Construction project managers (CPMs) of contractors experience a great deal of stress. In this study, the authors used job burnout as a core indicator of the chronic psychological stress of CPMs. Based on the job demand-resource model, a theoretical framework was proposed to investigate the causal path of job burnout of CPMs, especially the role of organizational justice. A questionnaire with a presurvey was developed referencing various psychometric and organizational behavior scales. Then, in 2017, a survey was conducted throughout China through face-to-face interviews, e-mails, and an online questionnaire system. The validity of the measurement was tested with confirmatory factor analysis, and the hypothetical model was validated with structural equation modeling. Subsequently, 14 mediating effects and 2 moderating effects of organizational justice on job burnout were identified. The results showed that different organizational justice dimensions have different pathways in the causal chain of job burnout of CPMs. Temporal and spatial injustice was most prominent and led to exhaustion of CPMs. Through mediating paths, distributive justice had the most significant impact on the cynicism and low professional efficacy of CPMs, while procedural and interactional injustice resulted in their exhaustion. In addition, procedural and interactional justice buffered the impact of job stress on job burnout.

Chinese construction companies, represented by huge Chinese construction corporations (HCCCs), have taken steps to develop their CSR (corporate social responsibility) strategy. To investigate the driving mechanisms of the CSR strategy of HCCCs, an analytical framework is proposed based on neo-institutional theory to explore how organizational legitimacy affects managerial perceptible institutional pressures and ultimately affects the development of CSR strategy. Specific scales were developed for HCCCs, and a questionnaire survey was conducted. Structural equation modelling was adopted to verify the paths proposed by the theoretical model. The results show that the expectations of the public and subcontractors/suppliers do not constitute sources of HCCCs’ organizational legitimacy. Different stakeholders have different influences on different institutional pressures. Environmental organizations have the most prominent effects. Government can reduce concerns about the CSR performance of HCCCs in society, and clients have a significant influence on the formation of institutional pressure, but employees’ demands still need to be taken seriously by management. Additionally, due to the lack of regulations and norms in China, the promotion of CSR strategies relies mainly on the spontaneous demands of HCCCs. The applicability of neo-institutional theory to construction corporations is verified. The identified driving mechanisms help to effectively promote business strategy for HCCCs.

Most current studies on the mental health of construction project management professionals (CPMPs) are conducted from a negative psychological perspective, lacking a comprehensive understanding of the positive–negative interwoven mechanism. This study developed a positive–negative dual-process psychological model of CPMPs to explore the interwoven mechanisms among five variables: family-supportive supervisor behavior (FSSB), work–family conflict, work–family enrichment, job burnout, and work engagement. We conducted a large-scale questionnaire survey among Chinese CPMPs. A total of 656 questionnaires were returned; 446 were considered valid. The groups of CPMPs prone to occupational psychological problems were identified, which enhanced the targeted organizational management in the construction industry. The hypothetical model was verified with SEM. The results revealed that the effect of work–family enrichment was more significant than work–family conflict, which implies that the positive psychology process may play a more prominent role than the negative process. There was a significant correlation between FSSB and work–family conflict/ enrichment; but no direct correlation between FSSB and job burnout/work engagement. This implies that the improvement of the work–family relationship plays a full mediating role in improving CPMPs’ occupational psychological health. This research provides a thorough understanding of CPMPs’ interwoven occupational psychological problems and gives suggestions to enhance their occupational psychological health.