Chapter Two

Conceptualization and Operationalization

3.1.Introduction
This chapter consists of seven main parts. First section describes the introduction of the
chapter. Next section develops conceptual framework which explains critical success factors
and how they affect the project success of ABC Company Pvt Ltd. And then develops
hypotheses based on the conceptual framework. Next sections discuss about the
conceptualization and operationalization of study variables. And finally gives the chapter
summary.

Literature related to critical success factors and how they affect the project success were
reviewed in the previous chapter to identify existing hypotheses and models and the variables
were further discussed. While exploring in depth the theoretical framework and
operationalizing the research model this chapter provides working definitions for the
concepts and variables. In addition, this chapter focuses on how the research is performed
empirically. For this reason, a questionnaire was used to collect the required data and will be
discussed in detail herewith. After reviewing the prior literature and identifying the research
gap from the previous chapter, this chapter directs the methodology to solve the research
problems.

3.2.Conceptualization
3.2.1.Conceptual Framework
The "golden triangle criteria" of time, money, and quality are applied to determine project
success in Sri Lanka and the majority of developing countries. Due to the high proportion of
project failures, there may be underlying, but as-yet-undiscovered, critical success factors.
Therefore, this study aims to identify the most important factors that affect project success. In
addition to the "golden triangle," the construction sector must pay close attention to other
crucial success factors if it is to endure the challenges posed by globalization. Han, Yusof,
Ismail, and Choon (2012: 90) accept the 4 COMs model proposed by Nguyen, Ogulana, and
Lan as being suitable for usage in emerging economies. This research study identifies
competence, commitment, communication, and comfort as independent variables and project
success as dependent variable.
 Independent Variables Dependent Variable

Competence

Commitment

Project Success
Communication

Comfort

Source: Adapted from (Nguyen, et al., 2004) and modified by the author

3.3.Hypotheses

H1: There is a positive relationship between comfort and project success.

H2: There is a positive relationship between competence and project success.

H3: There is a positive relationship between commitment and project success.

H4: There is a positive relationship between communication and project success.

3.4.Conceptualization of Study Variables

Following section consist with conceptualization of demographic factors, organizational
factors and employee loyalty.

3.4.1.Demographic Factors
Through this section it describes about the working definitions and dimensions of
demographic factors.

3.4.1.1.Working Definition of demographic factors

As stated by (Oxford, 2015) demographic factors define as socio economic characteristics of

a population expressed statistically, such as age, sex, education level, income level
occupation and etc. Demographic factors are personal characteristics are used to collect and
evaluate data on people in a given population (Oxford, 2015). In this study demographic
factors are defined based on the Oxford (2015).

3.4.1.2.Dimensions of demographic factors

For this study researcher has used gender, age, Type of respondent’s position and Years in
industry as dimensions of demographic factors.

According to the (Chaubey & Hatwal, 2014) age, gender category, marital status, family size,
educational level, income level can be stated as demographic factors. As stated by the
(Majid, Samsudin, Noorkhizan, Noor, & Zuffri, 2017) age, gender , race, marital status,
educational level, job designation, work experience can be stated as demographic factors.
(Khuong & Tien, 2013) stated age, gender, education level, income as the demographic
factors. Demographic factors can be taken as job type, length of employment, ethnicity and
gender (Costen & Salazar, 2011).