The impact of working environment on employee productivity: A case study of eoty group

INTRODUCTION

Research Problem

Nowadays, organizations from small to big companies are paying more attention to their employees’ working environment as they want to create a comfortable workplace so that employees will produce better outcomes Many scholars have indicated that physical conditions and behavioral environment play a vital role in boosting employees’ and a company’s outcome This research aims to explore the physical and behavioral elements of workplace environment dimensions

1 Does the quality of employees' performance have any bearing on the elements of the office environment?

2 Which element of the workplace? Employee productivity is more impacted by behavior or physical health

3 Which aspects of the two office environment components significantly affect employees' performance levels?

Research Aims

The author chose to study this topic due to the statement stated by Massoudi and Hamdi (2017) that working circumstances in many firms may provide a lack of safety, health, and comfort difficulties including inappropriate lighting and ventilation, excessive noise, and emergency excess, which are necessary for enhancing productivity and the quality of outputs Working in uncomfortable settings can lead to poor performance and occupational illnesses that increase absenteeism and attrition

This topic was selected with the rationale of applying previous experience as an unofficial employee and a recruiter of the author within the earlier adopted company In this study, the author aims to have a deeper understanding of the internal working environment of the adopted company to clarify the root of the cause for all the problems the company is encountering with.

Research Objectives

The objectives of this paper are:

 To ascertain whether a worker's performance and the workplace environment are related

 To learn more about the importance of the office setting for businesses

 To list the components that influence the workplace and boost employees' productivity

 To summarize research results for the validation of the suggested framework

LITERATURE REVIEW

Work environment

A working environment is comprised of elements such as social aspects and physical conditions where a person does their job The workplace environment has a great impact on the outcome or the productivity of the employee as well as social exchange relationships within an organization Dul, J and Ceylan, C., (2011) indicated that the work environment can be distinguished into two conditions which are physical conditions and social-organizational conditions Moreover, (Haynes, 2008) proposed that there are two components when discussing the office environment which is the physical and behavioral environment Furthermore, context is the second and last factor within the working environment, affecting employee productivity deeply that consists of two conditions which are physical and social working (Sousa-Poza & Sousa-Poza, 2000; Gazioglu & Tanselb, 2006; Skalli, Theodossiou, & Vasileiou, 2008) To be more specific, the physical workplace factor is a vital part of

5 choosing a company to work with and is mostly the first factor to be considered by people looking for jobs.

Definition of work environment

According to Raziq and Maulabakhsh (1995), a job's many facets, including how it is carried out and completed, the tasks involved, training, control over one's duties at work, a sense of achievements from one's work, diversity in jobs, and the intrinsic value of a task, are all part of the workplace environment

2.2.1 Physical Components of Work Environment

A Danish study suggested that an organization might improve the physical characteristics of its workplace, which might have a positive impact on the organization's productivity(Buhai, Cottini, & Nielseny, 2008) As stated by Stallworth and Kleiner (1996), to improve efficiency and pleasure, an organization's physical architecture is increasingly planned around the demands of its employees

Statt (1994) asserts that technology, such as computers and other devices, along with standard furniture and design, dominates the physical features of the modern office To attain high levels of staff efficiency, organizations must ensure that the physical environment satisfies organizational needs for permitting contact and privacy, formality and informality, functionality, and cross- disciplinarity In light of the foregoing, it is conceivable to use the physical environment as a tool to enhance both business performance (Mohr, 1996) and employee well-being (Huang, Robertson, and Chang, 2004) Better dedication and productivity are produced when employees have access to equipment and suitable facilities Poor and outdated equipment and unfavorable working conditions have a negative effect on employee commitment, intention to remain with the company,

6 perceptions of pay equity, and job productivity, according to research (Weiss, 1999; Wise, Darling- Hammond, and Berry, 1987) (Bockerman and Ilmakunnas, 2006)

Furthermore, as proposed by Massoudi and Hamdi (2017) people started to look deeper into the physical working environment such as temperature, lighting, heavy lifting, and noise It can be seen that there is a rising awareness of job seekers or employees on finding suitable physical conditions which will benefit them and perhaps the company’s output as well

Employers should maintain a comfortable temperature for their staff Although many individuals have their own tastes in hot and cold weather, a poor work environment can have a detrimental impact on employees' performance When giving employees outside work, employers need to take into account how much time they will spend in the sun, rain, or snow Enough precautions must be in place to limit the harmful effects of working under difficult situations

People may have to strain their eyes to see items if there is insufficient lighting, which might result in eye fatigue This is especially important for those who often utilize computers for work-related tasks When seeing contrasts between dark and light areas on a computer screen, people may have headaches Businesses may improve poor lighting by adding light diffusers and covering windows with drapes

The risk of injury increases with repeated heavy lifting Correct lifting procedures must be employed Bursitis and herniated spinal discs are only two of the illnesses that can be brought on by improper

7 lifting technique Employers have access to equipment and supplies that make lifting objects easier The detrimental impacts of this physical work environment component can be lessened when employees are appropriately trained

Employees may experience stress and exhaustion as a result of increased noise levels at work Carpeting is suggested as a way to reduce noise in a space In an office, hard surfaces function as sound reflectors and increase the volume of anything impacting them Office equipment may also make a lot of noise This can be managed with the aid of sound-absorbing barriers Between 55 and

65 dB is the recommended sound level for office work.

Behavioral Elements of the Workplace

Employee productivity is influenced by a variety of factors, including behavioral aspects in addition to the physical working environment The term "behavioral environment" refers to everything that influences how employees engage with their job, such as relationships with coworkers and management, company culture, chances for personal development, etc Employee motivation is increased when they feel good about going to work, which creates a great work environment This may be where you would work for a long time in the future, so it should include some certainties in consideration of choosing a positive workplace It was contended that by permitting open communication across departmental boundaries, new workplaces may be created to promote knowledge exchange and networking independent of job boundaries Unpleasant and stress in a job show a connection to the internal environment that has an impact on productivity According to Haynes (2008), the behavioral components of the workplace environment have a greater influence than the physical ones, and in environments with high levels of contact, they foster innovation and

8 the transmission of transactional knowledge As Govindarajulu (2004) proposed, strategic approaches are being taken to manage workplace environments to boost productivity by improving the performance level of employees

According to (Massoudi and Hamdi, 2017), there are components that contribute to the feelings of employees toward the place they work which are honest and open communication, a balance between work and life, an emphasis on training and growth, rewards for diligence, and a strong sense of teamwork

An employee's desire to believe their input matters is essentially met by an open and honest communication style It is what gives employees a sense of community within the company Work, therefore, takes on a more meaningful quality since employees are aware of how their contributions influence the company to which they are connected To ensure that everyone is aware of the organization's aims beyond simply earning a paycheck, it is important for workers to sometimes discuss the organization's purpose and principles during meetings and other events Open discussions promote involvement and provide everyone the chance to voice their ideas for achieving corporate goals

2.3.2 Balance between Work and life

There must be some sort of balance between work and personal life If employees feel that their lives are balanced, it will typically lead to higher job satisfaction since they won't feel as though they are neglecting other facets of their lives that are equally as essential as or even more so than their employment When their needs and goals in life are met, employees may feel more confident in

9 themselves and perform at their highest level on the work Goudswaard (2012) emphasized the importance of work-life balance, psychological factors that affect motivation, social discourse, management and leadership coherence, and transparency; create a positive workplace, and a positive workplace increases organization productivity The productivity of employees will grow by maintaining the working environment up to a certain threshold level, and afterward will decline if workload increases from above a certain threshold level, according to (Yasin Sheikh Ali et al, 2013)

2.3.3 Emphasis on Training and Growth

Organizations must stay current with changes and train their staff properly in a time when change is more prevalent than ever For instance, technology is developing so quickly that tools that businesses used often 10 years ago, such as Zip drives and dial-up modems, may be rendered obsolete today Today, more than ever, it is crucial to adapt and evolve since those who don't are replaced This has an impact on both the person and the business A company that prioritizes training and development will have a well-defined strategy in place for the growth of its employees, which will support and increase productivity as a whole

Rewarding behavior is necessary to get individuals to take certain behaviors Effective reinforcement in operant conditioning is the term used in psychology to describe this It is also used in corporate management, where rewarding employees who put forth effort can encourage the recurrence of the same behaviors

We naturally go to our peers for support and a sense of belonging since we are social beings When conditions are bad, the group should get together to address any issues that may arise At this point, the team begins to feel more united and the employees stop feeling like they are only working for themselves They are now collaborating on a project that is greater than themselves

Sometimes, the social environment brings more benefits, and fewer risks and might increase cooperation between parties within the organization As can be seen in (Massoudi and Hamdi, 2017) research paper mentioned that If an employee's work is recognized, it will lead to more of the same behavior in the future Here, a reward need not be monetary in nature; occasionally, only a verbal commendation from the manager is sufficient to boost the workers' drive When effort is appropriately recognized and acknowledged by management, employees will naturally feel appreciated by the organization for the work they put in Olson (2002) asserted that the vast majority of research that makes an effort to tackle the psychological context is conceptual and experiential in character, with little evidence to back it up However, according to Haynes (2008), there seems to be a developing understanding of how the social environment affects occupiers' efficiency

However, most of the company from small to medium still ignores the working conditions of their employee and mainly focus on sales and profit,… As mentioned by Spector (1997), the majority of organizations fail to take care of their workers' working conditions, which has a negative impact on their productivity Engagement in the company's processes for making decisions, employment security, close connections with coworkers, recognition of outstanding work, and a drive to succeed are further elements he listed (Spector, 1997) This demonstrates a connection to the Social Exchange Theory of Cropanzano and Mitchell (2005), which states that when employers take an

11 interest in their employees, social exchange links grow and have favorable outcomes The social exchange relationship serves as a mediator or intervening factor, to put it another way: Through beneficial and equitable interactions, strong connections foster effective work behavior and a positive work environment This results in a favorable consequence that will have an impact on social interaction and relationships between employers and employees inside the firm

In other words, once an individual receives care, benefits, or recognition they deserve from their employers, the managers will be responded positively in many ways such as employees willing to do overtime, and working with a comfortable mind will result in an excellent result Gergen (1969) elaborated that when someone provides a benefit, the recipient should return the favor It shows that social working conditions also play an important role as well as physical conditions within every organization Even though, there has been a debate about this issue of the physical or mental environmental effect on office productivity; The consensus seems to be that any measure of efficiency is better than none, despite the fact that there does not appear to be a single technique for measuring workplace or workplace efficiency (Whitley et al., 1996; Oseland, 1999, 2004; Leaman and Bordass, 2000).

Employee Productivity

Increasing functional and corporate efficiency, including value, is what Dorgan (1994) defines as productivity Productivity measures the efficiency with which an organization (or individual, enterprise, or nation) converts its input resources (people, raw materials, equipment, etc.) into finished goods and services In contrast, Rolloos (1997) defined productivity as the ability to produce with a minimal amount of labor The number of units generated by every staff member per hour can be used to quantify a rise in performance, such as when there is a drop in absences from work, early

12 departures, and breaks (Leblebici, 2012) In some cases, employee productivity can also be assessed through performance growth Employee productivity, also known as employee efficiency, is a way to gauge how productive an individual or a group of individuals is An employee's production over a certain time period might be used to gauge productivity A worker's productivity is frequently judged in comparison to the average of workers who perform similar tasks to their own Moreover, goal- setting, performance evaluation, a clearly defined procedure, and supervisor support are four other aspects that might affect an employee's productivity Employee productivity is an important factor for businesses to take into account because it directly affects the performance of any corporation There does not appear to be an agreement on what defines office occupier productivity, let alone a set method for calculating it, despite the fact that staff efficiency has been discussed for a very long time This is thus because inputs and outputs both affect productivity Assessing productivity is more challenging, according to Haynes (2008), because office employees' outputs can differ greatly from one another It is conceivable to draw a connection between the wide range of outputs produced by office workers and the wide range of diverse sorts of work carried out in the office setting, with a rising emphasis on knowledge work.

Factors Affect Employee Productivity

The aforementioned attributes of effective objectives will probably promote the work style actions to take place more often They support the development of a commitment to the organization's aims and objectives, which motivates staff to go further than what is required of them (Morrisey, 1977)

As long as the objectives are accepted, specific goals are more successful than generic ones, challenging goals produce better results than simple ones, and regular, pertinent feedback is crucial

13 for effective goal-setting (Erez et al., 1985; Latham and Yukl, 1975) Goal-setting in businesses serves two crucial functions: motivating employees to perform at greater levels of effectiveness and directing their behavior (Richards, 1978)

The mechanism between the employee and the supervisor for exchanging information and resolving disputes While the supervisor communicates his or her own opinions and requests, the employee is free to offer feedback on their own needs Despite the fact that this process is formal, it could potentially be done informally by fostering better relationships among the participants (Chandrasekar, 2011)

The company needs to identify the factors that drive employee motivation and has put in place both official and informal mechanisms to recognize and reward workers who behave in the expected ways

Intrinsic benefits, like as completing challenging tasks, and external advantages, like higher income and peer recognition, can all be included in incentives (Chandrasekar, 2011)

In order to build positive connections and increase confidence among staff members, supervisors' interpersonal skills are essential (Chandrasekar, 2011) In order to succeed in their current roles and move further into future ones, employees have access to recognized specialists

Measuring Employee Productivity

First, in the traditional theory of the firm, productivity is calculated as the size of output per unit of input, where P=Y/t(K,L) denotes the technological conditions of production, Y denotes output of uniform quality, K denotes capital stock, Li denotes labor, and Pi denotes productivity

The most glaring issue with this metric is that "labor, capital, and materials are all potential substitutes for each other," making it simple to raise the productivity of one item by substituting it with another Many businesses, particularly in the US, now recognize that focusing solely on direct labor costs is inaccurate and that "efficient productivity measurement necessitates the development of a measure that determines the influence of each factor during manufacturing and then tracks and combines them."(Green, 1993)

In the productivity equation, it is assumed that output is a measured product of uniform and consistent quality As a result, the conventional approach, by definition, excludes the possibility of differences in quality, rendering productivity comparisons useless and casting doubt on the efficacy of quality improvement initiatives from the standpoint of productivity assessment

The challenge is exacerbated when various outputs are produced in varying amounts and of varying quality, or when these outputs comprise a stream of services rather than a single identifiable manufactured product

Input contributions, such as labor, can be quantified independently However, it has been discovered that it is "impractical to quantify the direct contribution of labor, as distinct from the impacts of technological improvements in the use of other resources " (Mitchell, 1972)

Employers buy not workers' labor but just their ability to do labor, and the employment contract remains 'open-ended' in this sense Productivity differences between firms with equivalent technology may therefore be attributed to "management's success or failure in arranging connections inside manufacturing in a way that is conducive to the achievement of high output and high profitability"

This section aims to elaborate the approach to the measurement of productivity However, this approach knowledge will not be adopted in this paper in consideration of its appropriation.

RESEARCH METHOD

Research Introduction

To provide a relevant and appropriate result, a suitable research method will be presented to clarify the research objectives The paper will use the research framework designed by Saunders, Lewis, and Thornhill (2009) to present the study findings as accurately as possible The figure below will display the methodologies, some of which will be applied to this research

Source: 2018 Mark Saunders, Philip Lewis, and Adrian Thornhill

Research Philosophy

It is profoundly notable that research philosophy is a phrase for a set of presumptions and ideas about how knowledge is created Notice or not throughout the research process scholars, and researchers all make all kinds of assumptions when developing knowledge about a specific area or particular organization Regarding the assumptions, according to Crotty (2000), these include presumptions about the facts met throughout the study (ontological assumptions), the nature of human understanding (epistemological presumptions), and the degree and nature of own values' effect on the research process (axiological assumptions) These presumptions inexorably influence how the research topics, the techniques that are being employed, and how the study

17 findings are being interpreted In this paper, positivism, interpretivism, and pragmatism as the research philosophy methods will be focused on

The approach taken by natural scientist's philosophical viewpoint known as positivism entails using observed social phenomena to produce generalizations that resemble rules It delivers specific and definite knowledge and is taken from the works of the Vienna Circle, a group of intellectuals and scientists from the beginning of the twentieth century, as well as Francis Bacon and Auguste Comte This demonstrates the positivist focus on a strict scientific empiricist process intended to provide precise information that is free from bias or human interpretation From an epistemological perspective, the production of trustworthy and important data would depend on focusing on finding observable and measurable facts and patterns, and only occurrences that can be observed and measured (Crotty 1998) For the majority of positivist researchers, it is essential to analyze studies and data from an objective and fair perspective in order to avoid distorting the results This suggests conducting the research with the goal of being as value-free as possible Given the quantitative, measurable facts acquired, positivists may make a case for this point of view They claim that they are not involved in the data collection process since there is nothing that can be done to alter the nature of the data that has been collected

Therefore, this method of philosophy is considered to be profoundly suitable to adopt in analyzing environmental factors in this paper

Goles and Hirschheim (2000) first developed the pragmatic approach to information systems Agerfalk (2010) and Baskerville and Myers (2004) are two authors who have highlighted the importance of pragmatism to information systems It should be noted that information systems are generally seen as a practical discipline with a concentration on practical applications, theory, and research is strongly emphasized by these scholars

According to pragmatism, concepts are only important when they make it easier to do action (Kelemen and Rumens 2008) In the USA, pragmatism originally arose in the works of the thinkers Charles Pierce, William James, and John Dewey in the latter part of the 19th and start of the 20th centuries Subjectivism and objectivism, values and knowledge, accurate and thorough information, and numerous contextualized experiences are all intended to be balanced This is done by considering theories, concepts, ideas, hypotheses, and research findings not just in an abstract form but also in regards to their roles as instruments for both thought and behavior as well as the real- world repercussions they have in specific circumstances

Undertaking pragmatism research would mean that the research topic intended to solve and the research question will be the two most crucial factors in determining the study design and technique The pragmatic emphasis on beneficial outcomes would, in turn, likely be included in the research question (Saunders et al, 2007) Pragmatists understand of the fact that there are a number of ways to see the world and perform research, that no single viewpoint can ever give the whole story, and that there can be numerous realities This does not imply that pragmatists always use a variety of approaches; rather, They use whichever approach or methodologies make it possible to gather

19 reliable, solid, dependable, and appropriate data that advances the research (Kelemen and Rumens 2008)

Interpretivism emerged as a subjectivist critique of positivism, much like critical realism did Interpretivism highlights how people differ from physical happenings because they create meaning These connotations are studied by interpretivists The three primary schools of interpretivism— hermeneutics, phenomenology, and symbolic interactionism—were developed in early and mid-20th century Europe in the writings of German, French, and occasionally English thinkers (Crotty 1998)

Since individuals and their social settings cannot be studied in the same way as physical phenomena, interpretivism contends that social science research in these fields must be unique from that in the natural sciences rather than aiming to duplicate it Because various individuals from different cultural backgrounds, under different circumstances, and at various points in time make different meanings and thus generate and interact with different social realities, interpretivists are critical of positivist attempts to identify distinct, all-encompassing "laws" that apply to everyone Instead, contending that if human complexity is reduced to a set of universal laws, valuable insights into mankind are lost

The interpretivism theory requires an empathic stance on the researcher's behalf A challenge for interpretivism is entering the social milieu of the study subjects and understanding it from their point of view (Saunders et al., 2007) Some people believe that studying managerial and business subjects is best done using the interpretive approach Business scenarios are typically challenging and isolated, at least in terms of context They accurately depict a sequence of interactions and events involving people who cross paths at a specific moment

3.2.4 Justification For The Chosen Research Philosophy

Positivism is a kind of research philosophy that focuses on having a neutral as much as possible and most of the time, it detaches from the data and findings As this paper will conduct a survey, it will be efficient to adopt positivist research philosophy

It may be utilized current theory to create hypotheses as a positivist researcher These claims offer speculative explanations that can be verified or rejected in whole or in part, leading to the formation of new theories that might then be put to the test through more study This does not, however, imply that it must begin with an established theory if you're a positivist In order to establish and test hypotheses, the natural sciences first engaged with the outside world by gathering data and making observations.(Saunders, 2007)

Research Approaches To Theory Development

The deductive approach and the inductive approach are two styles of research methods that are frequently employed in research papers

According to Ketokivi and Mantere (2010), deductive analysis is the process of rationally deducing a conclusion from a set of premises that have been extracted from a theory The conclusion is accurate if and only if every one of the assumptions is true As opposed to deductive reasoning, where a finding is "judged" to be backed up by the discoveries made, inductive reasoning creates a logical gap between the conclusion and what has been observed

It involves developing a theory, which is subsequently put to the test against a variety of claims Because of this, it is the preferred research approach in the natural sciences, where rules act as the

21 basis for an explanation, allows for the anticipation of events, allow for the forecasting of their occurrence, and then allow for the management of those events

According to Blaikie (2010), a logical method will advance via the following six consecutive steps:

1 Create a theory by presenting a hypothetical idea, a premise, a hypothesis (a tested claim about the relationship between two or more ideas or variables), or a set of hypotheses

2 From the body of recent literature or by explaining the conditions under which the theory is predicted to hold, derive a testable claim or collection of assertions

3 Examine the underlying assumptions and the logic of the argument to see if it improves knowledge Then compare it to other ideas If that's the case, continue

4 Assemble the data required to quantify the concepts or variables, then examine them to test the hypothesis

5 If the results of the analysis contradict the premises, the theory must be abandoned or modified, and the process must be repeated

6 If the conclusions of the analysis support the assumptions, the hypothesis is verified

Deduction necessitates that concepts be operationalized in a way that allows for the frequent quantitative quantification of facts (Saunders et al., 2007The highest kind of deduction is a generalization To be able to generalize, our sample must be properly chosen and sufficiently large

Given that the deductive technique is a scientific one that places an emphasis on structure, quantification, generalizability, and testable hypotheses, the positivist research philosophy is most likely to support it

As was said previously, inquiry in the natural sciences is where deduction first emerged However, since the emergence of the social sciences in the twentieth century, the deduction has grown to be a source of worry for social science researchers They objected to a line of thinking that allowed one to create a cause-and-effect connection between some variables without considering how individuals understand their social surroundings Building such an understanding is, of course, where an inductive approach finds its strength

Deduction tends to develop a rigorous approach that prohibits alternate explanations for what is happening, which is why supporters of induction oppose it The choice of theory and the creation of the hypothesis have a sense of completion in this regard An alternative hypothesis may be suggested as a result of deduction However, these would be subject to the rigorous research design's limitations The background of these events is probably going to be a big part of research that uses an inductive way of thinking As a consequence, a smaller sample of respondents may be more suitable than the large number of persons studied using the deductive method In order to develop multiple viewpoints on events, researchers in this school are more likely to use qualitative data and a variety of approaches to gather them

3.3.3 Justification For The Chosen Research Approach

In terms of justification for the choice of inductive and deductive approaches, it is clear that these approaches have their own strength and appropriation for different research strategies Induction is a method of learning patterns or comprehending the meanings people give to events, obtaining a deeper comprehension of the context of the research, and gathering qualitative data are all part of the pragmatic philosophy While, deduction (the process of going from theory to data, gathering

23 quantitative data, testing theories and hypotheses, elucidating causal relationships between variables, applying controls to ensure the validity of the data, and choosing adequate sample sizes to draw conclusions).

Descriptive Method

An elementary research technique is the descriptive research approach, which analyzes the situation as it is right now In descriptive research, characteristics of an observed phenomenon are identified, or correlations between two or more occurrences are investigated (William, 2007) The correlational, developmental, observational, and survey research methods are employed in descriptive research Additionally, exploratory and causal-comparative studies may make use of these research techniques to varying degrees In this paper, the descriptive method will be adopted.

Research Strategy

In order to address relationship queries of study variables, quantitative research might be performed

"Quantitative researchers look for theories and forecasts that have a ripple effect on other people and locations The goal is to create generalizations that advance theory and to establish, confirm, or validate linkages (Leedy and Ormrod, 2001) A problem statement serves as the starting point for quantitative research, which also includes the development of a hypothesis, a literature study, and a quantitative data analysis

By "the overall strategy the researcher takes in conducting the research project," Leedy & Ormrod (2001) identify research methodology In quantitative research, data are gathered so that information can be measured and statistically analyzed to either confirm or refute "alternate

24 knowledge claims" (Creswell, 2003) According to Creswell (2002), chemistry and physics, in particular, are the birthplaces of quantitative research In addition to data collecting, which is frequently numerical, quantitative research also comprises data analysis, typically using mathematical frameworks as the approach Furthermore, the researcher uses inquiry techniques to guarantee consistency with quantitative data collection techniques (William, 2007)

Researchers that employ the quantitative paradigm maintain a distance from the persons and social phenomena they are studying in order to be as impartial as feasible Quantitative research, according to Teherani et al (2015), is based on positivist notions that a single reality exists and can be recognized by employing the proper experimental methods

Many people have suggested that the difference between qualitative and quantitative research is how much time and money are used On the one hand, since the necessary instruments aren't always available, quantitative techniques could occasionally fail when it comes to measuring specific knowledge, attitudes, and actions Conducting scientific research to develop scales or questionnaire questions that are valid and reliable requires time and money

Furthermore, it sometimes takes longer for researchers who conduct assessments to develop quantitative measures that are appropriate and affordable than it does for basic researchers to hypothesize correlations between attitudes and behaviors related to health (Steckler et al., 1992)

According to Teherani et al (2015), qualitative research starts off with a fundamentally different set of premises or paradigms than quantitative research does

The qualitative paradigm examines relevant social problems using anthropological research methods Investigators who use qualitative methods immerse themselves completely in the culture they are studying by taking part in activities, collecting personal histories, interviewing notable individuals, developing case studies, examining existing materials, and/or observing people as they interact (Steckler et al, 1992) The goal of qualitative data collecting is to get an "insider's" viewpoint from the group being investigated

Similar criticisms might also be made about qualitative data collecting and analysis techniques, which, although initially less expensive, ultimately demand a lot of time and effort (Steckler et al, 1992)

3.5.3 Justification For The Chosen Research Method

In this research, a quantitative approach will be adopted in terms of the way collecting data

Quantitative research also makes it possible to evaluate a wide range of variables, some of which may be connected or impact one another, allowing the researcher to examine many variables in relation to the research issue Within these constraints, equipment or questionnaires can be used in various study areas, allowing for more thorough results (McCusker and Gunaydin, 2015)

Moreover, a quantified model can be really useful in terms of analyzing policy for a company or an organization when there are some problems that occur in their workplace The factor of efficiency is incorporated inside quantitative research techniques, as this work has already been said several times It has also been noted that because the quantitative technique has the capacity to collect significant volumes of data in a short amount of time, the distribution of time assets may be handled more successfully when it is used

The capacity of organizations to take action on the results and develop sound policies based on generalized statistical data is another feature of the study's methodology Investigating current issues and emerging trends, for example in the area of general well-being, maybe a legitimate research aim that can help decision-makers in human services organizations create "informed" policies According to a review of both research approaches, which supports this claim, "quantified models can be useful tools for policy evaluation under appropriate conditions." (McCusker and Gunaydin, 2015).

Data Collection

A survey will be conducted in this paper in the form of a questionnaire which includes both quantitative and qualitative questions

A questionnaire is nothing more than a collection of questions with answers sought after in its most basic form However, a variety of various techniques for presenting questions have been devised to ensure that misconceptions or ambiguities in the questioning are minimized and to enable data to be compared among the members of a sample

A questionnaire, as defined, is only a collection of printed or mimeographed questions that are filled out by or for a respondent to express his view

The primary method used to gather quantitative primary data is through a questionnaire A questionnaire makes it possible to gather quantitative data in a consistent manner, ensuring that the results are internally consistent and coherent for analysis It must be obvious from the start how the

27 results will be utilized, and every questionnaire should have a specific goal connected to the study's goals

When resources are limited, a questionnaire is used because it can be designed and administered for relatively little money and takes up a lot of time It also protects participant privacy because participants will only provide truthful responses if their identities are kept secret and confidentiality is upheld Finally, it can be used to confirm other findings because questionnaires can be helpful confirmation tools when they are used to confirm other findings (Roopa and Rani, 2012)

There are no recommended alternatives or preset categories The respondent responds in their own terms, unrestricted by a predetermined range of potential answers Open-ended inquiries come in several forms a Completely unorganized response, such as "What are your thoughts on questionnaires?" b Word association: When given a list of words, the respondent says the first word that springs to mind.]

The responses provided by respondents are restricted to a predetermined set

Scales tend to be closed-ended Examples of several closed-ended inquiries are: a Answering the questions with a "yes" or "no" is the first type of question

Have you ever been to the dentist, for instance?

28 b Multiple choice: The respondent is presented with a number of options

How would you evaluate this product, for example? Outstanding, Positive, Average, Poor, or any combination thereof c Scaled questions—Responses are rated on a scale of 1 to 10, with 10 being the most favored sight For instance, rate the way the item looks on a scale of 1 to 10, with 10 being the most preferred look The Likert scale and Semantic Differential Scale are a few examples of distinct scales

3.6.2 Time Horizon – Cross-Sectional studies

The author used cross-sectional research to explain the incidence and expound on factors associated with a specific phenomenon; working environment on employee productivity Due to time constraints and data gathering, the author chose a survey containing quantitative data connected to the area at this moment in order to detect present and future trends

During the respondents' responses, they will be asked a variety of open-ended and closed-ended questions The open-ended questions will be evaluated in order to determine the “what” question The researcher can assess and discriminate between the features described within the study framework by employing a questionnaire.(Teddlie and Tashakkori, 2009)

To fulfill the research aims, the author chose to use a heterogeneous purposive nonprobability sampling strategy in his empirical study, evaluating varied situations within a small sample (Patton, 2002) The study intends to shed light on major subjects based on certain selection standards Patton

(2002) attributes the author's uniqueness in critical practical and theoretical conclusions generated from a small number of studies to the author's diversified purposive relevance Because a survey is conducted in the form of a questionnaire with a mix of closed-ended and open-ended questions, statistical generalizations about the results can be produced

3.6.5 Justification and Information Needed for the Questionnaire

As discussed above, the author has selected to use a mixed method quantitative research method including a semi-structured questionnaire, aiming to use pre-defined standardized questions related to specific variables The method is considered to bring the benefits of generating a large amount of data in a short period of time through closed-ended and open-ended questions.

FINDINGS AND ANALYSIS

Descriptive Data Analysis

Section I: This section focus on discussing the survey results using the Descriptive analysis method In the first section, Demographic Information will be examined

Overall, the Table 1 (Gender) proportion between men and women is quite equivalent, males accounted for 64% (16 respondents) while females accounted for 36% (9 respondents) This may make the result more objective as the amount of both genders is not much in the gap

In Table 2 (Age Range), it is apparent that the age range varies from 20 to over 40 years old This provides a wide range of opinions as these respondents have from a few to many years of experience

Looking at Table 3 (Education Level), most of the respondents are Working so the information they provide in terms of working environment would be more reliable In support of those opinions, Table

4 (Work Seniority) shows the years of experience these respondents had

Section II: Work Place Environment Factors

This section focuses on discussing the Work Place Environment Factors result This section aims to evaluate the effect level of the behavioral environment on Employee Productivity and Overall Satisfaction in the behavioral environment

Table 5: The effect level of “Recognition for Hard Work” from Superiors at the Workplace on

An individual is given recognition when they are seen as a valuable member of a company To put it simply, benefits granted in the form of money and non-money communicated in a public setting or at work regarding a person's success or accomplishment

As can be seen from the result of Table 5, more than half of the respondents chose Strongly Agree 68% percent, and 32% chose Agree to the statement As a result, this demonstrates from staff members to managers working in a company or an organization are always seeking for the

“Recognition of Hard Work” or “Recognition of Diligence” from colleagues and especially from their

32 superiors Some may quit their job after a short time but for others, they want to attach to their company

Table 6: The effect level of “Feedback Performance” from Superiors at the Workplace on Employee

As can be seen from Table 6, nearly three-quarters of the total respondents have an acceptance point of view about this statement, with 88% Whilst, only 4 respondents have a Neutral view about this Feedback Performance Feedback Performance provides a detailed report from the managers to their employees in order to evaluate their work output monthly which helps staff members to have a broader and clearer view of what they achieved to improve their working behavior and productivity

Table 7: The Effect Level of "Fair Treatment" at the Workplace on Employee Productivity

Having fair treatment among employees and a positive working environment are the things that everyone wants This is clearly shown in Table 7, Strongly Agree and Agree are the two most-chose answers with 56% and 32% respectively Meanwhile, unnotably, only 12% of respondents chose a Neutral opinion

Table 8: The effect level of "Work-Life Balance" at the Workplace on Employee Productivity

As can be seen from Table 8, even though Strongly Agree and Agree answer shows a remarkable number overall, with 44% and 32% respectively In contradiction, there are 4 answers in Neutral and

2 answers in Disagree Work-Life Balance, in general look, is important to everyone as employees can have a day off, refresh themselves, and blow off some steam Importantly, is not to have work- related duties at home

Table 9: What Behavioral Factor Has the Most Affection on Employee Productivity?

On top of the Table 9, Pay Interpersonal Relations seem to have the most affection on Employee Productivity with 7 respondents choosing this factor The second factor with a huge affection on Employee Productivity is Pay Structure and Goal Setting, with 24% of each factor Supervisor Support and Feedback Performance have little impact on Employee Productivity

Figure 10: The Overall Satisfaction level of Employee on behavioral environment at Workplace

On a scale of 1 to 5, It is apparent that most respondents have high satisfaction with their behavioral environment at their Workplace From the bar chart, 80% of the satisfaction level focuses on a scale from 4 to 5 while there is only 16% on a scale of 3, and lastly, 4% (1 respondent) might have some issue with the behavioral environment within the company he or she is working for

Section III: physical environment Factors

This section aims to evaluate the effect level of physical environment Factors on Employee Productivity

Table 11 The effect level of "Ventilation, Temperature and Noise" on Employee Productivity

It is undeniable that the Social or Mental environment is important but without these fundamental factors, it is hard to focus on working when it is too hot, noisy, and smells of something

Table 12: The effect level of "Furniture" on Employee Productivity

At first glance at Table 12, it seems that most respondents do not believe much that the Furniture factor do bring impact on Employee Productivity As shown in Table 12, even though there is 20% of respondents have an acceptance opinion of this factor; however, accounted for the largest proportion with 44% (11 respondents) having a Neutral view and the rest of the respondents have negative opinions, with 28% and 58% of disagreeing It is argued that when it comes to boosting efficiency, the physical architecture of a workplace is crucial The data in Table 12 reveals, however, that employees have the opposite perspective on how important it is to have the room and resources necessary to execute their jobs

Table 13: Which Physical Factor has the most Affection on Employee Productivity?

Air Ventilation is one of the fundamental factors that have a tremendous effect on Employee Productivity The second-ranked factor is the Color of the Office Environment with 5 respondents choosing this factor Temperature, Adequate Lighting, and the Presence of other life factors are unnotable

On a scale of 1 to 5, It is apparent that most respondents have an Average level of Satisfaction on the physical environment at the Workplace With a significant proportion of 48% on Neutral opinion and 8% appear to disagree While 44% have an appraisal attitude toward Physical Satisfaction.

Qualitative Data Analysis (Open-Ended Questions)

The question from Table 15 aims to point out which factor has the most impact on employee productivity and it also provides clarification for the relationship between the satisfaction of employees in both physical and social/ mental environments, and factors that negatively affect employee productivity

Figure 14: The Overall Satisfaction of Employee on physical environment at Workplace

The Overall Satisfaction of Employee on Physical Environment at Workplace

Table 15: What potential components negatively affect employee productivity at the workplace?

Noise from outside such as vehicles, or construction

Supervisor Support Lack of supervision from superior 1 2.4%

Work Recognition Recognition of employees’ work 3 7.3%

Goal Setting Unclear goal setting from managers 3 7.3%

The work environment does not provide qualified employees

For example air conditioner, stationery (pen, paper, printer, scanner)

In my personal opinion, it will be the office color

Temperature Hot place to work in the summer 2 4.9%

The boss focuses too much on details and pointing out employee’s mistakes

Employees are easily distracted and do their own things like dialing the phone during working hours

Feedback Performance No feedback or consulting from the supervisor 1 2.4%

Company Don't know the company well 1 2.4%

Poor Communication Skill Poor Communication Skill 1 2.4%

Lack of consistency in work processes leads to conflicts between individuals and departments, which slows down work performance

Toxic working environment, negative colleagues

Appreciate the fair treatment from superiors for the business department that has a bias compared to other departments

As can be seen from the coded Table 15, Poor Infrastructure ranks first in the potential factor that negatively affects employees’ productivity with 9 answers containing this factor and accounting for 22% in total The “Noise” factor is considered to be the second factor that negatively affects employees’ productivity with 8 answers containing this factor in 25 answers of the Survey and accounting for nearly 20% These two factors exist within physical environment Comparing the data of these two factors which are “Poor Infrastructure” and “Noise” to Figure 14, it is clear that most of the Satisfaction Levels focus on the Neutral Level with 48% in total which is a significant number To conclude, when it comes to boosting efficiency, the physical design of a workplace is crucial However, in this circumstance, the attitude of employees toward the physical environment is considered to be Dissatisfied

In comparison with Figure 10, the Overall Satisfaction levels reveal that 80% of the respondent have a positive attitude toward the behavioral environment at the Workplace To support and clarify, the data in Table 15 shows the Behavioral environmental factors presented in “count” and “percent” are insignificant in its figure which shows a weak relation between the negative effect of Behavioral factors on Employees’ Productivity

Table 17: From an employee perspective, what should your company do to help to improve your productivity?

Financial Support From small things such as financial support for vehicle parking monthly

Supervisor Support Encourage and release pellets at the right time, guide and point out mistakes in a binary way and suggest solutions

Pay Structure Improve pay structure as the cost of living is getting higher every day

Provide Equipment support equipment such as large computer screens to limit eye defects

For me, a healthy psychological working environment, friendly colleagues, and receiving the attention and help of superiors is that employees will have the most optimal working state

Noise I think the company should improve the soundproofing of the glass doors because the place where I work is close to a processing workshop, so it is quite noisy and often

Should give employees an extra 15-minute lunch break Because of the time employees go to lunch and start working again, there is not enough time off for the food to be digested Returning to work immediately will affect the stomach health of employees and reduce work efficiency

Goal Setting Set work goals that are appropriate for each specific period

Infrastructure Ensure that the equipment at the company is in good working order so as not to affect the working process of employees

Compensation Ensure employee benefits such as salary, bonus, holidays, leave

Employee Training I think there should be training sessions to improve the skills of employees

Feedback The superiors should pay more attention and be 5 13.9%

Performance more careful in the monthly performance appraisal and feedback Let employees understand their strengths and weaknesses and improve and promote them

Communication Skill And I want the company to recognize and listen to the opinions of employees to have the most objective

Replenish employee essentials such as water and cake, creating a physically healthy working environment

Table 18: Which environment: Behavioral or Physical within the working environment, should be more focused on?

Category Count Percent behavioral environment 13 54% physical environment 7 29%

13 respondents out of 24 with 54% proposing that the behavioral environment should be focused on While there is 7 out of 24 answers agree that physical environment is more important than behavioral environment

The data from Table 18 also support the result from Table 10 and Table 14 From Table 10, the author can make a conclusion that behavioral environment is in a vital position compared to physical environment These conclusions are further supported and clarified as most of the remarkable factors from Table 17 are Behavioral factors which are Feedback Performance, Supervisor Support, and Positive Behavioral Working Environment with 13.9%, 11.1%, and 19.4% respectively

Evaluation of Research Question

This study aimed to review how factors from the working environment in the form of Behavioral and physical environment influences the productivity of employee In addition, this study also addresses the sub-research questions

Firstly, in terms of addressing the first research sub-question, through collecting and analyzing data by surveying the form of close-ended and open-ended questions, it can be summed up that components from both Physical and Behavior Environments play a vital part in affecting employees’ productivity in terms of increasing or decreasing it However, behavioral environment results seem to outstand the position of physical environment , in particular, for most of the questions that related to the behavioral environment, having a large proportion of high acceptance toward the effect of Behavioral components on the Quality of employee performance

Secondly, as a result, it can be concluded that behavioral environment has more impact on Employee Productivity than physical environment

In terms of behavioral environment, Interpersonal appears to have the biggest effect on Employees’ Performance according to respondents This factor is considered to be a bridge between employer

44 and employee as it raises communication, narrows the gap between two sides, and helps the employee to have a clearer sight of the task they are doing which would help to reduce the time and the challenge of generating the assigned task

In regard to physical environment , Air Ventilation has the most affection on the Employees’ Performance according to respondents.

DISCUSSION AND CONCLUSION

Discussion

This part, which draws on the examination and debate conducted above, intends to demonstrate the knowledge and experience discovered throughout the study's refining The author found many perspectives based on the dependency of the phenomena thought to be coherent to the working environment during the initial literature search, which provided exploratory perspectives on accepted concepts surrounding the subjects of employees' productivity.

Conclusions

1 The outputs indicate that the gender of this sample size is imbalanced when the male proportion is larger than the female It shows that 35% of the respondents are between 30-

39 In terms of education level, 70% of respondents are working which mean most of them have experience with the workplace Lastly, Work seniority shows 30% have working experience of more than 5 years which would help to the validity of the data

2 Questions about the behavioral environment that includes Recognition of Hard work, Feedback Performance, Fair Treatment, and Work-Life Balance and physical environment questions such as Air Ventilation, Temperature, and Furniture to determine the importance

45 level of these factors to Employee’s Productivity Furthermore, to demonstrate which environment has a greater impact on Employees’ Productivity

3 The physical amenities that the bank offered for the employees are unsatisfactory to them Employees' satisfaction with the behavioral environmental elements, however, is astonishingly high 80% of the respondents give strongly agree and agree with the question of behavioral satisfaction level However, 48% of respondents give neutral replies and 8% give disagree on the question of physical satisfaction level

4 For the first open-ended question, the result of this question demonstrates the two factors that have the most negative effect on employees’ productivity which is Poor Infrastructure and Noise

5 The second and third questions show the perception of respondents through both managers and employees to determine what should be done if they are in a manager position and what should have changed in their employees’ perception This also pointed out what factors have an enormous impact on employee performance

6 Finally, survey findings reveal that despite the employees' dissatisfaction with the workplace's physical surroundings, they are remarkably satisfied with it due to its supportive behavioral working settings

As a result of the survey:

There is a connection between the office environment and the quality of employee performance Behavioral factors of the working environment have a better impact compared to the physical environment

The overall satisfaction of employees on the working environment leads to the up and down of productivity.

Importance of Research

Adding to the previously mentioned research framework, the study offers a statistical analysis of the impact of the workplace on employee productivity By offering in-depth perspectives through open- ended questions and examining a wide range of perceptions to determine future trends, the study builds upon earlier studies When assessing the significance of the study, it can be said that a number of ideas found in the literature have increased worker productivity However, as time goes on and managers and organizations become more aware of the physical and behavioral environments of small and medium-sized firms, environmental elements may alter

Evidence gathered during the course of the study has demonstrated that a bigger sample of respondents is necessary in order to draw a reliable conclusion The author suggests that by including additional how- and why-specific survey questions, the findings might be improved

The respondent was unable to participate in the indirect interview, thus the author had originally contemplated structuring the interview using a semi-structured interview with open-ended questions based on the literature It became clear to the author as they grew via evaluating various literary works that there was no need for quantitative analysis As a result of prior encounters with the subject, the author's expertise grows during the process The process of choosing relevant themes to follow and which ones to ignore from the overall analysis was further complicated by the author's

47 inexperience as the coding template progressed However, this process may have been enhanced by conducting further research within the context of the aforementioned research limits

5.3.3 Improving the Quality of the Research

The author suggests getting in touch with the HR managers and workers of the adopted organization directly at least one month to one and a half months in advance in order to improve the experience for future studies The quality of the experience might also be enhanced by using tools like SPSS to automatically examine the variances with the primary data in order to solve some of the data difficulties the author encountered when designing a template for improving the themes inside the coding system

This study revealed the connection between components of the work environment and employee productivity Thus, the following recommendations are hereby presented:

1 The adopted firm is recommended to invest more in the physical environment based on the findings above indicating that infrastructure receive many negative replies Noise is also should be in consideration to provide employees with an appropriate working environment

2 In the light of improvement, the behavioral environments factors such as Feedback Performance, Supervisor Support, and Positive behavioral environment as these factors under the employees’ perception are strongly important

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Table 15 What potential components negatively affect employee productivity at the workplace?

1 Noise, Lack of care from superior, and recognition of employees’ work

2 unclear goal setting from managers, poor office equipment

3 Poor infrastructure Air conditioning should always be provided

4 - noise from outside such as vehicles, or construction - employee's health status - love of work - sense of responsibility towards work

5 - In my personal opinion, it will be the office color The color at the company I work at is quite dark and creates a feeling of sadness and fatigue, so I think it will affect the employee's morale and work performance.

6 - Hot place to work in the summer

- The sanitary place for employees is not guaranteed as the smell in the office affects the working process

7 - Objective factors such as external environment: hot sun, noise,

- Bosses often make mistakes that make employees unhappy

9 The work environment does not provide qualified employees For example: air conditioning, stationery (pen, paper, printer, scanner), place to rest at noon or overtime, dining area,

10 - I think it can be small talk that often distracts from work

- Social networks can also be seen as a factor that distracts from work and reduces work performance

- Boredom at work with low pay

11 do not receive recognition and respect for the efforts spent no feedback or consulting from supervisor

12 - Employees are easily distracted and do their own things such as dialing the phone during working hours

13 - Don't know the company well

- Lack of supervision from superiors

14 - Lack of commitment at work,no effective capacity assessment

-The working environment is not bright, not fresh, not full of stationery

- Skills do not meet or are not suitable for the position or job assigned

-The working environment is not airy, gloomy, lack of green trees

-The working environment is polluted with noise

- Do not recognize the value that employees are bringing to the company

- Giving tasks, job goals are not clear, not specific, far beyond reality, unable to achieve goals

- Ignoring or not attaching importance to employee welfare factors

17 - Lack of consistency in the working process leads to conflicts between individuals and departments, which slows down work performance

18 - Email, work group messages, meetings,

- Unreasonably assigning work from superiors

19 - Noise from outside or can be from inside when other staff members do not behave well and have loud music on - Small working space

21 Unsafe working environment, lack of necessary equipment

22 Toxic working environment, negative colleagues

23 Toxic working environment, lack of fair treatment from superiors towards business departments with bias compared to other departments.

24 The work goal is not clear

17 From an employee perspective, what does it takes to improve your productivity?

1 - From small things such as financial support for vehicle parking monthly - More support from managers

2 - Improve pay structure as the cost of living is getting higher every day - It would be beautiful if the company have a fridge so I can store my lunch - I wish that my company would have private parking just for employees because my motorcycle got scratched twice this week

3 - Create a positive working environment, more communication among employees

64 and managers - I think managers should have clearer goal setting because sometimes my colleagues do not understand the purpose of the task and there is a limit in communicating with them

4 - I suggest that the company should push the starting time of the morning shift to

8:30 because it is quite far from my house to the company and the morning time is at the road or traffic jam, so I often arrive late to the company even though I departed early

- And I want the company to recognize and listen to employees' opinions to have the most objective "feedback and evaluation" possible

5 - I am not too demanding about the physical environment to be fully equipped

For me, a healthy psychological working environment, friendly with colleagues and receiving the attention and help of superiors is that employees will have the most optimal working state

6 - I think the company should improve the soundproofing of the glass doors because the place where I work is close to a processing workshop, so it is quite noisy and often noisy It makes me lose focus and quite annoyed even though I have reported it to my superiors, but the company has not taken immediate measures to support employees in the office with a quiet working environment

7 - Should give employees an extra 15 minute lunch break Because of the time employees go to lunch and start working again, there is not enough time for the

65 food to be properly digested Returning to work immediately will affect the stomach health of employees and reduce work efficiency

- I think the company should set up a fund with contributions from leaders and employees so that employees can have a refrigerator and microwave for common use In order for employees to bring lunch, this will reduce the lunch time and increase the time for employees to rest for the best working condition and mental health

8 - As I mentioned earlier, I want to have a goal for myself like Objective Key Result

For me, it is like some sort of motivation of knowing what to do, and what I can achieve So I think this could be also important for other staff members

9 Make sure the equipment at the company works well so as not to affect the working process of employees, add snacks and drinks such as tea and coffee for employees

10 - The company should give weekly reviews instead of monthly as usual In order to closely monitor the progress and performance of employees in a good way Because the monthly report will delay the adjustment and repair of errors made by employees

11 Replenish employee essentials such as water and cake, creating a physically healthy working environment

Acknowledge and give fair feedback, contribute constructively to employees,

12 - I think there should be training sessions to improve staff's skills

- Extend lunch break by 15 minutes so that employees can rest and work better

13 - Superiors understand employees, reduce control and impose, do not compare between employees, only care about aspects of work and do not interfere in personal life

- Encourage and comment on time, guide and point out mistakes in a delicate way and suggest solutions

- Ensure employee benefits such as salary, bonus, holidays, leave

- Create a fair and unbiased competitive environment

14 Help employees see the path to career advancement

Build a dynamic and effective working environment

Give positive, helpful suggestions and motivate employees

15 Team building, motivating, recognizing employees' dedication, having a clear policy of fair treatment

16 - Have a clear and stable salary and bonus policy

- Set work goals suitable for each specific period

17 Should create an open, friendly, comfortable working environment, equipment should be equipped as optimally as possible, need to arrange more trees and

67 flowers to create a pleasant feeling of relaxation

18 need to agree with each other to come up with a common voice about the cx goal as to how to do it

19 - I think the place where i work should have a better toilet because it is really smelly it is really disturbing to work in a place like that

20 I need "Panic room" because sometimes I feel too pressured at work

21 clear support and feedback from my superiors for my work

22 internal training sessions, support equipment such as large computer screens to limit eye defects

23 maybe this doesn't directly affect work performance but i want a fair working environment unbiased What makes you feel respected?

24 The superiors should pay more attention and be more careful in the monthly performance appraisal and feedback Let employees understand their strengths and weaknesses and improve and promote them

18 Which environment: Social/ Mental or Physical within work environment, should be more focused on? Why?

1 Social or Mental Environment should be more focused Because working in a toxic environment with good compensation would never retain employees for a long time

68 and hard to attract potential employees

2 Physical Environment As I mentioned above and I have no intention of working a long time in this company so all I need is physical benefits

3 I think both of these environments have the same role in the working environment

Because these environments have different impacts on employees and both have the same impacted factor which is employee productivity

4 I myself am satisfied with the company's facilities However, I feel that the company is not yet sophisticated in its work towards employees and the ability to listen is still undefined

5 Social/Psychological environment is most important I'm a shy person and have an unstable mentality, so I want a friendly and sociable school

6 - Physical environment Through experience, I think every element in the physical environment should be carefully considered because when a defect occurs, it will affect employee performance

7 I think the social/psychological environment would be the most appropriate Because from a boss who cares about employees, there are policies and actions that affect the surrounding physical environment

8 I think I will choose the Social/Mental Environment Having a clear mindset would help to reduce a lot of time searching for the working purpose

9 All three factors are important However, the physical factor is the most necessary for the working environment to provide enough conditions for employees to develop their

69 productivity, besides, the psychological factor also needs to be taken care of for health Employee morale is also a factor affecting their productivity

10 The social/psychological environment is ok Because understanding employee psychology will help make appropriate policies, save for the company's budget and in a timely manner

11 The physical element should be more focused Because when the physical factors in the work environment are guaranteed, employees can rest assured to maximize their capacity for work

12 Physical environment Because I want to work with better equipment such as a large screen computer that can be connected to a laptop to limit eye problems

13 Psychological/Social Environment Decisive, profoundly impactful

14 Psychology and Physics are the most important Because mental health and physical conditions in the working environment are the two most important things to promote and enhance employees' work productivity, helping them to reduce pressure

15 Social/psychological environment Capturing the heart will make it much easier for businesses to make big policies and attract potential employees to the company

16 Social/psychological factors should be emphasized, focusing on improving in the working environment Social/psychological factors will directly affect employees' awareness, morale, and benefits When employees work without motivation, goals to strive for, always feeling unrecognized for the values they bring, it will easily lead to the behavior of looking for another working environment that is suitable for them.