assessing and then honing workers’ skills, including soft skills. Design/methodology/approach: One way to assess individuals’ soft skills is to use personality assessments. This study used three personality assessments— – the HEXACO Personality Inventory, Emotional Intelligence Diagnostic and Q-DiSC 101 Behavioral Assessment – to identify the traits of general contractor project managers; sheet metal and air conditioning field leaders (specialty field leaders) and sheet metal, air conditioning and electrical project managers (specialty project managers) in the United States for job role transition purposes. The groups’ mean scores for each assessment component were analyzed using ANOVA and independent t-test to identify statistically significant differences in the personality traits of the three groups – specifically between specialty field leaders and general contractor project managers as well as between specialty field leaders and specialty project managers. Findings: This study found that the personality characteristics of workers in these job roles varied. One-way ANOVA revealed that there were significant differences in mean personality factor scores among specialty field leaders, specialty project managers and general contractor project managers. Independent t-tests showed significant differences in patience, forgiveness, fearfulness, etc. identifying the differences between specialty field leaders and general contractor project managers. Similarly, results highlighted significant differences in modesty, inquisitiveness and sociability, among others, for specialty field leaders and specialty project managers. Practical implications: Understanding the personality traits associated with skills needed for leadership across construction roles empowers companies to refine human resource strategies. Personality assessments can complement recruitment, identifying strong candidates for leadership positions. Additionally, these insights can optimize leadership development programs and facilitate career transitions for specialty field leaders by pinpointing suitable candidates and tailoring training programs for successful role changes. Originality/value: This study contributes to the field in two ways. First, it focuses on personality traits within the specific context of construction leadership, providing valuable insights for companies seeking to optimize their leadership teams. Second, by exploring the personality differences between these roles, the study goes beyond individual job requirements and examines the potential challenges and opportunities for career transitions within construction. This information can be used to inform training programs and career development pathways for construction professionals.