This paper highlights the human resources (HR) or behaviour-related success factors in construction projects, and these are training, understanding, co-worker support, future prospects, authentic leadership, and affective commitment. There exists discrepancies in existing literature regarding the factor structure of organisational socialisation and authentic leadership. Therefore, this study aims to explore the factor structure of socialisation, authentic leadership and affective commitment. Data was gathered from 301 newly joined construction professionals and Confirmatory Factor Analysis (CFA) was conducted to examine the factor structure for organisational socialisation, authentic leadership and affective commitment. A measurement model was further developed using the domains of organisational socialisation, authentic leadership and affective commitment. The results of CFA revealed that there exists four zero-order factor structure for organisational socialisation, and one zero-order factor structure for authentic leadership. The study contributes to both the researcher and practitioner communities by integrating the three constructs and validating the factor structure in the new context (i.e. construction). Further, the study contributes towards improving HR processes, namely, training, reward system, and induction process. It also helps in augmenting the authenticity among the project participants.

中文翻译：

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社会化框架，对建筑专业人士的真诚领导和情感承诺

本文重点介绍了建设项目中的人力资源（HR）或与行为相关的成功因素，这些因素包括培训，理解，同事的支持，未来的前景，真诚的领导能力和情感投入。现有文献中关于组织社会化和真正领导力的因素结构存在差异。因此，本研究旨在探讨社会化，真实领导力和情感承诺的因素结构。从301名新加入的建筑专业人士那里收集了数据，并进行了验证性因素分析（CFA），以检查组织社交化，真实领导力和情感承诺的因素结构。利用组织社会化领域进一步开发了一种衡量模型，真正的领导和情感承诺。CFA的结果表明，存在用于组织社会化的四个零级因素结构，以及用于真实领导的一个零级因素结构。该研究通过整合这三种结构并在新的背景下（即结构）验证了因子结构，从而为研究者和从业者社区做出了贡献。此外，该研究有助于改善人力资源流程，即培训，奖励制度和入职流程。它还有助于增强项目参与者之间的真实性。该研究通过整合这三种结构并在新的背景下（即结构）验证了因子结构，从而为研究者和从业者社区做出了贡献。此外，该研究有助于改善人力资源流程，即培训，奖励制度和入职流程。它还有助于增强项目参与者之间的真实性。该研究通过整合这三种结构并在新的背景下（即结构）验证了因子结构，从而为研究者和从业者社区做出了贡献。此外，该研究有助于改善人力资源流程，即培训，奖励制度和入职流程。它还有助于增强项目参与者之间的真实性。