INTERNATIONAL-SURVEYING-RESEARCH-JOURNAL-ISrj-ISrJ-Vol-11-Year-2022

I N T E R N A T I O N A L S U R V E Y I N G

R E S E A R C H J O U R N A L

VOLUME 11 (2022)

ISrJ

elSSN2232-1306

THE EDITOR-IN-CHIEF MESSAGE

This journal gathers publications from surveying

practices namely Quantity Surveying, Property

Surveying, Geomatics and Land Surveying and Building

Surveying. The publication of ISrJ gives opportunity to

the researchers, academicians, practitioners as well as

students to share their research outcomes. We have

covered many topics in the last few volumes under the

current editorial but there is still a vast area within

these surveying practices waiting to be explored.

J O U R N A L T I T L E

U s i n g B u i l d i n g I n f o r m a t i o n M o d e l i n g ( B I M ) t o

I m p r o v e S a f e t y P e r f o r m a n c e i n M a l a y s i a n

C o n s t r u c t i o n I n d u s t r y

C h a l l e n g e s o f I m p l e m e n t i n g F l e x i b l e W o r k i n g

H o u r s f o r P r o f e s s i o n a l W o m e n i n M a l a y s i a n

C o n s t r u c t i o n I n d u s t r y B a s e d o n E m p l o y e r ’ s

P e r s p e c t i v e

T h e C o n s e r v a t i o n P r o c e s s I n v o l v e d i n T h e

R e s t o r a t i o n o f B a s - R e l i e f a n d M u r a l O f S u l t a n

S u l e i m a n R o y a l M o s q u e I n K l a n g , M a l a y s i a

C u l t u r a l i n t e l l i g e n c e l e v e l a m o n g c o n s t r u c t i o n

e x p a t r i a t e s : A c o m p a r i s o n o f M a l a y s i a n

c o n s t r u c t i o n e x p a t r i a t e s w i t h e x p a t r i a t e s f r o m

o t h e r r e g i o n s

Examining the Application of Construction Industry

Payment and Adjudication Act 2012 (CIPAA) in Sarawak

from Contractors’ Perspective

Royal Institution of Surveyors Malaysia

64 & 66, 3rd Floor, Bangunan Juruukur

Jalan 52/4, 46200 Petaling Jaya, Selangor

www.rism.org.my

isrj@rism.org.my

Journal Objectives

International Surveying Research Journal (ISrJ) is an international journal dedicated to the

publication of theoretical and empirical refereed articles, case studies or critical literature review in the

field of surveying research and development. The scope of the journal covers development and

application of the surveying practices globally. The purpose of the International Surveying Research

Journal (ISrJ):

• To provide a unique international forum for new research findings in the surveying research.

• To reflects recent development and application of surveying practices.

• To encourage knowledge sharing among researchers, academics and practitioners.

• To keep abreast with new technology developments in the surveying fields.

• To stimulate research in the various surveying disciplines.

Editorial Board

Advisory Editor

Sr Hj. Ahmad Suhaimi Abdul Majid

Members

Sr Dr. Umi Kalsum Binti Zolkafli@Zulkifly

Assoc. Prof. Sr Dr. Yasmin Mohd Adnan

Sr Dr. Noor Azeyah Khiyon

Chief Editor

Ts. Sr Dr. Nadzirah Haji Zainordin

Sr Dr. Saiful Aman Hj. Sulaiman

Sr Khaidzir Abdul Rasip

Prof. Sr Dr. Syahrul Nizam Kamaruzaman

Secretariat

Ms. Vanitha Palaniveloo

Reviewers

Assoc. Prof. Sr Dr. Adi Irfan Che Ani

Universiti Kebangsaan Malaysia

Dr. Lew Yoke Lian

University of Tunku Abdul Rahman Malaysia

Dr. Ainon Nisa Othman

UiTM Shah Alam, Malaysia

Dr. Myzatul Aishah Kamarazaly

Taylor’s University, Malaysia

Ts. Sr Khoo Sui Lai

UCSI University, Malaysia

Dr. Nabilah Naharudin


Dr. Faraziera Mohd Raslim

University of Science Malaysia

Sr Dr. Saiful Aman Sulaiman


Sr Dr. Kamalahasan A/L Achu

Universiti Teknologi Malaysia

Sr Dr. Umi Kalsum Zolkafli @ Zulkifly

University Malaya

Dr. Kamm Kenn Jhun

Taylor’s University, Malaysia

Dr. Felicia Yong Yan Yan

University of Tunku Abdul Rahman Malaysia

Sr Dr. Khairul Nizam Tahar UiTM

Shah Alam, Malaysia

International Reviewers

Assoc. Prof. Dr. Ahmed Mohammed

Kamarudden

Skyline University College Sharjah, UAE

Assoc. Prof. Dr Jason Maximino C. Ongpeng

De La Salle University Manila, Philippines

Assoc. Prof. Dr. Grace K C Ding

University of Technology Sydney, Australia

Prof. Dr. Peter Wong

RMIT University Melbourne, Australia

ISrJ Vol. 11 - 2022, Session 2022/2023 2

Journal Content

No. ISrJ 2022 Volume 11

1. Using Building Information Modeling (BIM) to Improve Safety Performance in

Malaysian Construction Industry

Faraziera Mohd. Raslim, Luqman Harith Padzil, Hamizah Liyana Tajul Ariffin 5-14

2. Challenges of Implementing Flexible Working Hours for Professional Women in

Malaysian Construction Industry Based on Employer’s Perspective

Sofia Husna Salehudin, Faraziera Mohd. Raslim, Hamizah Liyana Tajul Ariffin 15-25

3. The Conservation Process Involved in The Restoration of Bas-Relief and Mural Of

Sultan Suleiman Royal Mosque In Klang, Malaysia

Muhammad Izuan Bin Mohd Noor, Rohimah Khoiriyah Harahap, Rohaslinda Ramele

@ Ramli 26-34

4. Cultural intelligence level among construction expatriates: A comparison of Malaysian

construction expatriates with expatriates from other regions

Li Ping Yow, Fah Choy Chia, Wah Peng Lee 35-52

5. Examining the Application of Construction Industry Payment and Adjudication Act

2012 (CIPAA) in Sarawak from Contractors’ Perspective

Chu Sheng Ding, Yu Ming Chong, Josephine Aih Teo, Hafez Salleh 53-66

ISrJ Vol. 11 - 2022, Session 2022/2023 3

Editor’s Message

Welcome to International Surveyors Journal (ISrJ) Vol. 11, Issue December 2022 for the Royal Institution of Surveyors

Malaysia (RISM).

This journal gathers publications from surveying practices namely Quantity Surveying, Property Surveying,

Geomatics and Land Surveying and Building Surveying. The publication of ISrJ gives opportunity to the researchers,

academicians, practitioners as well as students to share their research outcomes. We have covered many topics in the

last few volumes under the current editorial but there is still a vast area within these surveying practices waiting to be

explored.

This particular issue consists of five selected papers reviewed by the editorial committee and international experts

on current topics which include Building Information Modeling in relation with safety performance, employers’ perspective

on flexible working hours for construction women professional, the restoration of bas-relief and mural of Sultan

Suleiman Royal Mosque, cultural intelligence comparison of Malaysian construction expatriates and an application of CIPAA

in Sarawak from contractors’ perspective.

We wish to extend our appreciation to all our contributors who have sent articles to date and we will try to include in future

issues of ISrJ.

Do drop a message and request if there are specific surveying topics of particular interest. Thank you for the readership

and hope it is beneficial to all.

Sr Hj. Ahmad Suhaimi Abdul Majid

Advisory Editor

December 2022

ISrJ Vol. 11 - 2022, Session 2022/2023 4

Using Building Information Modeling (BIM) to Improve Safety Performance

in Malaysian Construction Industry

Faraziera Mohd. Raslim 1 , Luqman Harith Padzil 1 , Hamizah Liyana Tajul Ariffin 2

1 School of Housing, Building and Planning, Universiti Sains Malaysia, Gelugor, 11800 Pulau Pinang, MALAYSIA

2 Faculty of Built Environment & Surveying, Universiti Teknologi Malaysia, Skudai, 81310 JohoR, MALAYSIA

Abstract

To date, numerous reports show that the rate of fatalities in construction are higher compared to the other

industries. The scenario makes the safety research in industry is very important. BIM is a 3-Dimensional (3D)

object database that can be easily visualized, has rich data and structured information. To improve safety in the

construction industry, BIM is used to detect and alert construction members to potential project hazard.

Nevertheless, the exploration of BIM in managing safety issues in construction projects in Malaysia are limited.

The objective of this paper is to identify the information that should be prioritized to enable BIM application that

related to safety and to promote BIM implementation in safety management among construction players in

Malaysia. 119 questionnaires were distributed among experienced site practitioner such as, consultants,

designers, safety and health officer and contractor. The findings revealed that there are 11 areas which BIM can

help to improve safety which are planning phase, visualization, testing and simulation of design solution, review,

clash detection, augmented reality, excavation risk management plan, crane management plan, fall protection

plan; leading edges, fall protection plan; roofers and emergency response plan. The findings from the interviews

provided clear evidence of the potential of improvement of safety management through BIM implementation. As

the Malaysian construction industry are lacking the relevant data about the potential of BIM in safety aspect, this

research can contribute towards achieving an even better practice in the Malaysian construction industry.

Keywords: Building Information Modeling (BIM), Safety performance, Construction industry, site practitioners,

Malaysia.

INTRODUCTION

The construction industry recognized as the one of the most hazardous and uncertainty industry due to its

unique nature (Ahmed, Sobuz & Haque, 2018). Increased focus on preventing injuries and fatalities and

improvements in safety have occurred in recent years, however, the construction industry is still one of the

most dangerous work industries (Okoye, Okolie, & Ngwu, 2017). In Malaysia, the construction industry is

recording 1.2 fatalities every two days, statistics show that the rate of fatalities in the construction industry per

100,000 workers has been increasing at an alarming rate. In 2014, the fatality rate was 7.26 per 100,000

workers. In 2015, it went up 10.74, in 2016 it went further up to 12.78 and in 2017 it shot up to 14.94 per

100,000 workers (Borneo Post Online, 2018)]. In addition, from 650 fatalities in all industries, a total of 187

were only from the construction sector (Borneo Post Online, 2018). However, although Malaysian government

try to improve the safety performance in recent years, the rate of accident continues to increase. This is due

to the nature of construction that are more complex, bigger project size and the adoption of new and comp

performance is to adopt technology (Chong, & Low, 2014). The explosion of ICT usage in the industry is

spreading, one of it is Building Information Modelling (BIM) (Edirisinghe, London, Kalutara, & Aranda-Mena,

2017).

BIM is a digital representation of the building process to facilitate exchange and interoperability of

information in digital format (Chandra, Nugraha & Putra, 2017). BIM produces a virtual model of the building

that has precise dimensions, this will lead to discovery of conflicts and safety issues earlier which can increase

the overall quality of safety performance. BIM provides a platform to develop and implement “design-for-safety”

ISrJ Vol. 11 - 2022, Session 2022/2023 5

tools to alleviate safety control during design and construction period (Benjaoran & Bhokha, 2010). By having

technology, it has a potential to reduce and manage safety and health issue in construction industry. In fact,

according to Mordue and Finch, “the potential benefits in improved safety and health by reducing accidents

and death are so great as to be most unquantifiable” (Mordue & Finch, 2014). Simulation of a building will be

easier when adopting BIM.

The objective of this paper is to identify the information that should be prioritized to integrate BIM

application and safety performance. This paper intended to provide an understanding of the ability of BIM in

preventing accidents in construction industry. This objective will be achieved from the literature review and

respondents who work in the field.

BIM IMPLEMENTATION TO IMPROVE SAFETY PERFORMANCE

Planning Phase

All tables should be numbered with Arabic numerals. Every table should have a caption. Headings should

be placed above tables, left justified. Only horizontal lines should be used within a table, to distinguish the

column headings from the body of the table, and immediately above and below the table. Tables must be

embedded into the text and not supplied separately. Below is an example which the authors may find

useful.Three Dimension visual medium and Building Information Modelling (BIM) can play as the main role to

lower the safety and health risk during design and also throughout the project lifecycle in construction

(Ahankoob, Manley, & Abbasnejad, 2019). The usage of BIM techniques in the construction projects will

enable the project team to visualize all the scope of the project as using the virtual reality perspective on the

every phase of development, to ensure it is integrating each contributors work into the tools model and create

a good communication among the different project stakeholders, such as the designers operators,

subcontractors and also site practitioners that can help the planning process from the beginning of a

development (Hossain, Abbott, Chua, Nguyen & Goh, 2018).

Furthermore, the usage of BIM tools on the any identify of site risk will enable the designers and the safety

health officer to eliminate or decrease the risks before real physical work starts (Shah & Edwards, 2016). Also,

by linking the model intelligent (digital) of the building to a timetable to be added with time dimension, and

forward to Four Dimension, it will allow the flow of construction to be seen as artificial intelligent (digital) and

easier to identify potential risk of the building development (Sloota, Heutinkb & Voordijka, 2019).

Visualization

Using the visual reality presentation will allow a real challenge in construction to become easier to

understand or communicate, thus, it is easy for the client or contractor to test and practiced all the design and

phase process for a safer environment (Bradley, Li, Lark, & Dunn, 2016). Then, when viewing 3 Dimension

plans of buildings, safety and health officer that have a good experience can detect any problem that can

happen to the building based on that drawing to ensure there will be no issue during the construction (Ganah,

& Godfaurd, 2015). But interpretation can be obstruct by the drawings complexity, 3D models will remove any

ISrJ Vol. 11 - 2022, Session 2022/2023 6

user requirement for the design visualization, and provide a unambiguous and unstable of the design

visualization (Ding, Zhong, Wu & Luo, 2016). This activity will enhances the process as for allowing those who

are unfamiliar with building site plans to understand and easier for them to discuss the site (Bradley, Li, Lark,

& Dunn, 2016).

The use of BIM modelling can be very useful for older buildings (Dore & Murphy, 2016). This is because,

these can be a problem, which it might be difficult to understand from extensions, plans and as on the certain

time, few structural consist (Dore & Murphy, 2016). Use of 3D models also means that a building can be

evaluated and discussed from a safe location; e.g. a roof can be assessed without the need for individuals to

be at height (Health & Safety Executive, 2018). A 3D model provides an unambiguous view of the design and

allows users to undertake a more subjective and focused assessment of the design in relation to its real world

(Zhou, Ding, & Chen, 2013). Recent developments in surveying techniques are improving the capabilities of

BIM visualization. It will help designers to have a better understanding of the hazards within the context of the

site, allowing hazards to be identified earlier, and ideally before the development of the building begin for the

projects (Choi, Lee, Park & Kim, 2014).

Testing and Simulation of Design Solution

The Testing and simulation of design solutions is one of the functions of BIM in managing safety issues in

construction projects (Health & Safety Executive, 2018). The usage of BIM can facilitate the practicing and

testing any solutions for the design (Bong, Raufdeen, Jian, Rita & Gui, 2015). This will allow and enhance any

solutions to be assessed, compared, and modeled against any kind solutions in terms of their risks and benefits

(Keavney, Mitchell, & Munn, 2013). When 4D BIM is used, which incorporates time as a parameter, the risks

present and the progress complete to date can be assessed for different stages of the project life cycle (Azmy

& Zain, 2016). This way, the site can be view into two type of way which is; once in a virtual environment,

where different designs explored and any wrong can be made, and one in the environment real world (Health

& Safety Executive, 2018).

Constructability Review

Constructability reviews is basically will be focusing on how to detecting construction risks and hazards,

and also identifying to remove them (Hossain, Abbott, Chua, Nguyen & Goh, 2018). The early identification of

hazards and mitigation strategies meant that issues could be addressed before construction started (Azmy &

Zain, 2016). Using the model for this review facilitated the group in detecting potential problems and removed

the requirement for the group to read large quantities of paperwork before discussing the design together

(Bouchlaghem, Shang, Whyte & Ganah, 2005). The use of 4D modelling as part of a constructability review

assists designers in identifying risks and encourages them to consider and communicate how they intend their

design to be constructed safely during the real construction of the building (Health & Safety Executive, 2018).

BIM can also be used to check the viability of equipment and structures (Ganah & John, 2015). This

information is embedded for the benefit of designers, but may also be of interest to other parties, such as

ISrJ Vol. 11 - 2022, Session 2022/2023 7

health and safety professionals or those planning site logistics (Health & Safety Executive, 2018). Libraries of

3D object models, such as machinery, vehicles and constructions, are available to designers for inclusion in

BIM models (Li, Xu, Li, Hong & Shen, 2018). It may not be clear who will need access to certain object

information; as this information is embedded within models, it is available at a central point and can be

accessed by all involved parties (Keavney, Mitchell, & Munn, 2013). For example, the size and weight of an

item may impact its transportation on site, or an object may need to be treated differently if it is associated with

a hazardous substance (Zhou, Ding, & Chen, 2013).

Clash Detection

The view ability of building structures and building as 3 Dimension models, as changed to 2 Dimension

drawn plans, makes it easier for site practitioners and also the end user to detect potential problems towards

the building (Akponeware & Adamu, 2017). Although the safety and health officer with a lot of training and

experience in the industry will be able to detect hazards within 2D plans, 3D BIM visualizations enhance this

process (Zhang, Zhang, Xiong, Cui & Lu, 2019). For example, it is much easier for individuals to detect clashes

between structures when they are provided with a very clear, unambiguous visualization of a site (Health &

Safety Executive, 2018).. Visualization can be designed or mitigated at the earlier stage, reducing the time

and costs associated with remedial actions during the construction phase (Bouchlaghem, Shang, Whyte &

Ganah, 2005). 3D visualizations also will enables individuals on the site especially who got less experience

and not so familiar with 2D plans to contribute to clash detection (Zhou, Ding, & Chen, 2013).

Augmented Reality

BIM also can be used in conjunction with augmented reality in managing the safety issues in construction

(Rahimian, Ibrahim, Wang, Wang, Shou & Xu, 2014). By superimposing virtual models on the proposed

environment in real time, Augmented Reality (AR) will enhance the visualization of a construction site (Ji, Kim

& Jun, 2017). For example, a tablet or smart phone showing a 3D model of a completed structure can be held

up when on site, to allow construction workers or designers to acknowledge a better understand for what will

complete design looks like. This such thing can help users to make a right design decisions, or to detect

potential issues before any physical construction activity (Chi, Kang, & Wang, 2013).

Augmented reality (AR) also provides another meaning of leveraging BIM as the primary power or sources

for all the information on the project site (Health & Safety Executive, 2018). AR enables physical data and the

co-location of digital in a single medium; all of the data will be placed on one application to ensure the activity

of the project will be easier to follow up (Bradley, Li, Lark, & Dunn, 2016). Thus, AR now enables the 3D BIM

information, overlay of detailed onto the physical project site in at full scale and real time, by using hand-held

projectors field tablets with special software to assist in registration and tracking (Gheisari & Irizarry, 2016).

Excavation Risk Management Plan

The management plan for excavation risk is one of the purposes to safely coordinate earthwork operations

at the construction site (Wu, Lu, & Hsiung, 2015). This is because, there is a needed for the earthwork phase

ISrJ Vol. 11 - 2022, Session 2022/2023 8

to excavation up to 8ft deep and then proceed with sheet piles to discourage cave-ins on that site (Wu, Lu, &

Hsiung, 2015). The sheet piling is arrayed around the stands and indented ditch are then arrayed behind to

create a pressure between the the held back portion of soil and the floor (Khan, Ali, Skibniewski, Lee & Park,

2019). Sheet piling components consisting of a small section of a base re-shoring stand and a sheet pilling

made of a solid steel tube and a steel beam have been create by the researcher (Khan, Ali, Skibniewski, Lee

& Park, 2019). To coordinate excavation equipment operations at the jobsite, these activities is using 4

Dimension simulations (Wu, Lu, & Hsiung, 2015).

Crane Management Plan

Mobile cranes are one of the most used equipment in construction, and an inappropriate choice of a mobile

crane may cause a serious accident. The current practice relies on the engineers’ experience in planning

mobile crane operation, which is a tedious and potentially error-prone process (Yeoh, Wong & Peng, 2016).

The function of a management plan for crane is to acknowledge the radius of swing for crane to ensure its

distance safe from nearby temporary, the power lines, identify what trade/crew will be utilizing crane at a

particular instant of time and permanent structures (Yeoh, Wong & Peng, 2016). For an example,4D

simulations are utilized by the contractor to visually identify the mobile crane’s zone of influence at any day of

the year, this data will be used for planning construction safe activities for every development of projects (Peng

& Chua, 2017). Based on the requirements, it proposes a decision-support system for planning mobile crane

operations. The result of this research facilitates engineers and a construction manager in construction site

planning and improves construction site safety (Peng & Chua, 2017).

Fall Protection Plan – Leading Edges

According to code that that have been stated by Occupational Safety and Health, there also will be a fall

protection plan for the leading edges (Wu, Lu, & Hsiung, 2015). According to OSHA, there is two types of

railings for fall protection which is 3/8” steel aircraft cable railings for the next third levels of the project which

is one that using steel structure and 2x4 wooden railings on the second level which based on concrete structure

(bolted) to the concrete slab (Peng & Chua, 2017). By using BIM model, the fall protection railings will placed

on the structure, after modelling the fall protection railing component (Zhang, Sulankivi, Kiviniemi, Romo,

Eastman, & Teizer, 2015). The researchers were able to view many falling risks or hazards throughout the 3

Dimension view that were not found if using the manual 2 Dimension plan view, while preforming the whole

process (Azhar, Behringer, Sattineni & Maqsood, 2012). These conditions included not yet constructed

skylights and stairwells and fall protection railing was placed to protect from falls as a result of these hazards

(Peng & Chua, 2017). The 4 Dimension always provides complete and better data to the project contractor

and all of the site practitioners as to the place and time when the railings are to be removed or installed during

the development (Zhang, Sulankivi, Kiviniemi, Romo, Eastman, & Teizer, 2015).

ISrJ Vol. 11 - 2022, Session 2022/2023 9

Fall Protection Plan – Roofers

Usually, during the development, many crews will be able to furnish the roofing system of building (Azhar,

Behringer, Sattineni & Maqsood, 2012). Starting with above trusses of roof of building with fastening screws,

it will directly install a corrugated metal roof decking system (Azhar, Behringer, Sattineni & Maqsood, 2012).

Usually, the roof will be built in two different way fusing membrane sheeting on top of the decking with rigid

insulation and then consisting of decking the roof (Zhang, Sulankivi, Kiviniemi, Romo, Eastman, & Teizer,

2015). This whole operation is using augment reality to view any safety problem around the building (Ji, Kim

& Jun 2017). To brief to all the workers that working on the roof which is exposed to from risk of falling while

the roof structure is changing, usage of these augment reality (simulation) animations is needed (Khan, Ali,

Skibniewski, Lee & Park, 2019). The starting points will follow to allow workers to chain-back and forth from

the original of their work to safely move from either side of the roof, as the metal decking process will continue

across the building’s footprint (Peng & Chua, 2017).

Emergency Response Plan

Building Information Modelling (BIM) provides a detailed 3D geometrical model with rich semantics that

go beyond the standard Computer-Aided Design approach. In contrast, Geography Information Science (GIS)

offers powerful spatial analytical tools (Boguslawski, Mahdjoubi, Zverovich, Fadli, & Barki, 2015). The Five

categories (internal) to all the construction workers by using the emergency response plan which is; the severe

weather precautions, labelled zones of the building, delivery and construction directions, emergency situation

precaution and temporary facilities and job trailer locations (Boguslawski, Mahdjoubi, Zverovich, Fadli, & Barki,

2015). For the workers to communicate the emergency response plan, from BIM model it’s generated a 3D

render (Azhar, Behringer, Sattineni & Maqsood, 2012).

RESULTS AND DISCUSSIONS

All To achieve the study objectives, a survey has been administered to field engineers, safety and health

officer, contractor and other construction personnel. The sample consists of 300 construction personnel. The

survey was designed to extract information about the potential of BIM implementation in improving safety

performance.

Demographic Information

One hundred nineteen usable responses were received before the survey was closed (37% response

rate). The responses show that majority of the respondents are between 36-45 years old (45%). Regarding

work experience, forty-six percent of the respondents have more than 20 years of construction experience.

Meanwhile, sixty-four percent have involved in BIM-Based project and majority of them (52%) participated in

1-2 BIM-Based project.

BIM Implementation to Improve Safety Performance

11 areas in BIM have been identified through literature review which related to safety performance in

construction industry. Respondents were asked to give their opinion based on their experiences, knowledge

ISrJ Vol. 11 - 2022, Session 2022/2023 10

and observations they agree that each area can improve the safety performance if utilize properly. Table 1

shows the result from the survey in percentage of 119 respondents.

Based on the results shown above, it reveals that majority of the respondents stated perceived that BIM

could play a role to increase the safety performance by stated “agree” and “totally agree” to each identified

area. The highlighted figure shows the highest ranked for safety performance in BIM from the respondents.

The highest respond is clash detection which 63.9% of the respondents totally agree that BIM can assist

in clash detection. Clash detection is not new; it's just that, in the past, clash detection took place on the

construction site, high expenses and delays were necessary to fix this "clash detection". In BIM Modeling,

clash detection takes place in the earlier phase, so issues can be resolved before construction start, saving a

lot of money and time.

Table 1. BIM Implementation to Improve Safety Performance

Areas

Totally

Disagree

Disagree

Not

Sure

Agree

Totally

Agree

1. Planning phase 1.3% 2.5% 13.9% 57.0% 25.3%

2. Visualization 1.3% 1.3% 12.7% 24% 60.7%

3. Testing and Simulation of 2.5% 1.3% 16.5% 59.5% 20.2%

Design Solution

4. Constructability Review 2.5% 1.3% 17.7% 15.2% 63.3%

5. Clash Detection 1.3% 3.8% 17.7% 13.3% 63.9%

6. Augmented Reality 2.5% 2.5% 13.5% 17.7% 63.8%

7. Excavation Risk 1.3% 2.5% 12.9% 56.8% 26.5%

Management Plan

8. Crane Management Plan 2.5% 3.8% 17.8% 53.2% 22.7%

9. Fall Protection Plan – 2.5% 3.8% 15.3% 53.2% 25.2%

Leading Edges

10. Fall Protection Plan – 2.5% 3.8% 15.3% 53.2% 25.2%

Roofers

11. Emergency Response Plan 1.3% 3.8% 17.8% 59.4% 17.7%

Then, 63.8% of the respondents totally agree that augmented reality is one of the main area in BIM that

improve safety in construction. This technology assist in understanding various complex designs and

arrangements in an easy and effective way and educate the project-involved persons about various project

issues. For safety concerns, construction workers need to have and maintain a completely clear understanding

of the real objects and safety hazards around them and the AR technologies assist the workers effectively to

clear understanding.

Most respondents (63.3%) also choose constructability review as one of the area that contribute in safety

performance. Constructability review is essential in obtaining high quality and accurate project design,

ISrJ Vol. 11 - 2022, Session 2022/2023 11

reducing costs as well as times. Nowadays, for performing constructability review and clash detection,

professionals use 3D BIM model. The 3D BIM model is also used for preparing effective construction plans

and equipment fabrication as well. Prior to BIM, professionals generally carried on the constructability review

manually, this will lead to waste of time since professionals require to spent ample time to get an accurate

result by executing the manual constructability review.

Visualization is another area that chosen by majority of the respondents, about 60.7% totally agreed that

visualization will improve construction safety performance. A building information model allows the project

team visually assess jobsite conditions and recognize hazards. The utilization of BIM technologies can lead to

safety improvement by addressing the safety issues more closely to construction planning, providing more

illustrative site layout, visualizing up-to-date plans and site information.

For the other areas like planning phase, testing and simulation of design solution, excavation risk

management plan, crane management plan, fall protection plan and emergency response plan, although the

percentage of respondents who totally agreed is lower than those who agreed, still majority of the respondents

agreed that all the identified areas are relevant and important to improve the safety performance in Malaysian

construction industry.

This survey was conducted to gain the feedback from construction practitioners related to BIM in safety

management in Malaysian construction industry. Based on previous study, BIM can help in safety

management however in Malaysia, the adoption of BIM is more focus on design to reduce construction cost

and avoid design problems in planning phase. This research focused on client, contractor and BIM consultant

as well as high-rise building. Usage of BIM in a project will help the project to reduce its safety issues and

therefore can increase the productivity in the sector.

CONCLUSIONS

The findings from the study suggest that although construction practitioners in Malaysia acknowledge the

potential of BIM to contribute to safety improvement efforts, the companies are not taking full advantage of the

tool. The models are not yet being used to enhance the performance of the construction industry on all the

relevant parameters, including safety where performance remains particularly poor. Before that, the industry

must be able to address the issues and concerns regarding BIM implementation. The issues that the industry

is facing include the shortage of BIM-competent personnel, development of the comprehensive library,

technical issues, as well as funds for the necessary investment in equipment and resources. As yet, there has

also not been full participation in the implementation and application of BIM on projects by the various parties.

This limits the potential benefits from the tool.

ISrJ Vol. 11 - 2022, Session 2022/2023 12

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ISrJ Vol. 11 - 2022, Session 2022/2023 14

Challenges of Implementing Flexible Working Hours for Professional

Women in Malaysian Construction Industry Based on Employer’s

Perspective

Sofia Husna Salehudin 1 , Faraziera Mohd. Raslim 1 , Hamizah Liyana Tajul Ariffin 2

1 Quantity Surveying Department, School of Housing, Building and Planning, Universiti Sains Malaysia, 11800 Gelugor,

Pulau Pinang

2 Faculty of Built Environment & Surveying, Universiti Teknologi Malaysia, Skudai, 81310 JohoR, MALAYSIA

Abstract

Flexible working hours is ranked at number as one of the barriers against women’s participation to the construction

industry. Thus, this research is aim to investigate the challenges of implementing flexible working hours for

professional women in construction based on employer’s perspective. Two objectives for this study are to identify

the current working practice in the construction firms to find out if flexible working hours is implementing in their

firms and to determine the employer’s challenges in implementing flexible working hours in their firms. The study

used qualitative research approach via semi structure interview with six respondents who are either the employer

or top managers of construction consultant firms such as the quantity surveying, architecture and engineering

firms in Kuala Lumpur, Selangor and Penang. The result of the findings shows that all firms either work eight or

nine hours a day which is still in accordance to the Malaysian Employment Act 1955 however majority of the

respondents do not apply flexible working hours in their firms. Furthermore, majority of the respondents agreed

that the four challenges which are construction industry’s working culture, employers will have no control over

employees, employers difficulties in distributing workload fairly and top management’s burden to implement

flexible working hours policies are the challenges that employers face to implement flexible working hours. In

conclusion, despite of all the challenges, employers should consider to implement flexible working hours because

Malaysia has many highly educated women therefore it will be a great loss to the industry and country if the trend

of women quitting job due to inflexible working hours continues.

Keywords: flexible working hours, professional women in construction industry, employer’s perspective towards

challenges of implementing flexitime

INTRODUCTION

Workplace Flexibility (2010) describes a flexible working arrangement (FWA) as any of a range of work

structures that regularly adjust the period and/or location that work is done. More individuals nowadays look

for jobs that offer work-life balance where employees are permitted to regulate their working period and their

place of work over high salary, job security and promotions (Twenge et al., 2010). CEDEFOP (2010) also

stated that one of the key factors in choosing a job is a more verified working patterns and flexible working

arrangements are among the new types of employment practices. There are a big range of family friendly

policies including but not restricted to flexibility in the scheduling of hours worked such as alternatives work

schedules, arrangements regarding shift and break schedule (Hartel et al., 2006). Besides, there is also

flexibility in the number of hours worked such as part time job and job sharing. Furthermore, there is flexibility

in the place of work such as working from home or at a satellite location.

Definition of Flexible Working Hours

Flexible working hours or Flexitime is the type of work schedule that is according to the employees’

essentials but still within the fixed constraints permitted by an employer. Depending on the approval of the

employers, the employees have two options of Flexitime, which are Flexitime with core hours and without core

hours. As for Flexitime with core hours, a worker is required to work 48 hours a week and be present at the

office on a regular basis during core hours for example from 9:00 am to 3:00 pm and can alter their entrance

ISrJ Vol. 11 - 2022, Session 2022/2023 15

and leaving times as they wish daily. The employee may also define their new standard working hours.

Flexitime without core hours means the employee is required to work 48 hours per week but the core hours is

not applicable. This type of Flexitime can be adjusted to let the employee to differ a regular timetable as needed

such as emergency or early school dismissal however the employee occasionally will have to work additional

periods one day to fulfil the shorter hours worked on the other day (Workplace Flexibility, 2010).

To cope with the scarcity of skilful employee (Rubin, 1979) and to diminish absenteeism of the female

workforce (Shagvaliyeva & Yazdanifard, 2014), the German Economist has introduced the concept of

Flexitime in 1960. The definition of Flexitime has five constituents. First, a band where all workers are expected

to work in a time frame. Secondly, the core period, for example the time it takes for employees to be present

at the workplace, essentially. The third constituent is the flexible time, and it is the time when employees are

free to enter and exit the workplace and can make that choice before, after or between the core times (Rubin,

1979). Employees may also carry forward their excess or insufficient working hours for the fourth component

of Flexitime if there is one such thing as banking. Lastly, schedule variability, which allow the workers to make

changes in their schedule without having to ask for approval from their managers (Wickramasinghe &

Jayabandu, 2007).

World bodies such as the International Labour Organization (ILO), the European Union (EU) and the

Organisation of Economic Co-operation and Development (OECD) have recognised FWAs that includes

flexitime as a means to achieve and effective work-life balance for the employees. Despite the existence of an

organization policy to guide implementation, utilization of flexitime and other FWAs remains problematic for

many employees (McDonald and Cathcart, 2015; Skinner et al., 2014).

Current Working Practices in Construction

Different countries all over the world have dissimilar labour laws which specify the terms and conditions of

employment to which all companies, employers and workers must adhere. In Malaysia the "Malaysian

Employment Act 1955" governs the working rules. All employees are entitled to one full day's leave pursuant

to the MALAYSIA EMPLOYMENT ACT 1955 PART XII SECTION 60A-HOURS OF WORK and are therefore

required to work six days a week. The typical daily working hours will be eight hours, so no more than 48 hours

a week. When an organization has worked less than six days a week, workers must be limited to no more than

10 hours a day, except breaks and 48 hours a week. Like other Malaysian industries, the construction industry

also applies the regular working hours, which is 8 hours a day. However, there may be a case where workers

are expected to work beyond the aforementioned normal working hours and that applies to the word overtime

(Sheik Ilmi & Rogbeer, 2016).

ISrJ Vol. 11 - 2022, Session 2022/2023 16

Challenges of Implementing Flexible Working Hours for Organization

Table 1 showed the challenges faced in organization to implement flexible working hours for organization.

Table 1. Error! No text of specified style in document.Summary of Factors Affecting Procurement Selection

Challenges Elaboration Source

Fairness Flexitime could generate disparity and unequal distribution of

access to flexibility for workers who do not apply flexitime such

as certain individual work flexibly may alter the work

atmosphere workload of others who do not apply for flexitime.

(Kossek et al.,

2015)

Business

Working

Culture

Top

Management’s

Burden

Employers

Have No

Control over

Employees

Unavailability of employees at office is one of the reasons why

managers are reluctant to implement flexitime because time is

very crucial. Clients’ needs and expectations are priority to

most businesses therefore it create cultures of availability and

long working hours.

Managers find it a struggle to implement flexitime due to their

trust issues and lack of support for the policy. There are some

managers who remain cynical about how flexitime can

contribute to their company.

Numerous of the managers highlighted that they had

witnessed employees’ lack of disciplinary abusing the flexitime

given to them. some of them also stated that they were unable

to confirm whether their staffs were really working or even with

clients while they are using their flexitime

(Van Wanrooy et

al., 2013)

(McCarthy et al.,

2012)

(Duxbury and

Haines, 1991)

(Downes &

Koekemoer,

2011)

RESEARCH METHODOLOGY

As for the research purpose, the qualitative method has been chosen as core method to collect more

constructive and meaningful data to achieve the two objectives. Therefore, for this research, the semistructured

interview design will be used and focusing on employers in the quantity surveying, architecture, and

engineering firms. The targeted sample population who are eligible to get involve with this research would be

the employer, managers or human resources management of quantity surveying, architecture, and

engineering firms from different targeted states in Malaysia. Since this dissertation are using the qualitative

method, hence a sampling technique is needed to choose the suitable respondent with respect to the sample

population. The sample population for the research shall be of those who fulfil the below requirements:

1. The respondent is the employer of quantity surveying, architecture or engineering firms or the firm’s

HR top management

2. The respondent’s firm shall be in Selangor, Kuala Lumpur and Penang.

3. This requirement is mainly to support the research thesis which to identify the challenges of

implementing flexible working hours for professional women in Malaysian construction industry based

on employer’s perspective.

DATA ANALYSIS

A preliminary interview had been conducted before the interview question was designed and the outcomes

of the interviews have provided a clearer and more precise statement for the objective.

ISrJ Vol. 11 - 2022, Session 2022/2023 17

Table 2 summarized the respondents working background profile participated in the interview.

Respondent Gender Type of

Consultancy

Firm

Table 2. Respondents Working Background Profiles

Current

Position in

the Firm

Years of

Working

Experience

No. of

Employees In

the Firm

Location of Firm

R1 M C&S Senior 20 years 51-200 Kuala Lumpur

Engineering Engineer

R2 M Architect Assistant 5 years 14 Penang

Architect

R3 M QS Principal 20 years 10 Penang

R4 M QS Principal 35 years 13 Selangor

R5 M Architect Director 17 years 12 Selangor

R6 M M&E Senior 12 years 23 Kuala Lumpur

Engineering Engineer

Table 3 showed the company current working practice and application of flexitime. Furthermore, the

respondents have been asked whether their company allow for Flexitime or any other flexible working

arrangements. All respondents said their firm do not implement Flexitime or any FWAs except for R5. R5

mentioned that the firm do implement flexible working arrangement where the employees are given the flexi

time to arrive at the office up until 9:00 am and if their working hours per day does not fulfil the requirement

set up by the firm, they can replace it by working additional hours during the other working days or replace it

during the weekend.

Table 3. Summary of Respondents Company’s Current Working Practice

Question R1 R2 R3 R4 R5 R6

Company’s 8:30 am – 9:00am– 9:00am– 8:30 am – 8:15am– 9:00am–

current working 5:30 pm 5:00 pm 5:00 pm 5:00 pm 5:15 pm 5:00 pm

practice

Challenges of Implementing Flexible Working Hours Faced by Employers

There are four (4) challenges faced by employers when it comes to executing flexible working hours in

their firms.

Construction Industry’s Working Culture

Four out of six respondents agreed that construction industry’s working culture that promotes long working

hours is among the challenges for employers to implement Flexitime. R1 stated that every job given has a time

frame for them to get it completed and he is also in the opinion that even if Flexitime is implemented in the

company, the employees will not be able to work flexibly and enjoy the flexi hour because of the work nature

where they have to attend meetings, go for site visit and many more. R2 and R6 are in the same opinion as R1.

ISrJ Vol. 11 - 2022, Session 2022/2023 18

R2 agreed that construction long working hours is a challenge to implement Flexitime while R4 disagreed.

However, both respondents stated that to implement Flexitime, it shall depend on the employees’ job scopes.

R2 further elaborate that those who are more on the administrative division, a fixed normal working hours is

better but if the employees works on project based then Flexitime is more appropriate for them and this is what

R4 has also highlighted however if they are at the executive level maybe it is a mixed of Flexitime and standard

working hours because they need to be in the office sometimes so that they can answer calls and other people

can reach them easily.

Both R3 and R5 agree that the construction industry has a hectic deadline and promotes long working

hours but R5 does not view it is as a challenge for firms to implement Flexitime contrary to R3. R3 has provided

an example that QS should prepare a payment certificate where they only have 14 days to issue it once the

evaluation is complete. So, employees have to work within those 14 days whether they like it or not because

if they do not issue it within the specified time then it is a breach of contract, which is why R3 found it difficult

to implement Flexitime.

Although R3 and R5 has different opinion on the challenge but both respondents believed in proper time

management, great discipline in carrying out tasks during office hours and smart prioritizing different tasks,

Flexitime may or may not need to be implemented.

Van Wanrooy et al (2013) stated that employers are reluctant to implement flexitime due to the working

culture such as long working hours and availability of employees where it is crucial in most businesses. Sixtysix

percent (66%) of the respondents agreed that construction industry’s working culture is one of the

challenges for them to apply flexitime in their firm. Most of the respondents said this is because of the

construction work nature where employees must attend meetings with the client and other construction

players, go to site visit and such therefore availability of employees is crucial. Additionally, employees or

professionals in construction industry has their own roles and responsibilities that they must carry out and

complete it within the time frame given. Due to that, employees sometimes must work for long working hours

to get their tasks completed.

Employers Have No Control Over Employees

Downes & Koekemoer (2011) discussed that managers had witnessed employees abusing the flexible

working hours given to them and the managers were unable to control them and based on the analysis of the

interviews, four respondents agreed that among the challenges of implementing flexible working hours faced

by employers is when they do not have control over their employees. One of their main worries is that their

employees might misuse the Flexitime given to them meanwhile the employers would have no idea that their

employees are violating the Flexitime as they have no proper system to track their employees whereabouts.

R3 added that as an employer himself, he is not in the office for most of the time therefore it is quite difficult

for him to keep track to his employees at each hour and since his firm is only a small organization, he is

ISrJ Vol. 11 - 2022, Session 2022/2023 19

responsible to oversee all. He also added then, if he is around in the office from 9:00 am to 5:00 pm, he expects

for his employees to be around too so it is easy to monitor and reach his employees when needed.

R4 and R5 both disagree with the challenge. R4 commented that with flexible work schedules, employers

experience benefits as well. Giving up some control of work schedules gives increased employee morale,

engagement, and commitment to the organization. The option also reduces employee turnover, absenteeism,

and tardiness by allowing workers to flex hours around home and family obligations. The flow of projects and

work may increase as employees are able to work when they accomplish more, feel freshest and enjoy

working.

R5 believe with a proper system of Flexitime, employer should not worry too much to allow employees to

work with flexible working hours. In his case, other than trust, WhatsApp application is one of the main channel

of communication in between him and his employees where most of latest update regarding work will be done

using WhatsApp. That is one of the ways he used to make sure that his employees are still carrying out their

tasks despite of wherever they are. Since they allow Flexitime in their company, he always made sure that his

employees always update him their whereabouts, their work progress and attach photos as proved.

Additionally, if there is a meeting or if he requires his employees to be around in the office for that day and

time, he will always inform earlier to make sure that his employees are aware of it.

Distribution of Workload and Reward Women Employees Fairly

Five out of six respondents agree that it would be a challenge for them to distribute work to their women

employees fairly if Flexitime is applied. This is because majority of the respondents have the same opinion

that not every women in the firms need flexible working hours therefore there is going to be two groups of

women who work with different schedules, one that work with standard working hours and another one is

working with Flexitime.

When there are two different groups, they as employers have to put a lot of consideration to distribute

tasks to the women employees such as their flexi and standard working schedules, employees’ current

workloads and job scopes etc. Thus, they do not implement Flexitime. Even so, R3 said that that the challenge

was more of the transparency between an employee and employer.

He stated that as an employer, he will assign jobs as he like therefore if the women employees find their

selves busy and have a heavy workload, they should report to him so that he is acknowledge with the situation

his employees are facing. R1 added that, in terms of rewarding the employees, it does not matter whether they

are working with standard or flexible working hours, rewards or increment is to be done based on their job

performance.

While other respondents agree that distribution of workload to employees fairly is a challenge for them,

R4 finds it not a challenge as he stated that offering flexible work schedules will increase employer ability to

ISrJ Vol. 11 - 2022, Session 2022/2023 20

recruit outstanding employees. As an employer we can develop an image as an employer of choice with family-

friendly flexible working schedules.

Trebalt (2013) discussed that when one person has been approved for flexitime, another one “has to pick

up the slack”. Based on researcher’s analysis, majority of the respondents agree that if flexitime is applied in

their firm, they would face difficulties in distributing workloads fairly to all of their employees but they did not

agree to Trebalt (2013)’s statement. Respondents did say it is a challenge to distribute the workload fairly

because there are lots of considerations that need to be made. However, one respondent highlighted another

challenge which is transparency between employer and employees regarding employees’ workload as

discussed above.

Top Management’s Burden

All respondents agree that it would burden the top management to implement a successful family-friendly

policies such as Flexitime however some of the respondents have different opinion as to why it would be such

a burden. All six respondents have similar fear by saying that if they apply Flexitime in their firms, it would not

be easy for them to control the new situation especially if their employees violate the flexitime given to them

and because of that the firm’s top management must come out with a new working system, schedule, policies,

rule and regulations etc. which is time consuming as well as triple up their current responsibilities.

Adding to that, since R3 and R6 runs a small organization, it will cause more burden for them which

towards the end they decide not to implement Flexitime as it is unsuitable for small firms. Nevertheless, R5

who runs a small organization said that with great teamwork from the top management to come out with a

proper and new working guideline, it gives a clear picture of how employees should carry out their

responsibilities despite of working flexibly and increase the employees’ productivity as well as their working

performance.

R1 emphasized that in construction field, employees are not going to stay in the office full time as there

are times where they need to leave the office for a meeting, site visit, meet the authorities and many more.

Construction work is a teamwork comprising of client, architect, engineer, quantity surveyor, contractor, and

such therefore it gives top management headaches to organize new schedules for their employees as the

employees’ availability is very important as they must always stay in touch with the other construction team.

Majority of the respondents such as R4 are in the same opinion as R1.

R1 further added that in his situation, there are only few numbers of people in the office who hold the

office’s door key. If Flexitime were to implement in their firm, and the employees decided to come to office and

go back home late since they have to fulfil the 8 hours/day work requirement, the office door key holder must

stay late at the office too. That would be unfair for the door key holder and meanwhile the top management

might have to figure out another way whether they should have pay for overtime. Hence, he still thinks that it

is not suitable to implement Flexitime for the company.

ISrJ Vol. 11 - 2022, Session 2022/2023 21

According to the literature review researcher has discussed that managers find it a struggle to implement

flexitime. The reason behind it is due to their trust issues and lack of support for the policy (McCarthy,

Cleveland, Hunter, Darcy and Grady, 2012; Regus Global Report, 2011). This is true as it is proven in the

respondents’ answers discussed above.

Table 4. Summary of Interview

Questions Asked R1 R2 R3 R4 R5 R6

Company’s current 8:30 am– 9:00 am– 9:00 am– 8:30 am– 8:15 am– 9:00 am–

working practice 5:30 pm 5:00 pm 5:00 pm 5:00 pm 5:15 pm 5:00 pm

Women employees’ Yes Yes No No Yes Yes

request for Flexitime

Challenges of Flexitime:

Construction Industry’s Agreed Agreed Agreed Not Not entirely Agreed

long working hours

Employers have no control Agreed Agreed Agreed

agreed

Not

agreed

Partially Agreed

over employees agreed agreed

Distribution of workload Agreed Partially Agreed Partially Not agreed Agreed

and reward employees agreed yet agreed

fairly

proposed

other

challenge

Top management’s Agreed Agreed Agreed Agreed Agreed Agreed

burden

Suitability of implementing Not Suitable Not Suitable Suitable Not suitable

Flexitime for professional suitable suitable

women in their company

DISCUSSION

Construction Industry’s Current Working Practice

Researcher’s first objective is to identify the construction firm current working practice to find out if flexitime

is implemented in their firm. Sheikh Ilmi & Rogbeer (2016) indicated that pursuant to Malaysian Employment

Act 1955, the average daily working hours should be eight hours with a maximum of 48 hours per week and

construction industry also apply the Malaysian standard working hours. Referring to researcher’s finding at

Table 4, all six respondents apply the standard working hours which is in accordance to the Employment Act

1955 and five of them do not implement flexitime in their company. Table 4 also have shown that majority of

women employees had request for flexible working hours.

Professional women in construction industry and other industry usually have many family obligations. This

cause those some problems that makes them unable to fully concentrate on their work if they work according

to the Malaysian standard working hours. However, they are confident that they can work more productively if

they are given the opportunity to work with flexitime. When they do not get their employer’s support to work

with flexitime, they have no choice but to quit their job. This statement can be seen through Business Insider

ISrJ Vol. 11 - 2022, Session 2022/2023 22

stated that 75% of Malaysian quit their jobs due to a lack of flexibility in work and 36% were not given any

option of flexible working arrangement (Rakin, 2018).

Nevertheless, often flexitime as well as other FWAs are unofficial, briefly or ad hocly obtained and are not

documented in a formal contract (Cooper and Baird, 2015). Previous studies have shown that informal flexitime

are often highly valued and employees access them more frequently (Hall and Atkinson, 2006; Cooper and

Baird, 2015). Similar to researcher’s finding, 16% of the respondents stated that they still allow flexitime to

their employees unofficially but only according to the convenience of their time when needed.

Employers’ Challenges of Implementing Flextime for Professional Women in

Construction Industry

Based on previous studies, Flexitime and other flexible working arrangement has been long introduced

locally and internationally however they are still not widely implemented (McDonald and Cathcart, 2015;

Skinner et al., 2014). Based on the past research conducted by several authors, researcher found that there

are four main challenges that employers may face to implement flexitime in their companies. The four

challenges are Fairness in Distribution of Workload (Kossek et al., 2015), Business Working Culture (Van

Wanrooy et al., 2013), Top Management’s Burden in Implementing Flexitime cc, and Employers Have No

Control over Employees (Downes & Koekemoer, 2011). Referring to Table 4, majority of six respondents

agreed with all four main challenges that employers may face to implement flexitime in their firms. This shows

that researcher’s findings are concurred with previous research.

From researcher’s findings, researcher found that the top challenge that were repeatedly mentioned in

previous studies is Business Working Culture. According to Van Wanrooy et al (2013), Business Working

Culture talks about how clients’ needs, and expectations are priority to most business therefore it creates

culture of availability and long working hours. Similar to researcher’s findings where four out of six respondents

agreed that Construction Industry’s Working Culture is one of the challenges to implement flexitime. This is

because this industry promotes long working hours because of the hectic deadlines and a team-oriented hence

availability of employees is crucial. However, this challenge is not the top two challenges agreed by majority

of respondents.

Based on researcher’s finding, Top Management’s Burden in Implementing Flexitime is the top challenge

as it is agreed by all the respondents. Mentioning to the literature review, it is very important to get the

managers to commit for the effective implementation of family-friendly policies such as flexible working hours

(Thompson et al., 2004; Maxwell, 2005; Lapierre et al., 2008). However, managers find it a struggle to

implement flexitime. The reason behind it is due to their trust issues and lack of support for the policy

(McCarthy, Cleveland, Hunter, Darcy and Grady, 2012; Regus Global Report, 2011). All six respondents have

similar fear by saying that if they apply Flexitime in their firms, it would not be easy for them to control the new

situation especially if their employees violate the flexitime given to them and because of that the firm’s top

ISrJ Vol. 11 - 2022, Session 2022/2023 23

management have to come out with a new working system, schedule, policies, rule and regulations etc. which

is time consuming as well as triple up their current responsibilities.

According to researcher’s observation, there is a difference of opinion between researcher’s findings with

previous studies. Michielsens et al (2014), indicated that the top challenge for employer to implement flexitime

in an organization is the business working culture while all researcher’s respondents agreed that top

management’s burden in implementing flexitime is the most challenging. This difference is due to a previous

study by Michielsens et al (2014) were focusing on four multinational service companies in London, United

Kingdom consisting of Telco and financial services and such where the availability of employees are very

crucial. Thus, it is challenging for the management to implement the suitable flexible working arrangement for

their employees due to their job scope.

While researcher is focusing on the challenges of implementing flexitime in Malaysian construction

industry where availability of employees is also important however top management’s burden in implementing

flexitime is the most challenging. This is because construction industry is a team member dependent therefore

it is a big challenge for employers to come out with new policies and working schedules, rules and regulations

and such to gather employees with different skills such as the QS, architect, client, contractor and engineer to

find a suitable working time solution.

CONCLUSION

To conclude this chapter, referring to Table 4 above, all interviewed firms’ applying standard working hours

according to the Malaysian employment act and only one company practice Flexitime that is R5. After

analysing all the interviews, researcher found that the four challenges identified are mostly agreed by majority

of the respondents and only fifty per cent (50%) of the respondents found it suitable to implement Flexitime for

their company as what have been explained in the analysis. Overall, although there are challenges that

employers may face in implementing flexitime in their firm, researcher believe flexitime still possible to be

carried by firms in construction industry. The first issue that needs to be addressed by employers is that

employers should put a trust towards their employees that their employees can produce a high-quality work

just like working according to standard working hours. Employers also need to have some empathy and

consideration towards their female employees especially if they request for flexitime. With that, employers and

employees can create a more robust productive work culture even if employees work with flexitime. Malaysia

have highly educated women, however if the trend of women quitting their job due to inflexible working hours

or lack of work-life balance continues, it will be a great loss to the industry and country.

ISrJ Vol. 11 - 2022, Session 2022/2023 24

REFERENCES

1. Workplace Flexibility 2010, Georgetown University Law Center, “Flexible Work Arrangements: A Definition and

Examples” (2006). Memos and Fact Sheets. 10. https://scholarship.law.georgetown.edu/legal/10

2. Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational Differences in Work Values:

Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing. Journal of Management, 36(5), 1117-

1142. https://doi.org/10.1177/0149206309352246

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4. Hartel, Charmine & Fujimoto, Yuka & Strybosch, Victoria & Fitzpatrick, Karen. (2006). Human resource management:

transforming theory into innovative practice

5. Rubin, A.M. (1979). Television use by children and adolescents. Human Communication Research, 5: 109-120.

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6. Shagvaliyeva. S & Yazdanifard.R.(2014), ‘ Impact of Flexible Working Hours on Work-Life Balance’, American Journal

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Employee Relations, 29(6), 554-575 (Special Issue on HRM in Indian Subcontinent). This Version is available at: doi:

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Townsend and G. Suder (Eds.), Handbook on managing managers. Cheltenham, UK: Edward Elgar.

9. Kossek, Ellen & Thompson, Rebecca & Lautsch, Brenda. (2015). Balanced Workplace Flexibility: Avoiding the Traps.

California Management Review. 57. 5-25. 10.1525/cmr.2015.57.4.5.

10. Van Wanrooy, B., Bewley, H., Bryson, A., Forth, J., Freeth, S., Stokes, L. and Wood, S. (2013),“The 2011 workplace

employment relations study first finding”, Ref: BIS/13/535, Department for Business, Innovation and Skills. Retrieved

from www.gov.uk

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in Ireland: A Multilevel Investigation of Supervisory Support and Perceived Organizational Support, The International

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Decision-makers in the Public Sector, Journal of Business Research, 23(1): 83–97

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implementing flexitime. SA Journal of Human

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FIRMS IN MALAYSIA.

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Poelmans, S., Greenhaus, J.H. and Las Heras Maestro, M. (Eds), Expanding the Boundaries of Work-Family

Research. A Vision for the Future, Palgrave MacMillan, Basingstoke, pp. 212-223.

16. Rakin.E. (2018). 75% of New Mothers in Malaysia Quit Their Jobs Due To A Lack of Work And Employers Should Be

Worried. Retrieved from http://www.businessinsider.my

17. Cooper, R., and Baird, M. (2015). "Bringing the “right to request” flexible working arrangements to life: from policies

to practices", Employee Relations, Vol. 37 No. 5, pp. 568- 581.

18. Thompson, C.A., White-Jahn, E., Kopelman, R.E. and Prottas, D.J. (2004), “Perceived organizational family support:

a longitudinal and multilevel analysis”, Journal of Managerial Issues,Vol.16No.4,pp.545-565

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management perspectives", Employee Relations, Vol. 36 No. 1, pp. 49-69. https://doi.org/10.1108/ER-06-2012-0048

ISrJ Vol. 11 - 2022, Session 2022/2023 25

The Conservation Process Involved in The Restoration of Bas-Relief and

Mural of Sultan Suleiman Royal Mosque in Klang, Malaysia

Muhammad Izuan Bin Mohd Noor, Rohimah Khoiriyah Harahap, Rohaslinda Ramele @ Ramli

Centre of Studies in Building Surveying, Faculty of Architecture, Planning and Surveying, Mara University of Technology

(UiTM)

Abstract

This research aims to identify the conservation process involved in the restoration works of bas-reliefs and murals

in the Sultan Suleiman Royal Mosque located in Klang, Selangor, Malaysia. Inductive research approach was

employed on a single case study research strategy and this cross-sectional study was conducted in November

2017. Data collection method includes semi-structured interview and document review. The result revealed three

phases of conservation process involved which are pre-conservation, during conservation and post-conservation

stages. As a conclusion, the problems encountered during the conservation process can be categorised into two,

technical and environmental factors. These issues can be overcome by allocating a clause in the contact

extension on conditions for time and provision for comprehensive documentation of the conservation process

involved for future reference.

Keywords: Heritage Mosque; conservation process; restoration; bas-relief; mural

INTRODUCTION

Most of the mosques built during the colonial period are architecturally different from the vernacular

mosques in terms of scale and proportion, form, features and building materials. Domes (either onion-shaped

or top-shaped), turrets, classical columns, pilasters, pointed arches, keystones, pediments and plastered

renderings on cornices and capitals are common features found in the colonial mosques. This is due to the

appointed British architects who had combined the Moorish influence and the classical styles to represent the

new image of mosques. Rather than a mosque, the building depicts a public building commonly built in the

17th and 18th century.

Generally, scholars and academicians categorized the architectural styles of the mosques built during the

colonization into non-traditional roof feature with influence from Mogul, European Classical and North Indian

architecture (Nasir, 1984 and Rasdi, 2007). As an example, a distinctive colonial architectural style which can

be found in Sultan Suleiman Royal Mosque in Klang, Selangor. It is probably the only mosque in Malaysia that

featured Art Deco and Neoclassical style that emulated cathedral design into the entire mosque design (Aziz,

2016). Among the design articulation elements of this mosque is the bas-relief and mural as decorations on

the wall, arches, ceilings and dome. However, through the test of time, these elements have been dilapidated

and faded. In 2012, this building was gazette as a national heritage (Aziz, 2016). For purpose of restoring

these decorative elements, an effort to conserve the bas-reliefs and murals began in March 2015 and

completed in October 2017. The project duration was 32 months which included three requests for extension

of time and the total project cost of RM 12 million (approx. USD 3 million).

Bas relief (in French) or ‘basso-relievo’ (in Italian) means low relief. It is a sculpture technique in which

figures and/or other design elements are just barely more prominent than the (overall flat) background. Bas

relief is created either by carving away material (wood, stone, ivory, jade, etc.) or adding material to the top of

ISrJ Vol. 11 - 2022, Session 2022/2023 26

an otherwise smooth surface such as strips of clay to stone (Esaak, 2017). Meanwhile, mural is a painting

applied to and made integral with the surface of a wall or ceiling. It may also include painting on fired tiles or

mosaic decoration which form part of the overall scheme of painting (Britannica).

The main purpose of this study is to determine the conservation work process involved in the restoration

of the bas-relief and mural of Sultan Suleiman Royal Mosque in Klang. Secondly, this research also revealed

the problems and issues encountered during conservation work which may be used as a guide for future

conservation works on similar decorative design elements.

LITERATURE REVIEW

Various scholars have described building conservation as the action, the management, the refurbishment

works, the restoration works, the repairing work as well as the processes involved to avoid, to prevent and to

safeguard buildings or structures from decay and if possible, restore and preserve historical monuments as

cultural heritage (Fieden, 2003; Burden, 2004; Othman, 2006; Hamsah, 2006; PERZIM, 2006). Another

popular definition of building conservation is by the Australian ICOMOS known as the Burra Charter as

displayed in Table 1.

Table 1. Definition of types of building conservation (Harun, 2010)

Conservation concepts

Explanation

Conservation

Restoration

Reconstruction

Preservation

The work of repairing the building's condition using materials is

almost as same as the first time the building was built.

Repairing works by maintaining the authenticity of the architecture

and its material to a certain time as it is suitable or as good as the

original and subsequently to the original use.

Reconstruction is done on a building that has been destroyed due

to human and environmental factors. The construction uses original

materials and techniques in their original form.

Works to ensure that a place is in its original state and prevented

from any obstruction or damage.

Fielden (2000) argues that if a building had survived at least 100 years of age, it should be given the title

of a historical building. In Malaysia, most of the buildings that had been listed as heritage buildings are built

between the year 1800 and 1900. An inventory survey on heritage buildings in Malaysia conducted by the

National Museum in 1992, estimated a total of more than 35,000 pre-war buildings inside 265 cities that had

been studied (Idid, 1995).

The conservation activities for old mosque were started around 1990’s. In those years, tourism industry

had seen as a promising economic contributor to the nation. Among the mosques that has already through for

conservation works are the Old Mosque of Jalan Batu Uban, Penang, Kampung Jenang Mosque and

ISrJ Vol. 11 - 2022, Session 2022/2023 27

Kampung Gagu Mosque in Negeri Sembilan, Old Tinggi Mosque in Bagan Serai, Perak, which are recognized

by the uniqueness of their architectural heritage.

Meanwhile, among the basic principles of conservation of a UNESCO heritage building is as follows:

1. Minimize interventions such as overhaul only the structure and fabric of the damaged historic building

while still good to be maintained in its authenticity.

2. Apply scientific research and laboratory tests to identify the content and nature of the building materials

and the degree of damage. The results of scientific studies and laboratory tests can be used as proof of

support in making any decisions on the conservation work to be done.

3. Carry out documentation activities on prior, current and post conservation work. This documentation is

very important not only as a medium in decision making but also as a record and a reference material in

the future.

METHODOLOGY

This is a full qualitative research design where the main methodology is a single case study and document

reviews. Therefore, the unit of analysis was the selected mosque building namely Sultan Suleiman Royal

Mosque in Klang, Selangor. Case study approach is employed as it enables to explore the interaction between

the significant factors about the characteristics of the phenomenon being studied, which describes the

conservation work on the bas-relief and murals carried out in Sultan Suleiman Royal Mosque. As suggested

by Yin (2014), the use of case studies in qualitative research is appropriate when the main question of the

study points to the question of how or why.

Prior to the interview, a pilot study was conducted with a respondent throughout November 2017 until

December 2017. The purpose of the pilot study was to provide researchers with an initial exposure to this

study. Pilot study will help researchers in gaining experience to manage semi-structured qualitative interviews

and consultation agreements with respondent.

This research utilizes semi-structured interviews to obtain data on conservation work processes on basrelief

and mural. The interview was conducted in two series on a single respondent who was fully involved on

the conservation process. He is a staff of the National Art Gallery who became the head of this conservation

project, and he oversaw every single process that had taken placed. The interview was then recorded using

smartphone’s recorder apps and the interview transcripts was typed out in dialogue format. Data was then

analysed using thematic analysis to categories the themes which represented the conservation process

involved.

Besides interview, data was also gathered from document review of the technical report, published booklet

as well as photographs which recorded and documented the conservation work process of the bas-relief and

mural prepared by the National Art Gallery. Content Data was then analysed using content analysis to support

and add up information forming the framework of conservation process involved. Table 2 displays the location

ISrJ Vol. 11 - 2022, Session 2022/2023 28

of bas-relief and mural that had been restored and for which this research was carried out to document the

process involved.

Table 2. The bas-relief and mural at Masjid Diraja Sultan Suleiman, Klang

Photo of the bas-relief

Location of the bas-relief in the building

Decoration of arch above car porch

Reredos in inside and outside of mosque

entrance

Mural at ring beam of dome

Ceiling cornice in main praying hall

(Trumpet shape)

Main beam, internal bean and column in

main praying hall

The luminous trough

Decoration on stilted arch

RESULT

Based on the data analysis, three stages of conservation process were involved in the restoration work of

the bas-relief and mural. They are as follows;

ISrJ Vol. 11 - 2022, Session 2022/2023 29

1. Pre-conservation stage

2. During conservation stage

3. Post conservation stage.

4. The first process which is the pre-conservation stage involved four tasks; namely:

a. Site visit and observation,

b. Comprehensive report,

c. Quotation and,

d. Mock-up and treatment proposal.

Site visits and observations are made to identify the types of damage and bas-relief conditions. In this first

process, it included colour sampling and data analysis to obtain relevant information in completing this

conservation process. Even in the report, the condition also stated about the types of damage and cause of

damage occurred. The result of the document review indicated that this mural was completely covered with

paint layer and partly with new lime and cement. The current condition of the survey was found to have

mechanical damage such as tap and hole effects. Some of the bas-reliefs also broke and disappeared. There

is also the effect of dirt from dust, dust, animal faeces, insect nests and fine fractures.

The results of the site visit and observation will be included in the comprehensive report and given to

National Heritage Department. Comprehensive report recorded all the findings in site visits and observation to

facilitate the process of conservation. National Art Gallery also provided quotation for a bas-relief and mural

conservation project and provided to National Heritage Department. The quotation helped to assume the total

cost of bas-relief and mural conservation project. The quotation of this project is made refer to the information

and data obtained during site visits.

Mock-up and treatment proposal were the process that showed and presented to all the parties involved

in this project about how the treatment will be going on. Mock-up means a simulation for the treatment process

on the murals thoroughly before the onset of the actual treatment process. Mock-up helped to convince the

parties involved in the project about the methods and techniques of treatment to be carried out. The treatment

proposal aimed at identifying and providing a guideline involving the method of conservation work to be carried

out in actual. This treatment proposal also involves the selection of materials to be used in the conservation

work. Indirectly, what can be assumed, this treatment proposal helped and facilitated conservation work when

carried out as it has been thoroughly described.

The second stage is during conservation stage, which explained on conservation works. After the process,

conservation work began in late October 2016 until April 2017. The conservation work took about 6 months.

The first stage, the preliminary stage has an interrelated relationship with this stage. All the conservation

processes to be carried out, need to refer and followed the process which already set out. The process is

called as a treatment proposal, where this process will provide guidelines on how to work in the actual way.

All methods of conservation, selection of materials and so on have been specified in the treatment proposal.

ISrJ Vol. 11 - 2022, Session 2022/2023 30

All conservation work needed to be linked and referred again in the first stage. The methods or techniques

used in this conservation project are the latest and current developments. The content analysis of the

documents revealed four processes during conservation work, namely:

1. Documentation and technical check-up,

2. Curative conservation,

3. Preventive conservation and,

4. Progress report.

The last stage is post conservation stage, where this stage elaborated on how the precaution method after

the completion of this conservation project. There are two processes in this stage:

1. Final presentation and,

2. Precaution method.

After having completed the last process of conservation work, they made a presentation about what they

had done. This presentation is dedicated to Public Works Department (JKR), parties from Palace, National

Heritage Department, Selangor Islamic Department (JAIS) and any parties involved in this conservation work.

It has been stated where they described the processes involved in the conservation work and demonstrated

the outcome of the treatment performed as well as the bas-relief and mural conditions after treatment. They

showed bas-relief and murals by visual and reality (site visit). They also explained the precaution method to

keep bas-relief and mural in the future.

The precaution method of bas-relief and mural was set after the completion of the mock up process. The

mock-up process was able to see the extent of the effectiveness of the treatment and from that precaution

method could be set. For the precaution method of bas-relief and mural, National Art Gallery recommended

to the management of the mosque about how to prevent it. This precaution method can have helped to

maintain the origin of the colour and shape of the bas-relief itself. The National Art Gallery also suggested to

the management of the mosque to report to them in the event of any problems with bus-relief and murals, such

as repeated damage or unexpected damage.

ISrJ Vol. 11 - 2022, Session 2022/2023 31

Figure 1. The process of restoration work on bas-relief and mural of Sultan Suleiman Royal Mosque.

DISCUSSIONS

The issues identified related to the restoration of bas-relief and mural of Sultan Suleiman Royal Mosque

are as follows:

1. time constraint for conservation work and,

2. lack of previous documentations.

Time constraints stressed the conservator. This is due to the immediate treatment process or the second

treatment for solving new problems in the bas-relief and murals. Sometimes, the second treatment had

somehow interfered with other conservation work, which had been set on a scheduled basis. They need to

achieve the predetermined time as had been set before the process of conservation started. To achieve that

time, they need to complete the bas-relief and mural conservation work as well as possible. However,

conservation work needs to be done with careful and much detail, so it will put pressure to the conservator.

Lack of references in form of previous documentation is among the major issues in the conservation

process as they lacked information and references of records or documents on Sultan Suleiman Royal

Mosque. This was experienced during the conservation process where the original colours of the bas-relief

ISrJ Vol. 11 - 2022, Session 2022/2023 32

were unknown due to no past record. As a result, a complete restoration of the original colours of the bas-

relief cannot be undertaken.

Figure 2. Issues encountered during conservation work on bas-relief and mural of Sultan Suleiman Royal

Mosque

CONCLUSION

In summary, the Sultan Suleiman Royal Mosque Suleiman is a unique historic building, which completed

its conservation work on 17 October 2017 and reopened on 2 November 2017. The architectural style of this

mosque differs from others which identity is evident in the design articulation of bas-relief and mural that

represent the influence of the era.

A few recommendations can be suggested for the purpose of facilitating future conservation work on basrelief

and mural in a heritage building. Based on the analysis, it is hope that information in form of a proper

documentation on the conservation work carried out can be widely and easily disseminated among the

community regardless of age, religion, and race. This documentation aims to explain the process of

conservation work and the importance of this project. Additionally, this project's documentation can tell the

public why elements in this building are preserved and conserved as well as possible. Delivery of information

to responsible parties was very important in this conservation work. Certain parties need to know what is in a

building such as decorations, paintings, or architecture of the building itself, because the objects are valuable

and have their own history. This is important because the party should know what to do if there is a problem.

To address the climatic factor, contactors involved in conservation works should be well informed and well

prepared to deal with this issue. The parties that involved in conservation work, need to prepare well the

ISrJ Vol. 11 - 2022, Session 2022/2023 33

information to solve the problem. Any action must be properly dealt with if the act involves any party. The

conservationists need to have a good relationship with certain parties, to facilitate this process. If there is a

problem in relation to the party, it will give rise to a problem, for example time delay in the conservation process.

This becomes critical if the process is slowly resolved and will interfere with other parties in completing this

conservation project.

Table 3. Recommendations to facilitate the conservation process on bas-relief and mural in heritage buildings in

Malaysia.

Problem and issues encountered during conservation

Solution and recommendation

work on bas-relief and mural

Time constraint during conservation work

1. Carrying out the conservation work due to

unforeseen circumstances. Like new

deterioration found on bas-relief and mural

2. Climate factor especially rain hinder conservation

work on external element

Lack of previous documentation

1. Lack of information color coding for bas-relief and

mural

1. Conduct comprehensive site visit and observation

in order to identify the potential deterioration

2. Make a discussion with certain parties in the

conservation project to solve problems that

suddenly happen

3. Knowledge and experience are important to

handle any conservation work

4. The information about conservation need to well

prepared to face any unpredictable issues

happen

1. To practice documentation the project for

conservation work on bas-relief and mural for

future conservation references

2. Any documentation about conservation work

need to disseminate to the public.

REFERENCES

1. Ahmad, A.G. (1999). The Architectural styles of mosques in Malaysia: from vernacular to modern structures.

2. Nasir, A.H. (1984) Masjid-masjid di Semenanjung Malaysia. Berita publishing.

3. Aziz, A.A. (2016). Masjid-Selected mosque and musollas in Malaysia. ATSA Architect Sdn Bhd

4. Burden, E. (2004). Illustrated dictionary of architectural preservation: Restoration, renovation, rehabilitation and reuse.

McGraw Hill, New York.

5. Esaak, S. (2018, Jan 21). Bas Relief. Retrieved from https://www.thoughtco.com/bas-relief-183192

6. Fielden, B.M. (2000). Conservation of Historic Buildings. Oxford: Architectural Press.

7. Fielden, B.M. (2003). “Conservation Historic Building.” Great Britain: MPG Books Ltd.

8. Hamsah, E. (2006). Pemeliharaan Kawasan Warisan – Kajian Kes Zon Pemuliharaan dan Pemugaran, Bengkel

Konservasi Monumen dan Tapak Tanah Bersejarah, 27-29 November 2006, Hotel Mahkota, Melaka.

9. Idid, S.Z.A. (1995). Pemeliharaan Warisan Rupa Bandar: Panduan mengenali Warisan Rupa Bandar berasaskan

Inventori Bangunan Warisan Malaysia. Kuala Lumpur: Badan Warisan Malaysia.

10. Rasdi, M., Tajuddin, M. (2007) Mosque architecture in Malaysia: Classification of styles and possible influence. Jurnal

Alam Bina

11. National Heritage Department (JWN) (2008). Historic Cities of The Straits of Malacca: Melaka and George Town

Towards World Heritage Listing. Kementerian Perpaduan, Kebudayaan, Kesenian dan Warisan Malaysia, Kuala

Lumpur.

12. Othman, M.I. (2006). Garispanduan Konservasi Monumen Warisan Negeri Melaka, Bengkel Konservasi Monumen

dan Tapak Tanah Bersejarah, 27-29 November 2006, Hotel Mahkota, Melaka.

13. Perbadanan Muzium Melaka (PERZIM) (2006). Pengenalan bengkel konservasi monumen dan tapak tanah

bersejarah. Perbadanan Muzium Melaka (PERZIM), Melaka.

14. Harun, S.N. (2010), Pemuliharaan Bangunan Bersejarah, Shah Alam.

ISrJ Vol. 11 - 2022, Session 2022/2023 34

Cultural Intelligence Level Among Construction Expatriates: A Comparison

of Malaysian Construction Expatriates with Expatriates from other Regions

Li Ping Yow, Fah Choy Chis, Wah Peng Lee

Universiti Tunku Abdul Rahman, Bandar Sungai Long, Cheras 43000, Kajang, Selangor, Malaysia.

ABSTRACT

Globalisation caused society to become increasingly culturally diverse, resulting in multicultural experiences

worldwide and accelerated the study of acculturation theory. It becomes exceptionally dynamic when multicultural

expatriates are formed as a temporary team to complete a construction project. Hence it is crucial to develop

culturally intelligent individuals (also known as cultural quotient; CQ). CQ is conceptualised using the Sternberg

and Detterman paradigms, which suggest four ways of hypothesising intelligence to cognitive, metacognitive,

motivational and behavioural. This study intends to determine the CQ level among the temporary project team

and to compare the CQ level of expatriates from Malaysia with expatriates from other regions. 173 construction

professionals who worked abroad responded to the questionnaire. The results suggested that among the

temporary project team, the project management team possessed higher CQ in metacognitive and motivational

aspects. Malaysian expatriates appeared to be significantly lower CQ level if compared with expatriates from

Southeast Asia, particularly in motivational and behavioural CQ. This study has value in selecting the best

candidates to fit into a multicultural project team, and necessary training can be offered based on the candidates'

different backgrounds.

Keyword: Cultural intelligence, temporary project team, international construction, construction professional,

expatriates

INTRODUCTION

Globalisation has made the world shrink, rendering internationalisation a global phenomenon for business,

where a company based in one country operates in another country (Chen, Lin and Sawangpattanakul, 2011;

Utama et al., 2019). As part of globalisation, the chance for construction companies to acquire projects across

borders has grown (Nur et al., 2018; Ye et al., 2018; Utama et al., 2019).

Global Construction Perspectives and Oxford Economics (2015) reported that the total volume of

construction would hit US$212 trillion by 2030, with an estimated 14.7% of global Gross Domestic Product

(GDP). Consequently, international construction joint ventures have been applied worldwide, mainly for mega

projects, engaging in a project with at least one partner headquartered outside the country for the short term.

Nevertheless, since different companies have various management systems and diverse cultures, it is always

challenging to manage and will be one of the determinants of project failure (Cui et al., 2019).

Standardisation in globalisation is impossible as all the international relationship requires adjustment in

culture. Culture is the fundamental element to differentiate domestic management from global management

(Calvelli and Cannavale, 2019) and can be defined as "the collective programming of the mind which

distinguishes the members of one group or category of people from another" (Hoftstede, 2001). Previous

research showed that cultural differences result in difficulty in project management because the interaction

between construction players and organisations from diverse cultures is one of the most complex issues on

the international construction project (Ofori and Toor, 2009; Santoso and Loosemore, 2013).

ISrJ Vol. 11 - 2022, Session 2022/2023 35

CULTURAL INTELLIGENCE (CQ)

It is vital to develop individuals who can adjust and work successfully in the international context due to

high failure rates in expatriation (Daher, 2019). The cultural intelligence (also known as cultural quotient; CQ)

of an expatriate is the capability to adapt to a new cultural environment, involving a person's knowledge, talent

and consciousness (Ang et al., 2007; Alexandra, 2018). CQ seems to be a raw talent by the foreigner to

perceive the unfamiliar and imprecise expressions of local citizens. An individual can be emotionally intelligent

but not capable of performing the same in other cultures (Earley and Mosakowski, 2004; Sousa, Gonçalves

and Santos, 2019). To work with colleagues from different cultures, expatriates ought to understand the

cultural differences to reach a higher achievement in the world of international business (Lane et al., 2009;

Chen, Lin and Sawangpattanakul, 2011).

Based on the contemporary theories of intelligence proposed by Sternberg and Detterman (1986), CQ

was conceptualised with cognitive, metacognitive, motivational and behavioural intelligence. CQ is different

from other intelligence types because CQ involves a diversified culture in interactions (Ang and Van Dyne,

2015; Sousa, Gonçalves and Santos, 2019). Cognitive CQ represents an individual's understanding of the

legal, economic, and social dimensions of diverse cultures and subcultures derived from life experiences and

education, making it easier for people with high cognitive CQ to identify similarities and differences across the

cultures (Ang et al., 2007; Daher, 2015; Abid et al., 2019).

Metacognitive CQ implies understanding the cultural knowledge of others and the ability to adjust when

experiencing cultural differences. People with high metacognitive CQ may change their attitudes before and

during interaction with others because they are responsive to others' cultural preferences and assumptions

(Ang and Van Dyne, 2015; Alexandra, 2018). Motivational CQ is the ability to respond to a universal

community, and highly motivated expatriates are always eager to engage with the host nationals. They always

keen on observing, understanding, and acting in a different culture and finding the correct information to link

people with different cultural backgrounds (Lin, Chen and Song, 2012; Abid et al., 2019; Sousa, Gonçalves

and Santos, 2019). Behavioural CQ offers expatriates versatility when they are in touch with foreign nationals

(Huff, Song and Gresch, 2014). People with high behavioural CQ, including proper tone and content, body

language, and facial expressions that can respond to verbal and nonverbal behaviours in different cultural

settings (Alexandra, 2018; Mahasneh, Gazo and Al-Adamat, 2019).

Cultural Intelligence Level on Temporary Project Team

Temporary organisations from different disciplines traditionally complete construction projects, and

therefore, coordination is a core competency of the team leader in temporary organisations and is extremely

dynamic (Project Management Institute, 2017). Various organisations often need numerous processes that

are interactive. Research in temporary teams is specific, which contradicts the conventional theories when

they put together multiple individuals who might have little experience working together and who need to

exchange their knowledge to carry out challenging tasks effectively. A temporary structure would happen to

the project-based industry, such as the construction industry, where companies run beyond their

ISrJ Vol. 11 - 2022, Session 2022/2023 36

organisational boundaries to accomplish a shared target (Tabassi, Abdullah and Bryde, 2018; Massaro et al.,

2020).

The construction industry is fragmented owing to the coordination and incorporation of various

organisations, including clients, consultants and contractors, to execute construction projects. The intensity

and sophistication of construction projects demand a tremendous amount of teamwork among construction

companies with multiple disciplines to ensure connectivity in a collaborative environment (Che Ibrahim et al.,

2020). Earlier literature shows that team coordination will impact team productivity and overall project success

in temporary multicultural teams. Conflict is most likely to occur and intensify as cultural gaps are presented

between temporary teams due to different backgrounds, potentially using different approaches to cope with

disputes (Tabassi, Abdullah and Bryde, 2018).

Mentally and physically prepared expatriates are vital assets for international companies. Therefore,

expatriates' employment plays a critical role in a business as companies seek workers who can sustain

themselves abroad (Remhof, Gunkel and Schlaegel, 2014). When expatriates are incapable of adjusting to

different countries, it will result in premature return despite many other causes such as misunderstandings,

distrust, ineffective management practices, administrative disputes, and denial of job transfer abroad.

Accordingly, personnel that can excel locally may be unable to attain the same achievement overseas

(Caligiuri, Tarique and Jacobs, 2009; Konanahalli et al., 2014; Akhal and Liu, 2019).

With the rising of globalisation that increases multicultural interaction at home and in the host nation, how

a temporary project team will complete a project in culturally diverse contexts is a crucial and challenging

concern. Given that, a person needs to become more multicultural to better express and act cross-culturally.

In the twenty-first century, CQ becomes a necessary skill to solve the intercultural challenges presented by

foreign job assignments (Livermore, 2009).

Cultural Intelligence Level of Malaysian Construction Expatriates

Society has become highly culturally complex with globalisation, leading to interpersonal interactions

across cultural borders and easily causing misunderstandings (Thomas and Inkson, 2004; Lima et al., 2016;

Ozer, 2019). Failure in cross-cultural interaction has often arisen where individuals are ignorant of the core

features and prejudices of their own culture. Individuals are intimidated or insecure when communicating with

others who are culturally different. They are unable to comprehend or justify the actions of those who are

culturally diverse and incapable of transferring information from one culture to another. People might find it

difficult to adjust to living and work in another culture (Thomas and Inkson, 2004).

In today's global business climate, engaging successfully through cultures is a basic necessity (Abdul

Malek and Budhwar, 2013). Multiculturalism is used to characterise any community's social features and

problems in which diverse ethnic cultures live together and intend to build a mutual life while maintaining much

of their original identity (Ibrahim, Muslim and Buang, 2011). In contrast to monocultural peers, a multicultural

ISrJ Vol. 11 - 2022, Session 2022/2023 37

person has experience discovering at least two cultures, and therefore, they are more tolerant of diverse

cultures and viewpoints. Multicultural individuals may be more competent to study another culture, which is

why culture shock may not be as severe as their monocultural peers. Their multicultural capacity may allow

them to compete in intercultural circumstances and thus to do better abroad. (Nguyen, Jefferies and Rojas,

2018).

Accordingly, one of the empirical contexts for this study was an evaluation of the differences of expatriates

from Malaysia compare with respondents from other regions. Throughout Malaysia's history, migrant groups

have come to Malaysia and have radically turned the existing homogenous society into a heterogeneous one.

From the middle of the 19th century, the influx of Chinese and Indian settlers led to drastic demographic shifts,

intensely changing the mono-ethnic indigenous population into a plural society, causing no single ethnic group

in Malaysia to have an absolute majority (Andaya and Andaya, 1982). Malaysia comprises three main ethnic

groups, i.e., Malays and indigenous people made up 69.6%, Chinese 22.6%, Indians 6.8% of the total

population (Department of Statistics Malaysia, 2020). According to the Malaysian Government website, the

indigenous peoples of Peninsular Malaysia are usually classified into three main groups, followed by the

indigenous population of Borneo Malaysia comprising 59 ethnic groups (Malaysia (Department of Information),

2016).

British colonial policies on "divide and rule" had resulted in the Malaysians have grown up in a plural

society with various religions and cultural backgrounds, using different languages as main languages due to

the presence of vernacular education (Ibrahim, Muslim and Buang, 2011). To date, no research was carried

out to investigate Malaysian cultural intelligence particularly to compare Malaysian expatriates with the

expatriates from other regions in the construction industry. Hence, this study sought to discover the answer to

whether growing up in a plural society will cultivate higher CQ or not.

METHODOLOGY

Participants and Sampling Strategy

The target respondents in this study would be professionals working abroad in the construction industry,

such as project managers, architects, engineers, etc. The questionnaire was designed with the first question

to confirm whether the respondents were working away from their country of origin. Demographic and cultural

intelligence data were collected from the questionnaire as tabulated in Table 1.

A web survey was adopted. The respondents were identified through LinkedIn, the world's largest

professional networ, using a non-probability sampling method, namely convenient sampling and snowball

sampling. The respondents' profile was analysed to justify whether they met the requirements as the target

respondent, and an invitation was sent to invite them to participate in the questionnaire. By using the LinkedIn

platform, personal messages could be sent to the respondents and able to request assistance from the

participants to forward the questionnaire to their friends or colleagues who met the target respondents' profile.

ISrJ Vol. 11 - 2022, Session 2022/2023 38

The invitation to participate in the questionnaire was also emailed to multinational construction companies,

however, no active responses from the companies were received.

Table 1. Respondents’ Demographic (N=173)

Variables Percentage Variables Percentage

Gender

Male

Female

Marital Status

Single

Married

Cohabited

Company Nature

Development

Contractor

Consultant

Age

30 years old and below

31-40 years old

41-50 years old

Above 50 years old

76.9%

23.1%

31.2%

61.3%

7.5%

12.2%

46.2%

41.6%

18.5%

46.8%

20.8%

13.9%

Birth Country Regions

Malaysia

South East Asia (Except Malaysia)

South Central, Eastern & Western Asia

and Middle East

America & Europe

Australia and Ocenia

Africa

Professions

Project management

Design Team

Cost consultant

Years of Working Experience

5 years and below

Above 5 years to 10 years



Above 20 years

36.4%

20.2%

19.7%

17.9%

1.2%

4.6%

26.0%

19.7%

54.3%

7.5%

26.0%

30.1%

11.0%

25.4%

In this study, the central limit theorem (CLT) was used to estimate the population mean. CLT states that if

the sample size is sufficiently large (n=30), the sampling distribution of the mean is approximately normally

distributed, regardless of the population distribution, and would be the same as that of the population (Evans

and Basu, 2013; Cooper and Schindler, 2014; Doane and Seward, 2016; Field, 2017). 173 valid questionnaires

were received, and the responses were tested based on their professions and respondents’ country of origin.

The temporary project team was divided into project management team (26%) inclusive of project manager,

site manager, construction manager, site supervisor, etc. However, architect and engineer would be grouped

as designer team (19.7%) and last but not least was the cost consultant team (54.3%). The respondents were

further grouped into five different (5) regions based on their birth country, namely "South East Asia," "South

Central, Eastern & Western Asia and Middle East," "America and Europe," "Australia and Oceania," and

"Africa." Since Malaysian expatriates will be used to compare with expatriates from other countries, they were

excluded from the South East Asia (SEA) region, as shown in Table 1.

Cultural Intelligence Scale (CQS)

Cultural Intelligence Scale (CQS) developed by Ang et al. (2007) was used, and this scale was validated

in previous studies (e.g., Nguyen, Jefferies and Rojas, 2018; Göl and Erkin, 2019; Kong et al., 2020). The

constructs were measured on a 7-point Likert scale, ranging from "1" (Strongly disagree) to "7" (Strongly

agree). This scale covers 20 items, including metacognitive CQ (4 items), cognitive CQ (6 items), motivational

CQ (5 items), and behavioural CQ (5 items). Sample items include "I am conscious of the cultural knowledge

I apply to cross-cultural interactions" and "I vary the rate of my speaking when a cross-cultural situation

ISrJ Vol. 11 - 2022, Session 2022/2023 39

requires it". Metacognitive CQ, cognitive CQ, motivational CQ and behavioural CQ will be added up into sub-

total and finally added up as an overall CQ score. A higher score indicated a higher CQ.

Reliability and Validity Analysis

A reliability test was carried out to compute Cronbach's alpha to assess twenty (20) constructs' internal

consistency. Table 2 showed that the alpha for metacognitive formed by four (4) items was .931, which

indicated that the construct was excellent in internal consistency reliability. Similarly, the alpha for the cognitive

scale (.918), motivational scale (.945) and behavioural scale (.926) also indicated excellent internal

consistency. The alpha included all twenty (20) items showed excellent internal consistency (.957),

representing that all items deserved to be retained, leading to a decrease in the alpha if deleted.

Table 2. Reliability Statistics on CQ

CQ Cronbach's Alpha N of items

Metacognitive 0.931 4

Cognitive 0.918 6

Motivational 0.945 5

Behavioral 0.926 5

Total CQ items 0.957 20

Confirmatory Factor Analysis (CFA) was conducted to investigate the construct validity of the CQS as

shown in Figure 1. In CFA, chi-square statistics are used as one of the indicators for goodness-of-fit. The

biggest issue with the use of chi-square statistics is that with large samples, even with a slight variance of the

data from the model being evaluated, there would be a substantial change in the chi-square value. In this

study, the chi-square, χ2(164, N=173) = 358.955, p= .000 suggested that the model was not consistent with

the observed data. However, since chi-square is sensitive to sample size and non-normality data, it was more

suitable to conclude other indices of fit. Hence, the root-mean-squared error of approximation (RMSEA) value

was used to measure fit. If the RMSEA value is less than .05 considered a close-fit, .05-.08 is a good model

.08 to .10 considered an acceptable range. If the RMSEA value is more than 0.10 it would be a poor fit model.

Comparative fit index (CFI) is an index that falls between 0 and 1, with values greater than 0.90 considered to

be indicators of a good fitting model (Kline, 2015). Goodness-of-fit related to this 20-items model of the CQS

(CFI = .941; RMSEA = .083) exhibited an acceptable good fit to the data. CFA model of the 20-items CQS was

shown in Figure 1. The loading factors were all more than .70 except COG2, indicating that all four factors had

a strong correlation and worked well together.

ISrJ Vol. 11 - 2022, Session 2022/2023 40

Figure 1. Confirmatory Factor Analysis (CFA) Model for CQS

Data Analysis Methods

Twenty (20) items of CQ constructs and total CQ scores would be reported using descriptive statistics and

inferential statistics to identify any significant differences between the independent variables. Since ordinal

scales was used to rank the CQ constructs, hence the appropriate measure of central tendency employed in

this study would be the median as less affected by extreme data and skewed data. Non-parametric tests do

not specify normally distributed populations or equality of variance and are used to test hypotheses with

nominal and ordinal data (Cooper and Schindler, 2014). Hence in this study, Mann-Whitney U test was

conducted to compare differences in CQ level between Malaysia expatriates with respondents from other

region and Kruskal Wallis test were used to report the results of the CQ level based on their professions.

Hypotheses Development

Regardless of many studies on CQ previously, the research relating to the temporary project teams tends

to be relatively inadequate, despite several studies on CQ in recent years. Temporary project teams' study

was always challenging the conventional theories when the diversified discipline of professionals was

assembled to complete a project. Hence this study would like to survey the CQ level in the multicultural

ISrJ Vol. 11 - 2022, Session 2022/2023 41

temporary project teams to justify their CQ level. The expatriates were grouped into three categories, including

project management team, designer team, and cost consultant team. The CQ level assumed to be the same

across professionals in the construction industry and hence the hypothesis formulated for this part of the study

as below:

Hypothesis 1: The project management team, design team, and cost consultant team have the same

cultural intelligence level.

Many previous studies focused on using respondents from the same country to assess CQ, whereas this

research has the benefit of using respondents from different countries that could be used as a reflection on

being part of a multicultural project team. Considering that Malaysia is a multi-ethnic, multi-cultural, and

multilingual society with no single ethnic group to have an absolute majority. The citizens in Malaysia are from

different religions and cultural background, speak in different native languages due to the influx of Chinese

and Indian migrants, therefore it is expected that Malaysian expatriates will be more settled in with people from

different cultures. Therefore, the CQ level of Malaysian expatriates was believed to be higher and thus the

hypothesis formulated as below for this part of the analysis:

Hypothesis 2: Malaysian expatriates have a higher level of cultural intelligence compare to expatriates

from other regions.

ANALYSIS AND DISCUSSION

Impact of Professions Towards Cultural Intelligence

Study on temporary project teams is classified as different from traditional theories. Since a temporary

team typically in charge of completing construction projects, therefore this study tends to find out the CQ level

of various expatriates in the construction industry. It was assumed that the CQ level was the same across the

professions in the construction industry and hence, hypothesis 1 was developed. However, after conducted

the inferential tests, it was noted that there was a significant difference in metacognitive and motivational CQ

among the professionals.

Overall, the average CQ score among the respondents was 106.17 with the professionals from project

management scored highest in total CQ score (avg = 108.38) followed by cost consultants (avg = 107.86),

and the least would be the engineer and architect (avg = 98.56) as shown in Table 3. However, no proof of

significant difference was shown in the Kruskal Wallis test in their overall CQ level. Based on Table 4,

metacognitive CQ (p=.012) and motivational CQ (p=.014) were significantly different among the three

professions. Generally, the designer team had the lowest mean rank compared with the project management

team and cost consultant team.

ISrJ Vol. 11 - 2022, Session 2022/2023 42

Table 3. Average Score on CQ Based on Professions (N=173)

Cultural Intelligence

Project Management

Cost Consultant

Designer Team

Team

Team

Total

Total Metacognitive 23.24 20.38 22.67 22.37

Total Cognitive 29.49 28.06 30.90 29.98

Total Motivational 29.42 25.68 28.40 28.13

Total Behavioural 26.22 24.44 25.88 25.69

Total CQ score 108.38 98.56 107.86 106.17

Table 4. Inferential Statistics on CQ Level Based on Professions (N=173)

Cultural Intelligence Mean Rank Asymp. Sig. (2-tailed)

Project Designer Cost Consultant Kruskal Median

Management Team (N=34) Team (N=94) Wallis Test Test

Team (N=45)

Metacognitive (MC1) 98.38 69.63 87.84 0.024* 0.047*

Metacognitive (MC2) 99.18 64.49 89.31 0.003** 0.093

Metacognitive (MC3) 96.02 69.76 88.91 0.041* 0.286

Metacognitive (MC4) 98.88 80.34 83.72 0.136 0.084

Total Metacognitive 102.02 68.72 86.42 0.012* 0.014*

Cognitive (COG1) 93.78 75.60 87.88 0.244 0.395

Cognitive (COG2) 73.47 81.22 95.57 0.032* 0.472

Cognitive (COG3) 90.72 72.28 90.54 0.133 0.130

Cognitive (COG4) 91.58 81.22 86.90 0.643 0.709

Cognitive (COG5) 87.36 76.50 90.63 0.341 0.790

Cognitive (COG6) 84.00 72.62 93.64 0.084 0.357

Total Cognitive 84.94 76.97 91.61 0.325 0.674

Motivational (MOT1) 99.43 73.84 85.81 0.057 0.106

Motivational (MOT2) 96.36 69.87 88.72 0.044* 0.185

Motivational (MOT3) 103.09 62.04 88.32 0.000** 0.017*

Motivational (MOT4) 94.90 76.99 86.84 0.259 0.352

Motivational (MOT5) 99.62 67.26 88.10 0.010** 0.276

Total Motivational 102.11 69.16 86.22 0.014* 0.044*

Behavioural (BEH1) 91.71 79.35 87.51 0.519 0.033*

Behavioural (BEH2) 93.21 75.63 88.14 0.258 0.400

Behavioural (BEH3) 98.13 81.29 83.73 0.182 0.391

Behavioural (BEH4) 95.51 77.93 86.21 0.266 0.605

Behavioural (BEH5) 89.89 84.49 86.53 0.879 0.553

Total behavioural 95.44 80.49 85.31 0.369 0.345

Total CQ 94.90 73.88 87.96 0.175 0.311

Notes: Cultural intelligence details refer to Appendix I,

*significant level at 0.05, **significant level at 0.01

If referring to pairwise comparisons in Table 5, the project management team was having a significantly

higher degree of metacognitive CQ compared to the designer team in the consciousness of the cultural

knowledge when applying to cross-cultural interactions (MC3. P=.041) while interacting with people with

different cultural backgrounds (MC1, p=.020). Both the project management team (p=.003) and cost consultant

team (p=.022) able to adjust their cultural knowledge as interacting with people from an unfamiliar culture

ISrJ Vol. 11 - 2022, Session 2022/2023 43

(MC2) if compared to the designer team. The median test result as shown in Table 4 indicated that the

metacognitive CQ of architects and engineers were significantly lower than expatriates from other professions

(p=.014) especially in MC1 (p=.047).

Another facet in CQ that showed a significant difference among the professionals was motivational CQ

(p=.014) where the designer team and cost consultant team scored lower than the median in general (p=.044)

as per Table 4. The result was similar to metacognitive CQ as the project management team scored higher in

mean rank in motivational CQ followed by the cost consultant team and the designer team. The inferential test

was carried out and found out that MOT2 (p= .044), MOT3 (P=.000), and MOT5 (p=.010) showed a significant

difference among the three groups of professional. A pairwise comparison was used to find out which pair had

different motivational CQ scores. Table 5 showed that the designer team was not confident to socialise with

locals unfamiliar to them (MOT2) and not confident that they can get accustomed to the shopping conditions

in a different culture (MOT5) compared to the project management team. The designer team was not sure that

they could deal with the stresses of adjusting to a new culture (MOT3) compared with the rest of their team

members.

Table 5. Significant Result in Pairwise Comparisons Based on Professions

Asymp. Sig. (2-tailed)

Group 1 Group 2 Group 3

Metacognitive (MC1) 0.020 - -

Metacognitive (MC2) 0.003 0.022 -

Metacognitive (MC3) 0.041

Total Metacognitive 0.009 - -

Cognitive (COG2) - - 0.036

Motivational (MOT2) 0.043 - -

Motivational (MOT3) 0.000 0.014 -

Motivational (MOT5) 0.007 - -

Total Motivational 0.011 - -

Notes: Group 1 - Design team with project management team, Group 2 = Design team with cost consultant team,

Group 3 = Project management team with cost consultant team, Cultural intelligence details refer to Appendix I

The construction industry is unique because many different disciplinary parties take part in the construction

process at different stages and multiply ways. Specialists from various organisations gathered together to

complete different subtasks on an ad hoc basis and disbanded when completed. The team members are

differentiated from their original organisations and to their professions (Ofori, 1990; Wu et al., 2017). The

temporary structure in a project caused complexity in leadership and management (Tabassi, Abdullah and

Bryde, 2018). The project management team is to integrate them and coordinate their works, and therefore

they are classified under empowering leaders because the power is shared with subordinates (Martin, 2013).

If referring to the research carried by Solomon and Steyn (2017), indicating that empowering leaders appeared

to possess better metacognitive and motivational CQ facets. Metacognitive CQ was reflected as the ability of

a leader to strategize in a cross-cultural environment, enabling them to discover interfaces of different cultures

and the belief of their own culture. However, motivational CQ assists a leader in engaging in a new different

ISrJ Vol. 11 - 2022, Session 2022/2023 44

cultural environment and this was in line with the findings. In contrast, the management team showed a much

higher mean rank in both facets, as shown in Table 4, and significantly different from the designer team in the

inferential statistics.

Overall, cognitive CQ was not significantly different among professionals. Still, the mean rank for quantity

surveyor was the highest, followed by the project management team and the lowest mean rank remained with

the designer team. Nevertheless, in the knowledge on the rules of other languages (COG2), the project

management team surprisingly scored the lowest, and this item was the weakest among twenty elements

scored by the project management team. It showed significant differences between the project management

team and the cost consultant team (p=.036) in a pairwise comparison. The cognitive CQ of the management

team was found to be lowest among themselves as based on findings by other researchers, this CQ can be

destructive to the leaders if they were incompetent to merge their knowledge into different CQ facets (Solomon

and Steyn, 2017).

All three professional groups also did not have significant differences in behavioural CQ due to the design

team managed to get the highest mean rank in this facet. Only the project management team's behaviour in

adjusting the accent and tone during verbal communication (BEH1) showed a significant difference in an

independent median test (p=.033) with the architect, engineer and quantity surveyor as other teams scored

lower than the grand median. Leaders who can communicate competently with team members lead to better

performance and effectiveness. Leaders always need to be sensitive and receptive to their team members'

desires from different cultural backgrounds. Therefore, as management personnel in a multicultural project

team, high behavioural CQ plays an essential role in developing the goal (Hu, Wu and Gu, 2019). In the

findings, behavioural CQ of the project management team had the highest mean rank among other groups.

Comparison Between Malaysian Expatriates with Expatriates from Other Regions

It has been believed that Malaysian expatriates have a higher degree of CQ compared to expatriates from

other countries by referring to hypothesis 2. Comparing the CQ level between Malaysian expatriates and

expatriates from different regions in the construction industry was conducted using the Mann-Whitney U test.

Out of 173 respondents, eight (8) respondents from Africa and two (2) respondents from Australia & Oceania

will be excluded from the analysis due to the CLT applied.

A descriptive test was conducted to find out the average CQ scores based on respondents’ birth country.

On average, the result was contradicted with the hypothesis when Malaysian (avg=105.79) had the secondlowest

of CQ score. Expatriates from other SEA countries (avg=108.80) had the highest CQ level followed by

expatriates from America and Europe countries (avg=107.55). Expatriates from South Central, Eastern,

Western Asia and Middle East (avg=101.50) had the lowest CQ score on average. Table 6 showed that

expatriates from America and Europe possessed the highest metacognitive CQ. In cognitive CQ, Malaysian

and expatriates from other SEA countries were among the highest as they had a similar score. In motivational

ISrJ Vol. 11 - 2022, Session 2022/2023 45

CQ and behavioural CQ, expatriates from SEA, America, and Europe scored higher than others. It indicated

that even though Malaysia is well known for its multicultural society, it does not help them to cultivate the CQ.

Table 6. Average Score on CQ Based on Birth Countries Regions (N= 163)

Cultural Intelligence Malaysia

(N=63)

South East Asia

(Exclude Malaysia)

(N=35)

South Central,

Eastern & Western

Asia and Middle East

(N=34)

America &

Europe

(N=31)

Total Metacognitive 22.63 22.51 20.74 23.26

Total Cognitive 30.60 30.86 28.88 29.19

Total Motivational 27.62 28.63 27.26 28.65

Total Behavioural 24.94 26.80 24.62 26.45

Total CQ score 105.79 108.80 101.50 107.55

Mann-Whitney U test was conducted to compare Malaysian with other expatriates based on the regions

grouping and the result was shown in Table 7. Surprisingly, the overall CQ level of Malaysian expatriates

differed significantly from expatriates in other SEA countries (p=.004). Total motivational CQ (p=.002) and

behavioural CQ (p=.003) were found to be significantly different between Malaysian expatriates with SEA

expatriates. However, no significant differences were found when Malaysian were associated with expatriates

from South Central Asia, Eastern Asia, Western Asia, Middle East, America and Europe.

According to the mean rank showed in Table 8, it was apparent that Malaysian expatriates were less enjoy

when interacting with people from different cultures (MOT1, p=.008). They were also less confident to socialise

with locals in a culture that is unfamiliar (MOT2, p=.023) and dealing with the stresses of adjusting to a culture

that is new to them (MOT3, p=.027). Even in adapting to the shopping conditions in a different culture (MOT5,

p=.038), Malaysian expatriates also were found significantly lower confidence in adapting when compared to

expatriates from other SEA countries. Malaysian expatriates were also observed to have a substantially lower

ability to pause and silence differently (BEH2, p=.002), vary their rate of speaking (BEH3, p=.014), change

their nonverbal behaviour (BEH4, p=.021) and alter their facial expressions when a cross-cultural interaction

required it (BEH5, p=.004) if compared with SEA expatriates. Medians between Malaysian expatriates and

expatriates from other SEA region are not equal on the CQ level (p=.011), especially in motivational CQ

(p=.000) and behavioural CQ (p=.003). The majority of the expatriates from Malaysia were having a lower CQ

score than the median. It was proved that growing up in a multicultural society did not help much to cultivate

the CQ level of the expatriates.

Table 7. Inferential Statistics on CQ Level Between Malaysian and Expatriates from Other Regions (N=163)

South East Asia

(Except Malaysia)

(N=35)

South Central, Eastern &

Western Asia and Middle

East (N=34)

America & Europe (N=31)

Cultural Intelligence Mann- Median Mann- Median Mann- Median

Whitney U

Whitney U

Whitney U

Test

Test

Test

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46

Metacognitive (MC1) 0.352 0.503 0.659 0.465 0.068 0.021*

Metacognitive (MC2) 0.480 0.176 0.609 0.465 0.124 0.099

Metacognitive (MC3) 0.416 0.594 0.528 0.556 0.482 0.126

Metacognitive (MC4) 0.079 0.294 0.768 0.270 0.445 0.017*

Total Metacognitive 0.295 0.887 0.452 0.943 0.249 0.263

Cognitive (COG1) 0.142 0.136 0.740 0.427 0.459 0.379

Cognitive (COG2) 0.935 0.763 0.251 0.806 0.001** 0.096

Cognitive (COG3) 0.276 0.154 0.460 0.800 0.632 0.913

Cognitive (COG4) 0.069 0.062 0.284 0.047* 0.406 0.367

Cognitive (COG5) 0.197 0.056 0.956 0.252 0.396 0.425

Cognitive (COG6) 0.564 0.427 0.333 0.937 0.076 0.525

Total Cognitive 0.130 0.078 0.943 0.388 0.312 0.764

Motivational (MOT1) 0.008** 0.304 0.195 0.156 0.127 0.175

Motivational (MOT2) 0.023* 0.560 0.540 0.515 0.849 0.611


Motivational (MOT4) 0.136 0.929 0.495 0.465 0.130 0.194


Total Motivational 0.002** 0.000** 0.302 0.081 0.122 0.028*

Behavioural (BEH1) 0.067 0.024* 0.536 0.298 0.133 0.144

Behavioural (BEH2) 0.002** 0.000** 0.358 0.087 0.264 0.229

Behavioural (BEH3) 0.014* 0.206 0.635 0.924 0.109 0.243

Behavioural (BEH4) 0.021* 0.016* 0.872 0.719 0.046* 0.107

Behavioural (BEH5) 0.004** 0.003** 0.798 0.561 0.417 0.367

Total Behavioural 0.003** 0.003** 0.579 0.558 0.197 0.307

Total CQ 0.004** 0.011* 0.711 0.991 0.459 0.661


*significant level at 0.05, **significant level at 0.01

When associating the mean rank of the knowledge of the rules such as vocabulary and grammar of other

languages (COG2), expatriates from Malaysia scored the highest mean rank and found to be significantly

higher than expatriates from America and Europe (p=.001). Malaysian expatriates (mean rank = 53.75)

appeared to have a considerable understanding of other languages' rules than American and European

expatriates (mean rank = 34.79), perhaps due to their growing up in a multilingual society. However, in terms

of their ability to change their non-verbal behaviour (BEH4) when compared to expatriates from America and

Europe (mean rank = 55.18), Malaysian expatriates were far less ready to adapt their non-verbal behaviour in

the host country (mean rank = 43.72) (p=.046). No significant differences were found when comparing

Malaysian expatriates with the expatriates from South Central, Eastern & Western Asia and Middle East.

Table 8. Mean rank on CQ level between Malaysian expatriates with expatriates from other South East Asia

countries (N=98)

Mean Rank

Malaysia South East Asia (Except Malaysia) Asymp. Sig. (2-tailed)

Motivational (MOT1) 44.09 59.24 0.008**

Motivational (MOT2) 44.95 57.69 0.023*



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47

Total Motivational 42.94 61.31 0.002**

Behavioural (BEH2) 43.33 60.60 0.002**

Behavioural (BEH3) 44.58 58.36 0.014*

Behavioural (BEH4) 44.81 57.94 0.021*

Behavioural (BEH5) 43.55 60.21 0.004**

Total Behavioural 43.28 60.70 0.003**

Total CQ score 43.31 60.64 0.004**


*Significant level at 0.05, **significant level at 0.01

CONCLUSION AND IMPLICATIONS

Conclusion

Expatriation is never easy, especially when expatriates are challenged by the multicultural environment

and temporary working partners. Hence an expatriate who has a higher CQ would be easier to adjust

themselves to a host country. This research aimed to study the level of CQ in a temporary project team and

to compare Malaysian expatriates with expatriates from other regions.

In a temporary project team, the project management team was cultural intelligently from metacognitive

and motivational aspects when compared with designer and cost consultants, which somehow rejected

hypothesis 1. Due to the feature of a construction project, the project management team has to communicate

with other people from multiple disciplines, hence it was vital for them to be confident that they could socialise

with locals in an unfamiliar culture and deal with the stress of adjusting to a new culture compared to other

team members.

Malaysian expatriates were used to be compared with the expatriates from other regions to determine

whether growing up in a multi-ethnic, multicultural and multilingual society will cultivate higher CQ however,

the results failed to prove hypothesis 2. Malaysian expatriates appeared to be second lowest in the CQ score,

and surprisingly, their CQ level differed significantly from expatriates from other SEA countries, particularly in

terms of motivational and behavioural CQ.

Preliminary Implications For Future Research

This study provides preliminary implications for future research. Hopefully, an in-depth investigation can

be carried out to help the human resource practitioner better select the finest candidates to be assigned abroad

and develop a training guideline to prepare their project team. Human resource professionals may consider

putting more efforts into architects and engineers if they are placed in the international context. Malaysian

expatriates appeared to have lower motivational and behavioural CQ if compared to other SEA expatriates,

and therefore appropriate training for Malaysian expatriates on motivational and behavioural CQ could be

provided. By assessing the effects of expatriates' backgrounds and professional disciplines, multinational

corporations will minimise the risk of premature return.

ISrJ Vol. 11 - 2022, Session 2022/2023 48

Limitation and Future Research

This research contributes preliminary ideas to the recruitment of construction professionals in a

multicultural temporary project team. However, numerous limitations still worth discussion. First, the

generalisation of results to the entire population could be limited as this study was based on a sample of

convenience. However, since the target respondents were randomly accessed from the internet, it had

reflected a wide diversity and therefore mitigated the generalisation issues to some extent. Besides, those

individuals who visited the internet were not representative of most of the target markets. However, expatriates

needed to get in touch with family members in their home country or look for jobs globally using the internet.

Many of these samples were now close to the target markets.

Second, this study only considered the effects of professional disciplines on the CQ level, other variables

such as age, previous international experience, the cultural difference between home and host country etc.,

were not included in the study. Therefore, future research opportunities exist to include these variables in

determining the effect on the CQ level. Third, this study focused on the comparison of the CQ level between

Malaysian expatriates with expatriates from other regions. Notwithstanding these limitations, the conclusions

of this study provide preliminary insights into the selection of multicultural temporary project team members to

reduce the risk of expatriation failure.

APPENDIX

The Cultural Intelligence Scale (CQS) (Ang et al., 2007)

Metacognitive CQ

MC1 I am conscious of the cultural knowledge I use when interacting with people with different

cultural backgrounds.

MC2 I adjust my cultural knowledge as I interact with people from a culture that is unfamiliar to me.

MC3 I am conscious of the cultural knowledge I apply to cross-cultural interactions.

MC4 I check the accuracy of my cultural knowledge as I interact with people from different cultures.

Cognitive CQ

COG1 I know the legal and economic systems of other cultures.

COG2 I know the rules (e.g., vocabulary, grammar) of other languages.

COG3 I know the cultural values and religious beliefs of other cultures.

COG4 I know the marriage systems of other cultures.

COG5 I know the arts and crafts of other cultures.

COG6 I know the rules for expressing nonverbal behaviours in other cultures.

Motivational CQ

MOT1 I enjoy interacting with people from different cultures.

MOT2 I am confident that I can socialise with locals in a culture that is unfamiliar to me.

MOT3 I am sure I can deal with the stresses of adjusting to a culture that is new to me.

ISrJ Vol. 11 - 2022, Session 2022/2023 49

MOT4 I enjoy living in cultures that are unfamiliar to me.

MOT5 I am confident that I can get accustomed to the shopping conditions in a different culture.

Behavioural CQ

BEH1 I change my verbal behaviour (e.g., accent, tone) when a cross-cultural interaction requires

it.

BEH2 I use pause and silence differently to suit different cross-cultural situations.

BEH3 I vary the rate of my speaking when a cross-cultural situation requires it.

BEH4 I change my nonverbal behaviour when a cross-cultural situation requires it.

BEH5 I alter my facial expressions when a cross-cultural interaction requires it.

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ISrJ Vol. 11 - 2022, Session 2022/2023 52

Examining the Application of Construction Industry Payment and

Adjudication Act 2012 (CIPAA) in Sarawak from Contractors’ Perspective

Chu Sheng Ding 1 , Yu Ming Chong 1 , Josephine Aih Teo 2 , Hafez Salleh 3

1 Quantity Surveying Department, Faculty of Built Environment, University of Technology Sarawak, 96000 Sibu, Sarawak,

Malaysia.

2 Quantity Surveying Department, Kolej Laila Taib, 96000 Sibu, Sarawak, Malaysia.

3 Centre for Building, Construction & Tropical (BuCTA), Faculty of Built Environment, University of Malaya, 50603 Kuala

Lumpur, Malaysia.

Abstract

The Construction Industry Payment and Adjudication Act 2012 (CIPAA) was enacted by the Malaysian

Government to give assistance to unpaid parties to resolve payment disputes. Adjudication is a simpler, cheaper

and faster dispute resolution alternative compared to arbitration. The CIPAA Conference Report 2018 shows that

Sarawak state had low number of applicants in applying this Act compared to Sabah and West Malaysia. This

indicated that there is a need to investigate the barrier to CIPAA application in Sarawak. In addition, the literature

review also revealed that there is limited research to study the application of CIPAA in Sarawak. Against this

background, semi-structured interviews with six contractors were conducted to study their perceptions on the

application of CIPAA as well as to identify the benefits of and barriers to applying this Act. Content analysis had

been conducted to analyze the information obtained. The findings showed that most of the respondents opined

that CIPAA can solve payment disputes efficiently and effectively. The benefits of applying CIPAA include easy

& economical to use and fast mechanism in resolving payment matters whereas the barriers to CIPAA application

include unfamiliar with this Act, fear to create adversarial relationships with employers, and the prevalence of

negotiation method in solving payment disputes. It is anticipated that the research findings would raise awareness

of the contractors in Sarawak to consider CIPAA as one of the dispute resolution alternatives when payment

matters arise. Identifying barriers to CIPAA application allows practical solutions to be adopted to overcome them

so that payment disputes can be resolved more effectively.

Keywords: Construction Industry Payment and Adjudication Act 2012 (CIPAA), Benefits, Barriers

INTRODUCTION

Late and non- payment issues faced by main contractors and subcontractors are common in the

construction industry (Mohamad, Suman, Harun, & Hashim, 2018; Yussof, Zaini, Ibrahim, and Abdullah, 2020).

Without smooth cash flow, contractors may delay the works progress or are unable to complete the works.

This becomes a serious matter when the contractors suspended their works causing disputes to occur (Judi,

& Rashid, 2010; Azman, Natasha, Hamid & Khuan, 2014). Due to the occurrence of numerous arguments

related to payment matter, CIPAA (Act 746) had been enacted in 2012 (Rajoo, 2017). This Act which was

enforced on 15th April 2014 aims to provide a simple, economical and fast mechanism in resolving payment

matters in the construction industry. There are a few research related to CIPAA since its introduction. However,

there are limited research on the application of CIPAA in Sarawak from contractors’ perspective. In order to

bridge the gap in the literature, semi-structured interviews with six contractors in Sarawak were conducted to

study their perceptions on the application of CIPAA as well as to identify the benefits of and barriers to applying

this Act.

RESEARCH BACKGROUND

Cash flow is the life blood of every contractor. It is especially important for small contractors. In order to

ensure prompt payment in the construction industry, a number of Acts related to security of payment had being

introduced in different countries. In year 1996, United Kingdom introduced an act called Housing Grants,

Construction and Regeneration Act (HGCRA) in order to solve the payment matters (Development Bureau,

ISrJ Vol. 11 - 2022, Session 2022/2023 53

2016). In Australia, a few Acts related to security of payment were also being introduced as presented in Table

1.

Table 1. Similar Acts practiced in Australia areas (Din & Ismail, 2014; Cecilia, 2016; Fiocco; 2018)

State

Act

New South Wales Building and Construction Industry Security of Payment Act 1999

Victoria Building and Construction Industry Security of Payment Act 2002

Western Australia Construction Contracts Act 2004

Queensland Building Construction Industry Payment Act 2004

Northern Territory Construction Contracts (Security of Payments) Act 2004

Australian Capital Territory Building and Construction Industry (Security of Payment) Act 2009

South Australia Building and Construction Industry Security of Payment Act 2009

Tasmania Building and Construction Industry Security of Payment Act 2009

In Year 2002, New Zealand government enacted Construction Contract Act 2002 to accelerate the

progressive payment. Subsequently, Building and Construction Industry Security of Payment Act 2004 had

been enforced by the Singapore Parliament to smoothen the cash flow (Din & Ismail, 2014; Development

Bureau, 2016).

In Year 2015, Hong Kong government planned to enact a similar act named Security of Payment

Legislation (SOPL) and published a consultation document to consult the public on the proposed legislation

(Development Bureau, 2016). In Canada, Federal Prompt Payment for Construction Work Act (2019) was

introduced to set up a system for adjudicating payment matters (Minister of Justice, 2020).

In Malaysia, CIPAA was enacted on 22nd June 2012 to solve the payment disputes in the construction

industry. This Act came into force on 15th April 2014 and the adjudication cases were administered by Kuala

Lumpur Regional Centre for Arbitration (KLRCA). KLRCA had been officially renamed as Asian International

Arbitration Centre (AIAC) on 28th February 2018 (Rajoo, 2017; Asian International Arbitration Centre (AIAC),

2018).

LITERATURE REVIEW

Previous research on CIPAA & the gap in the literature

Since the introduction of CIPAA, there are a few research related to this act being conducted. In year

2014, a research was conducted by Din and Ismail (2014) when CIPAA was still a brand-new Act and the

awareness of the contractors on this Act were still low. Nonetheless, the research found that most of the

contractors believed that CIPAA would provide legal remedy to non-payment matters in the construction

industry.

According to Yap (2015), contractors are benefiters to enjoy the benefits of the application of CIPAA.

However, Yap (2015) found that even the senior experienced contractors lack of understanding of the use of

CIPAA. Thereafter, a research had been conducted by Yat (2016) to study the benefits of applying CIPAA. He

found that the most significant benefits were lower cost, speedy process, and the ability to revise under-valued

ISrJ Vol. 11 - 2022, Session 2022/2023 54

claims. In year 2018, Nasir, Ismail and Ng (2018) did a comparative analysis on construction adjudication

system of Hong Kong, Australia and Singapore with the aim to identify possible measures that could be

undertaken to enhance the effectiveness of CIPAA. They discovered that the security of payment legislations

in UK and NSW Australia were reviewed after 10 years of implementation. Therefore, they concluded that it

was still too early to judge the effectiveness of CIPAA in Malaysia.

Tay & Kong (2018) had studied the effectiveness of CIPAA in remedying payment issues from the

subcontractors’ perspective. The result showed that majority of the subcontractors agreed that CIPAA was an

effective remedy to resolve payment matters. Apart from that, Wee (2018) did a survey to identify the level of

understanding of CIPAA among the sub-contractors. The results showed that the subcontractors’

understanding of CIPAA needed further improvement.

In Sarawak, Hadi, Othman and Nadi (2018) had conducted a research to examine the perception of subcontractors

on the importance of CIPAA application in solving the payment matters in Kuching. Hadi et al

(2018) found that there were lack of awareness of CIPAA among the sub-contractors in Kuching. However,

the subcontractors opined that CIPAA was important in terms of easing the cash flow of contractors, ensuring

the confidentiality of parties in dispute, and promoting integrity and professionalism among construction

parties. A more recent research was conducted by Tay (2019) to examine the barriers to CIPAA application

from the consultants’ perspective. She found that negotiation and arbitration were still commonly adopted to

solve payment issues. In the same year, Hassan, Kamil and Ejau (2019) also studied the valid ground for

challenging the adjudication decisions in the court. After conducting case law analysis, they concluded that

the valid grounds for challenging an adjudication decision include excess of jurisdiction, breach of natural

justice, no known written contract between the parties, and the adjudicator’s competency is in question.

Similarly, Mazani, Sahab and Ismail (2019) also reviewed previous adjudication cases and found that the most

common reasons to refer adjudication decisions to the court were excess of jurisdiction, denial of natural

justice, and seek for the enforcement of adjudication decisions as judgments. Besides, Munaaim (2019)

reviewed the statutory adjudication in Malaysia and reported that there was a steady growth in the number of

adjudication cases and the Malaysian adjudication system was working well.

The total registered matters that had applied CIPAA from year 2014 to 2018 were presented in the CIPAA

Conference Report 2018 (Table 2). As shown in Table 2, there were 1,465 registered matters in West

Malaysia, 78 registered matters in Sabah and 56 registered matters in Sarawak. Sarawak has the lowest

number of registered cases compared to Sabah and West Malaysia. The AIAC annual report 2019 and 2020

(AIAC, 2021) also revealed that the implementation of CIPAA in Sarawak is on the lower side if compared to

other states in Malaysia. Out of 816 registered cases in 2019, only 31 cases (3.8%) were located in Sarawak.

In addition, out of 537 registered cases in 2020, only 14 cases (2.6%) were located in Sarawak (AIAC, 2021).

ISrJ Vol. 11 - 2022, Session 2022/2023 55

Table 2. Registered matters in every state in Malaysia (AIAC, 2018)

State Matters in different period Total Registered

15/4/14 16/4/15 16/4/16 16/4/17 Matters (No.)

– 15/4/15 – 15/4/16 – 15/4/17 – 15/4/18

Perlis 0 0 2 9 11

Kedah 1 13 22 49 85

Kelantan 0 4 4 12 20

Penang 2 9 35 79 125

Terengganu 5 4 9 19 37

Perak 2 6 41 35 84

Pahang 3 9 19 22 53

Selangor 36 65 173 205 479

Kuala Lumpur 6 38 110 124 278

Negeri Sembilan 5 14 20 26 65

Putrajaya 2 3 7 11 23

Melaka 4 4 16 29 53

Johor 7 16 45 84 152

West Malaysia 1,465

Sabah 8 14 35 18 75

Labuan 2 0 0 1 3

Sabah + Labuan 78

Sarawak 1 4 9 42 56

After reviewing all the related research, a gap in the current literature has been identified as previous

researchers did not focus on the application of CIPAA in Sarawak from the contractor’s perspective. Besides,

based on the statistics presented in Table 2, more research must be conducted in Sarawak to identify the

barriers to CIPAA application.

Benefits of applying CIPAA

CIPAA is a simple and transparent approach to solve payment matters (Azman, Natasha, Hamid, Kamar

& Nawi, 2013; Din and Ismail, 2014; Chang, 2016). The applicant can commence the adjudication proceeding

by filling in the form that can be found on AIAC website. There are different types of form stipulated for every

phase of the procedures. Besides, if compare to arbitration, the adjudication procedure practiced in CIPAA is

easier and less expensive (Tay & Kong, 2018; Yussof et al., 2020; Lim, 2021) due to fast hearing and less

detailed process to reach a judgment (Lim, 2021). The cost of applying CIPAA is affordable to the parties who

face payment matters since the time required to make decision is shorter (Rajoo, 2012).

CIPAA provides fast proceeding as it only required 45 days in deciding by the adjudicator. The whole

process from the serving of payment claim by the unpaid party to the adjudication decision requires only 95

days (CIPAA, 2012). It can be applied when the dispute arises in the middle of the project (Yat, 2016). In

addition, it is flexible for the parties in dispute to appeal to the High Court or proceed to arbitration to solve the

problems if they are not satisfied with the judgement made by the adjudicators (Tay & Kong, 2018; Mazani et

al., 2019). Furthermore, the parties in dispute may apply the same matter to the different alternative resolution

at the same time (Yat, 2016; Yussof et al., 2020).

ISrJ Vol. 11 - 2022, Session 2022/2023 56

Moreover, CIPAA provides a legal remedy in resolving payment matters. By applying CIPAA, contractors

may successfully receive payments for the works done (Din and Ismail, 2014) “as long as the requisites

stipulated in CIPAA are abided” (Ismail, 2017).

Barriers to CIPAA application

Based on the research conducted by Yat (2016), most of the contractors did not aware of CIPAA. Tay

(2018) found that the construction players were aware of CIPAA since it was implemented in the year 2014.

However, they were not confident to apply CIPAA because they were not clear with the procedures.

The Act has two restrictions. Firstly, CIPAA application is only limited to payment matters in the

construction industry. Secondly, according to section 3 of CIPAA, this Act does not apply to building that is

less than 4 storeys high. In addition, a contractor may want to retain a good relationship with the employer so

that more projects may be offered in the future. If he is willing to suffer losses, he may endure the limited cash

flow and carry on the work with the employer (Yap, 2015).

Furthermore, a recent survey conducted by Yussof et al. (2020) revealed that arbitration is preferred by

majority of the industry players because it is clearly stated in most of the forms of contract in Malaysia.

RESEARCH METHODOLOGY

A qualitative research method had been adopted for the present research. Semi-structured interviews

were conducted to examine the perceptions of the contractors towards the application of CIPAA as well as to

identify the benefits of and barriers to applying this Act. Semi-structured interviews helped the researcher to

obtain greater depth into certain issues (DeJonckheere & Vaagughn, 2019) and it allowed for more meaningful

answers to be collected (O’Keeffe, Buytaert, Mijic, Brozovic, & Sinha, 2015). In total, seven questions were

asked during the interviews (presented under section 5).

The interviewees for the present research were contractors who had previously applied this Act to solve

payment matters. Purposive sampling method was adopted because it is useful to reach specific population

with unique characteristics (Pajo, 2018). In total, 10 contractors were invited through phone calls or emails for

interviews. Out of these 10 contractors, 6 of them agreed to be interviewed. The interviews were conducted

from May to July 2020.

As for the research reliability, Oluwaseun, Ibrahim, and Abayomi (2019) stated that the important concept

is “consistency”. For the interviews of the present research, the researcher adopted the same research process

for every interview to ensure consistency. Besides, the researcher also ensured the research reliability by

recording and transcribing the data accurately (Noble & Smith, 2015; DeJonckheere & Vaughn, 2019). When

compiling and transcribing the collected data, the researcher tried to remain objective and avoid bias as far as

possible (Noble & Smith, 2015).

ISrJ Vol. 11 - 2022, Session 2022/2023 57

Content analysis was conducted to analyze the collected data. Content analysis was defined by Roller

and Lavrakas (2015) as “the systematic reduction of content, analyzed with special attention to the context in

which it was created, to identify themes and extract meaningful interpretations of the data”. For the present

study, the researcher identified the patterns/styles of answers given by the interviewees (Clarke & Braun,

2014; Neuendorf, 2019) for each question and tabulated the major findings (Table 3 – Table 9).

RESULTS AND DISCUSSIONS

Six interviewees had participated in the present research. Seven semi-structured questions were asked

during each interview session. The collected responses were analyzed and discussed question by question

under this section.

Question 1: Can you briefly share your experience in utilising CIPAA from the application of adjudication

until the decision making by the adjudicator?

The details of cases shared by the interviewees are not explained in the present paper due to the limitation

of space. The purpose of asking this question was to examine the understanding of contractors on the

processes of CIPAA after they had applied it to resolve the payment disputes. Out of total 6 interviewees, 3 of

them mentioned that they understood the procedures as they participated in the whole proceeding. However,

Interviewee 2 and Interviewee 6 said that they were not clear with the procedures because their

representative/partner managed the cases on their behalf. Interviewee 3 did not remember every procedure,

but he highlighted that all procedures are clearly stated in CIPAA.

Table 3. Content analysis for Question 1

Question 1 Interviewee 1 Interviewee 2 Interviewee 3 Interviewee 4 Interviewee 5 Interviewee

6

Can you 1. Deducting 1. Argument 1. No payment 1. No payment 1. Mistake in 1. Payment

briefly share interim on variation made for the received from BQ. delayed for

your payment amount. works the employer. half year.

experience in without undertaken. 2. Not

utilising notification. 2. Not clear 2. Specific familiar with 2. Same as

CIPAA from with the 2. I did not form to be the process the

the 2. Total process as the quite filled and as my partner procedures

application of process case was remember the submitted to managed the stated in

adjudication around 90 handled by my process. But I KLRCA, case on my CIPAA,

until the days, the representative, followed the appointment of behalf. adjudicator

decision whole process decision was procedures adjudicator, appointed

making by

the

was not long. made within 45

days.

stated in

CIPAA.

decision was

made within 45

after

payment

adjudicator? days. claim was

applied,

decision was

made within

45 days.

Question 2: Do you think that applying CIPAA can solve payment disputes efficiently and effectively? Why?

ISrJ Vol. 11 - 2022, Session 2022/2023 58

There were 5 interviewees who opined that CIPAA is an effective method to solve payment disputes.

Interviewee 1 thought that CIPAA is user-friendly because all procedures are clearly stated in the Act.

Interviewee 4 mentioned that CIPAA provides inexpensive way to solve payment matters while Interviewee 1,

3 and 6 explained that it can solve payment disputes quickly. Apart from that, interviewee 5 highlighted that

CIPAA cannot be used to solve contractual problems because it only focused on payment matters.


Question 2 Interviewee 1 Interviewee 2 Interviewee 3 Interviewee 4 Interviewee 5 Interviewee

6

Do you think 1. Clear 1. Useful for the 1. It is an 1. CIPAA is 1. It cannot 1. It is useful

that applying procedures contractor when effective inexpensive if solve when there

CIPAA 2012 and forms the employer method as it compare to contractual is a pending

can solve provided which refuses to pay can be used to arbitration. It problems payment, it

payment are good for money. solve payment has faster because it is helps to

disputes contractor or matters in a hearing only focuses solve the

efficiently

and

sub-contractor. short time. process. on payment

related

problem

quickly.

effectively? 2. It is easy 2. It provides matters.

Why? and useful as legal remedy

all details are

to solve cash

provided.

flow problem.

3. It is fast in

resolving

payment

matters.

Question 3: Will you apply CIPAA to solve payment disputes in the future?

This question investigated the interviewees’ willingness to apply CIPAA if they face payment matters again.

The findings showed that all interviewees were satisfied with the application of CIPAA and they will consider

this method again in the future if payment matters arise.

Interviewee 1 elaborated that “for the time being, CIPAA is the easiest method to get back the payment.

Not only myself, probably most of the contractors will choose it to claim the money from the employer...From

my point of view, other methods such as mediation and arbitration are more complicated. The dispute can be

handled by the contractor himself if CIPAA is applied. There is not necessary to have extensive knowledge of

contract law. So long as there is a valid ground to claim and all the supportive documents are provided to the

adjudicator, the dispute can be solved easily by following all procedures.”

Interviewee 6 mentioned that “I think I will use it again because it is a useful and effective method to get

back the money. I think contractors should try and experience it...and it is good for sub-contractors…90% of

sub-contractors are getting back the payment by using CIPAA.”

According to Interviewee 2, he will also consider other dispute resolution alternatives if payment matters

arise again. He explained that CIPAA is not always suitable for all cases. Interviewee 5 said that solving

ISrJ Vol. 11 - 2022, Session 2022/2023 59

payment matters through negotiation is always his first option. He will only consider CIPAA if negotiation

method is unable to solve the matters.


Question 3 Interviewee 1 Interviewee 2 Interviewee 3 Interviewee Interviewee 5 Interviewee 6

4

Will you 1. CIPAA is 1. Not only 1. It is good 1. Cash flow 1. I think it is 1. It is a useful

apply CIPAA the easiest CIPAA, I will because all problems or good to solve method for the

2012 to method to consider other the payment a matter contractor to get

solve get back the dispute information, matters can through back the money.

payment payment. resolution details, even be solved by negotiation.

disputes in alternatives the forms can using CIPAA 3. Maintain a

the future? 2. Other based on the be obtained 2012. 2. If the good

resolution subject matter from the problem relationship with

approaches

are

of each case. website. cannot be

solved through

the main

contractor if he

complicated. 2. CIPAA not negotiation, I understands

always will only CIPAA.

3. The user suitable for all consider

may handle cases. applying 4. It is good for

the dispute

CIPAA. sub-contractors.

by himself.

There is not

2. Proceed to

necessary to

the high court

have

if it is a

extensive

contractual

knowledge of

issue.

contract law.

Question 4: What do you think are the most significant benefits of applying CIPAA?

The findings disclose that half of the interviewees had mentioned that CIPAA is easy to use as all

procedures are clearly stated and the application forms can be found on AIAC’s website. The findings are

consistent with the studies conducted by previous researchers (Azman et al., 2013; Din & Ismail, 2014;

Baskaran, 2015; Chang, 2016).

Besides, majority of interviewees agreed that CIPAA is an economical and cost saving approach if

compared to other approaches such as arbitration and litigation. Interviewee 4 elaborated that “compare to

other methods, yes, it is cheaper than others. I can say it is affordable and economical. If you refer to the

schedule, actually the fee is not expensive. If I am not mistaken, our dispute amount is RM1 million, then the

adjudication fee is around RM 20,000, I cannot remember clearly but it is not expensive…It is a faster and

cheaper approach”.

With the uncomplicated and cheaper procedure provided, the payment disputes can be solved in a short

time. All of the respondents agreed that the payment dispute could be settled within a short period, in consistent

with the findings by Yat (2016), Yusoff (2020), and Lim (2021). As stated in CIPAA, a decision can be made

by the adjudicator within 45 days and the whole procedure requires only 95 days.

ISrJ Vol. 11 - 2022, Session 2022/2023 60


Question 4 Interviewee 1 Interviewee 2 Interviewee 3 Interviewee 4 Interviewee 5 Interviewee 6

What do 1. It is easy 1. It is 1. It can solve 1. It is cheaper 1. It is a legal 1. Speedy

you think to use as cheaper than the problem than other way to claim method to solve

are the step-by-step other dispute within 3 resolution the money. disputes.

most procedure resolution months. methods.

significant

benefits of

provided. methods.

2. It is easy to 2. Procedures

2. Binding

decision

2. The nonpaying

party

applying 2. It 2. It is easy to use because are simple and unless one of has to pay the

CIPAA? provides use and solve all procedures uncomplicated. the parties amount based

legal remedy the primary are explained, bring the case on the

in resolving issues which and all forms 3. Fast to the High adjudication

payment is cash flow are provided. proceeding Court. decision.

matters. problem.

which can

3. It is solve the 3. Decision 3. The unpaid

3. It is a economical. problem in 3 can be binding party can

faster and The months. by signing a suspend

cheaper adjudication supplementary performance or

approach

compare to

fee will be

borne by the

agreement. reduce the rate

of work

other dispute party who 4. Issues can progress if nonresolution

loses the be solved in a paying party

methods. case. short time. does not make

payment after

the adjudication

decision.

Another advantage of CIPAA is that the decision will be binding unless it is set aside by the High Court.

Interviewee 5 highlighted that “…the decision made by the adjudicator will be the final decision if both parties

agreed with it. Either one of the parties is not satisfied, they can bring the case to the High Court. There is a

big possibility to get back the money…”

Question 5: Do you think that construction players in Sarawak are familiar with CIPAA?

Most of the interviewees thought that the familiarity level is still low except for interviewee 1. There were

2 interviewees who mentioned that 50% of construction players in Sarawak are aware of CIPAA but they are

not clear with the procedures. Besides, another 2 interviewees who explained that construction players are

more familiar with mediation and arbitration because they are stated in most of the standard forms of contract.

Recent research a recent survey conducted by Yussof et al. (2020) also revealed that arbitration is preferred

by majority of the industry players due to the same reason.

The finding for this question is inconsistent with the views of Hassan et al. (2019) and Munaaim (2019)

who pointed out that CIPAA is widely used. However, the researcher wish to emphasize that the findings of

the present researcher should not be generalized due to the limitation of sample size. Future research direction

related to CIPAA application in Sarawak is recommended under section 8 of the present paper.

ISrJ Vol. 11 - 2022, Session 2022/2023 61



Do you think 1. Many 1. The 1. 50% of the 1. 50% of 1. Not all 1. 90% of the

construction seminars familiarity construction construction contractors will contractors

players in conducted to with this Act players are players know utilise it. never hear

Sarawak are introduce this is low. aware of CIPAA CIPAA.

familiar with act, most of CIPAA. 2. Warning are

CIPAA? the players 2. 2. They do not given not to 2. Not only

know CIPAA. Contractors

are more

2. Even if they

know CIPAA,

aware of CIPAA

is simple

use CIPAA in

the project

contractors,

many

familiar with they are not approach to get (troublesome consultants

arbitration familiar with it. back the to prepare also not

because it is payment. supporting familiar with

stated in the documents). this Act.

standard

forms of

3. They are not

familiar with the 3. Contractors

contract. procedures. are more

familiar with

mediation as it

is stated in

private forms

of contract.

Question 6: Based on CIPAA Conference Report 2018, there is less applicants in Sarawak. Do you think

that there are any obstacles that prevent the contractors in Sarawak from applying CIPAA?

Based on the findings, there were four interviewees who mentioned that they were concerned about the

relationships with the employers. This is because applying CIPAA to solve a dispute may create adversarial

relationship between the 2 parties. Another barrier frequently mentioned by the interviewees was that unpaid

parties are not familiar with the procedures of adopting CIPAA, which is consistent with the findings by Yat

(2016) and Tay (2018). Interviewee 3, 4 and 5 mentioned that negotiation method are more commonly adopted

by the parties in dispute.

According to interviewee 5, negotiation method are more effective to find a win-win solution. Interestingly,

a survey conducted by Wee (2018) revealed that negotiation method was less effective from the perspective

of sub-contractors. Apart from that, when answering question 5, Interviewee 3 also pointed out that contractors

are more familiar with arbitration because it is stated in most of the standard forms of contract. He also

mentioned that many contractors cannot differentiate between “adjudication” and “arbitration”. Consistent with

the opinion of Interviewee 3, a research conducted by Yussof et al. (2020) revealed that arbitration is preferred

by majority of industry players.

Interviewee 3 added that another barrier is the restriction of the Act. He explained that “CIPAA does not

apply to the project that is less than 4 storeys high. For me, I think it is not fair to the projects that do not meet

this requirement and yet the contract sum is huge.” Apart from that, Interviewee 6 also commented that CIPAA

cannot solve all matters because it is only limited to payment matters. Unpaid parties may choose other

methods if disputing cases do not fall within the jurisdiction of adjudicators due to complexity of cases.

ISrJ Vol. 11 - 2022, Session 2022/2023 62

In addition, Interviewee 1 and 5 also highlighted that some contractors are fear of troubles. According to

Interviewee 5, “CIPAA is faster than arbitration. It can be used to solve the payment dispute in a short time.

However, it is still troublesome because you have to submit all documents and follow all steps…you have to

do a lot of things. When you apply for the adjudication, you have to wait…There are many things to wait before

an adjudication decision is made…then probably the company will be in a trouble.” Interviewee 5 thought that

small contractors may face cash-flow problem while waiting for the decision. Therefore, he opined that

negotiation is still being practiced by many contractors to solve payment matters.

Interviewee 2 was in the opinion that even if CIPAA is a cheaper way to solve a dispute, many unpaid

parties are unwilling to pay for extra cost to go for adjudication.



Based on 1. They do 1. Maintain a 1. Probably 1. There are 1. They do not 1. There may

CIPAA not relationship they do not other dispute know when to be arguments

Conference understand with the understand the resolution use CIPAA. after applying

Report 2018,

there is less

the

procedure.

employer so

that I can get

proceeding. methods

available. 2. They

CIPAA

(creates bad

applicants in other new 2. They choose thought it is relationship).

Sarawak. Do 2. They are projects from to negotiate 2. The troublesome

you think that fear of the employer with the non- selection of as they need 2. Adjudicators

there are any troubles. in the future. paying party to suitable to follow the may face

obstacles that

prevent the

They’d rather

hire a lawyer 2. Even if it is

claim money

rather than use

dispute

resolution

procedures. challenges to

exercise their

contractors in to solve the cheap, some 3 months to method 3. Small rights outside

Sarawak from problem. unpaid solve the depending on contractors of their

utilising parties are problems. the subject may face jurisdictions

CIPAA? 3. still unwilling matter of the cash-flow due to

Contractors to pay for the 3. It is better not dispute and problem while complexity of

wants to extra cost to to create the size of the waiting for the cases.

maintain a go for adversarial project. decision.

good adjudication. relationship with

relationship other 3. Negotiation 4. Claim

with the 3. Some construction between the consultant is

employer. contractors players. disputing chosen.

may not know

parties are still

what CIPAA 4. CIPAA can common. 5. Negotiation

is. They know only be applied method is still

CIPAA is for the project being

used to solve for more than practised.

the payment four storeys.

matters but

they are not

clear with it.

Question 7: Do you have any advice as to how to overcome the barriers so that the contractors in Sarawak

will consider CIPAA as one of the methods in resolving payment disputes?

CIDB can assist contractors to understand the application of CIPAA. There were 3 interviewees who

mentioned that more talks/seminars should be conducted to promote CIPAA in Sarawak. Interviewee 3 thought

that AIAC needs to look into the restriction of the CIPAA application (such as only applicable for projects more

ISrJ Vol. 11 - 2022, Session 2022/2023 63

than 4 storeys). Interviewee 4 thought that younger construction players who are equipped with relevant

knowledge may promote the use of CIPAA in case of payment disputes. Interviewee 5 said that it is not

necessary to adopt CIPAA to resolve payment matters. He explained that if win-win solution can be found

through negotiation, there is no need to go for adjudication.



Do you have 1. CIDB can 1. CIDB can 1. AIAC may 1. There are 1. It is hard to 1. CIDB can

any advice as conduct more continue the need to look other dispute advice. conduct

to how to seminars to seminar and into the resolution talks/seminars

overcome the promote focus on the restriction of methods 2. CIPAA is to explain the

barriers so CIPAA in small requirement. available, not always the pros and cons

that the Sarawak. contractors or CIPAA is not best method. of CIPAA.

contractors in sub- the only In my opinion,

Sarawak will

consider as

contractors. method. if negotiation

can bring a

2. Conduct

more CCD

one of the 2. CIDB may 2. Younger win-win programmes in

methods in reduce the construction solution, why Sarawak.

resolving fees or players who go to

payment conduct the are equipped adjudication?

disputes?

free seminar in

with

briefing CIPAA

once a year.

knowledge of

CIPAA may

promote it.

LIMITATION OF THE PRESENT STUDY

There are limited sample size because only 6 contractors were interviewed. Therefore, the results of the

present study should not be generalized. Besides, the scope of the present study was only limited to Sarawak.

CONCLUSION

Semi-structured interviews with 6 contractors who had previously applied CIPAA to solve their payment

matters had been conducted to examine the application of CIPAA in Sarawak. The results show that most

interviewees opined that CIPAA can solve payment disputes efficiently and effectively. All of the interviewees

showed willingness to apply this Act in the future if payment disputes arise again. Apart from that, the benefits

of and barriers to CIPAA application were also identified through the interviews. The most frequently mentioned

benefits are easy & economical to use and fast mechanism in resolving payment matters whereas the barriers

to CIPAA applications are contractors unfamiliar with this act, afraid to create adversarial relationship caused

by adjudication, and the prevalence of negotiation method in case of payment disputes. It is anticipated that

the research findings would raise awareness of the contractors in Sarawak to consider CIPAA as one of the

dispute resolution alternatives. Identifying barriers to CIPAA application allows practical solutions to be

adopted to overcome them so that payment disputes can be resolved more effectively.

FUTURE DIRECTION

The data of the present research were collected from 6 contractors in Sarawak who had previously applied

CIPAA to solve their payment matters. Due to the limitation of sample size, the results of the present research

ISrJ Vol. 11 - 2022, Session 2022/2023 64

cannot be generalized. Similar research can be conducted in the future by adopting quantitative research

method to collect information from general contractors in Sarawak (including those who do not have

experience in applying CIPAA). The quantitative research method has better generalizability (Daniel, 2016)

because data can be collected from more contractors (Queirós et al., 2017).

REFERENCES

1. Asian International Arbitration Centre (AIAC). (2018). CIPAA Conference 2018. Retrieved from

https://www.aiac.world/wp-content/uploads/2018/CIPAA%20Report%202018.pdf

2. Asian International Arbitration Centre (AIAC). (2021). AIAC annual report 2019 & 2020. Retrieved from:

https://admin.aiac.world/uploads/ckupload/ckupload_20210727102858_34.pdf

3. Azman, M. N. A., Natasha, D., Hamid, Z. A., Kamar, K. A. M., & Nawi, M. N. M. (2013) Payment scenario in the

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