Comfortable Working Environment Research Articles

Analisis Strategi Komunikasi dan Lingkungan Kerja dalam Meningkatkan Kinerja Karyawan Cipta Grafika

This research aims to understand and analyze the results of communication strategy and work environment analysis in improving employee performance at Cipta Grafika Karawang. The location of this research is at Cipta Grafika Karawang. The research method employs a qualitative descriptive approach, expressed through careful word selection, sentence composition, detailed narration, and visual representation. Data collection techniques involve interviews, observations, and documentation. The research findings indicate that communication, comprising downward communication, upward communication, horizontal communication, and interline communication at Cipta Grafika, are well-established and efficient. The work environment is also reported to be good and comfortable. Effective communication and a comfortable working environment contribute to enhancing employee performance. It is essential to continuously maintain good communication and a comfortable work environment to sustain and further improve employee performance at Cipta Grafika.

The effect of training, leadership effectiveness and work environment on employee performance in the Procurement of Goods and Services Section of the Regional Secretariat of North Konawe Regency

This study examines the influence of training, leadership effectiveness, and work environment on employee performance in the Goods and Services Procurement Section of the Regional Secretariat of North Konawe Regency. The method used is a quantitative approach with multiple linear regression. The population of this study includes all 31 employees of the Procurement Section, who also served as the sample for this research. Data was collected through a questionnaire using a Likert scale, then analyzed with statistical tests. The results show that training, leadership effectiveness, and the work environment collectively have a positive and significant impact on employee performance. Individually, each variable was also proven to positively and significantly affect performance. This study emphasizes that improving the quality of training provided, leadership effectiveness, and a comfortable work environment play a significant role in enhancing employee performance. These findings can serve as a reference for government agencies in formulating more effective employee development strategies.

Enhancement of work place comfort through the use of soft landscape

The work environment has been shown to have a great influence on employees’ physical and mental state, as such employers try as much as possible to provide a comfortable working environment. However, recent studies have shown that the work environment is no longer as comfortable as it used to be due to heat gain from the increasing use of hard landscape features and neglect of soft landscape features in the work environment. This has resulted in stress causing both mild and severe health conditions for employees. Thus, this study aims to analyze the use of soft landscape in enhancing users' comfort with the view of reducing stress and health-related issues in the work environment. The paper adopted a mixed method using observation checklists, structured interviews, questionnaires, and case studies. A total of eighteen office complexes were selected to describe the existing situation as related to most office complexes and to also gain insight into the subject matter as already applied to life situations. Structured interviews and questionnaires were also conducted with occupants of the buildings and professionals to hear their perceptions and expectations of their work environment. Results showed that 20 percent of the offices give proper consideration to the use of soft landscapes in the work environment, and 40 percent give inconsiderable attention to soft landscapes while making use of them in small quantities solely for improving the aesthetical value of the building. In comparison, the remaining 40 percent do not consider landscape use as a means of improving comfort in the work environment. Findings also revealed that 80 percent of office buildings give major consideration to parking space using hard landscapes without a proper blend of soft landscapes after building design which hurts occupant comfort. The research concluded that the incorporation of soft landscape elements both within the building using recesses and protrusions and on the building walls through the use of exoskeleton and climbers while incorporating trees, shrubs, flowers, hedges and water around the building can have these required effects on employee’s comfort.

Analysis of factors affecting employee productivity

Purpose-Internal and external factors can affect employee productivity. This study examined the relationship between occupational health, safety, and work environment, which is thought to affect employee productivity. Design/Methodology/Approach-The study population focused on the employees of the Semen Merah Putih Branch Company. The research data was collected through questionnaires administered to all employees, totaling 47 respondents. The research data were then processed using SPSS. Findings-Occupational health, safety, and working conditions all had a favorable impact on employee productivity. That is, when workplace support systems and occupational health and safety policies are implemented as effectively as possible, productivity at work will rise, thereby enhancing company performance. Research limitations/implications-Every business actor needs to focus on optimizing occupational health and safety to encourage increased employee productivity. To support this, business actors must also pay attention to other factors, such as creating a comfortable and safe work environment, to maximize efforts to achieve employee productivity. Originality/value-Currently, there is a dearth of research on employee productivity, especially for companies engaged in the industry. Previous studies of employee productivity have examined the internal and external aspects of employees, such as motivation, leadership, and organizational culture.

The application of metaverse in occupational health.

The metaverse, as a new digital interactive platform, is garnering significant attention and exploration across industries due to technological advancements and societal digital transformation. In occupational health, there is immense potential for leveraging the metaverse to enhance work environments and occupational health management. It offers companies more efficient and intelligent solutions for occupational health management while providing employees with safer and more comfortable work environments. A comprehensive literature search was conducted using PubMed, Web of Science, IEEE Xplore, and Google Scholar databases to identify relevant studies published between January 2015 and March 2024. The search terms included "metaverse," "virtual reality," "occupational health," "workplace safety," "job training," and "telemedicine." The selected articles were analyzed, and key findings were summarized narratively. The review summarizes the broad application prospects of metaverse technology in immersive training, occupational risk identification and assessment, and occupational disease monitoring and diagnosis. However, applying the metaverse in occupational health also faces challenges such as inadequate technical standards, data privacy issues, human health hazards, high costs, personnel training, and lagging regulations. Metaverse offers new possibilities for addressing the numerous challenges faced in occupational health and has broad application prospects. In the future, collaborative efforts from multiple stakeholders will be necessary to promote the sustainable development of metaverse technology in occupational health and better protect workers' occupational health.

Analysis Of The Influence Of Work Environment And Learning Culture On Employees' Work Commitment In National Airline Company Garuda Indonesia

The purpose of this study is to examine how organizational learning and work environment affect commitment to the company. Both quantitative and descriptive research methodologies are used in the study. Researchers employed descriptive research in this study. Non-probability sampling was employed in this study, and the sample size was one hundred participants. The author of this study collected data from respondents via questionnaires, interviews, and observation. Multiple regression analyses have been used in this study. The organizational commitment variable is positively and significantly impacted by the independent variables organizational learning and work environment, according to the results of the individual parameter significance test. These findings suggest that factors related to the work environment and effective organizational learning can raise the degree of organizational commitment. The study's findings also demonstrate that organizational dedication is positively impacted by the workplace. Overall, the study's findings point to the need for businesses to focus on and enhance organizational learning in the workplace because doing so can increase workers' organizational commitment. Emphasis on adequate facilities, good learning opportunities, leader support, a comfortable work environment, and interaction between employees can help increase the level of organizational commitment within the company.

Wearing a Surgical Vest With a Sterile Surgical Helmet System Decreases Contamination of the Surgical Field

BackgroundSterile surgical helmet systems are frequently utilized in total knee arthroplasty procedures to protect the surgeon while maintaining a comfortable working environment. However, common helmet systems pressurize the space between the surgical gown and the surgeon’s skin. In gowns with a back seam, this may allow contaminated skin particles to escape into the surgical field. By measuring bacterial colony-forming units (CFUs), this study sought to determine if occlusion of the open back seam reduced the risk of potential contamination. MethodsFirst, qualitative analysis depicting airflow variations between gown configurations was performed using the Schlieren Spherical Mirror imaging system. Each gown configuration consisted of a sterile surgical helmet and one of 3 gown configurations: a standard gown with rear-tied closure, a standard gown with a surgical vest, and a zippered Toga-style gown. Next, a surgeon then performed simulated surgical activities for 60 minutes within a 1.4 m3 isolation chamber with work surfaces and controllable filtered air exchanges. During each procedure, contaminated particles were collected on sets of agar settle plates positioned directly behind the surgeon. Upon completion, the agar plates were incubated in a biolab, and the number of bacterial and fungal CFUs was counted. The experimental procedure was repeated 12 times for each gown configuration, with sterilization of the chamber between runs. Contamination rates were expressed as CFUs/m2/h. ResultsThe mean contamination rate measured with the standard gown was 331.7 ± 52.0 CFU/m2/h. After the addition of a surgical vest, this rate decreased by 45% to 182.2 ± 30.8 CFU/m2/h (P = .02). Similarly, with the Toga-style gown, contamination rates dropped by 49% to 170.5 ± 41.9 CFU/m2/h (P = .01). ConclusionsWhen used in conjunction with surgical helmet systems, conventional surgical gowns do not prevent potential contamination of the surgical field. We recommend that staff within the surgical field cover the back seam of standard gowns with a vest or don a zippered Toga-style gown.

Social network centrality and the corporate environment: The case of sexual diversity policies

AbstractWe study the external influence of social capital, measured by Facebook's (now Meta) Social Connectedness Index, on a firm's decision to adopt policies that promote a more diverse corporate environment. Recent studies find corporate policies that embrace sexual diversity are beneficial to firms and their stakeholders, thereby contributing to their corporate social responsibility (CSR) and business sustainability. We find that firms with a high social network centrality are more likely to adopt policies and business strategies that support sexual diversity. Moreover, firms that adopt good CSR practices are more likely to implement more inclusive policies such as sexual diversity policies. This provides for a more comfortable work environment for the LGBT+ community. However, we also find that firms reduce their adoption of inclusive policies during times of economic uncertainty, supporting the pessimistic view that firms decrease window dressing activities during economic downturns when governance is tightened, and resources are scarce. We attribute this phenomenon to the exploitation of agency benefits by managers.

Nurses' comfort and well-being: A descriptive study to find out the relationship between nurses' awareness of self-comfort and well-being at long-term care settings in the state of Kuwait.

The study aims to examine out nurses' awareness of self-comfort and well-being in long-term care settings in the state of Kuwait to avoid profession burnout. Nurses are vital resource to health care institutions, the attention on nurses' comfort and well-being should be given valued concerns by top management, as poor staff well-being can pose risks among them and may result in poor performance such as less quality care that is result from less productivity and if the staff well-being ignored the institution performance might be underachieved. A descriptive cross-sectional study design was utilized. The questionnaire assessed participants' socio-demographic data, comfort, and well-being. Data were collected from 260 (86.7% response rate) nurses over the course of 3 months from long-term care facilities in 2 different organizations in Kuwait. The overall nurses' comfort level was moderate with a mean percent score of 67.55 ± 12.50. However, the overall nurses' well-being level was low with a mean percent score of 49.58 ± 6.93. As well as, a strong, positive, and significant correlation was noticed between overall nurses' comfort and its domains with the overall nurses' well-being and its domain. The regression analysis revealed that nurses' perception of their comfort may predict their well-being (P < .001) and explained 34% of the variation in nurses' well-being (R2 = 0.470, β = 0.428, F = 34.762, P < .001). This study emphasized on the importance of creating a healthy, comfortable work environment that promotes nurses' well-being, as well as eliminating discomfort and job dissatisfaction from the organizational culture among nurses as it effects on the organizational performance, productivity, and quality of care.

Quality of Work Life at Airport Management Unit (UPBU) Merauke

The aim of this study is to investigate the indicators of work life quality among employees at the Airport Management Unit (UPBU) Class 1 Mopah Merauke. A qualitative approach was adopted by collecting data from semi-structured indepth interviews with 12 civil servants representing the administration subsection, the technical operations section, the flight security section, as well as the service and cooperation section. The research findings indicate that the first determinant of work life quality is the opportunity to use and develop expertise. Skill development is an essential factor to ensure the safety and efficiency of employee work. Without the proper skills, operations could be hindered. The second indicator is the condition of a safe and comfortable work environment. Safety and health are the top priorities at the airport. The third indicator is constitutionalism within the work organization. Legal protection and employees' rights are crucial, especially in a highly structured and high-risk environment like the airport. The other four indicators, although not primary, can influence employee job satisfaction at the airport, especially if the other factors are already satisfied. The results of this study provide valuable insights into the challenges faced by employees at UPBU and offer recommendations for further improvement.

Impact of Retention Practices by Skyline Hotel of Gujarat, India

This research aims to study the impact of retention practices within Skyline Hotel, Gujarat, and find areas of improvement for more effective outcomes. Data collection was conducted utilizing both structured and open-ended questionnaires. The study comprised a sample size of 40, chosen through probability-based sampling techniques. Analysis unveiled four primary factors influencing individuals' decisions to enter the Skyline Hotel i.e. salary, prospects for career advancement, attainment of senior positions, and complexities inherent in job roles. Critical determinants of employee satisfaction encompassed effective utilization of technology, availability of sufficient resources, provision of a safe and comfortable work environment, and devotion to consistent management policies. Moreover, five parameters crucial to personnel productivity emerged: contentment with colleagues, recognition of job performance, opportunities for future growth, and acknowledgment of employee input. The research findings underscored a spectrum of perspectives among Skyline Hotel personnel in Gujarat concerning factors shaping their decisions. There are some respondents expressed their willingness to leave their current positions in search of enhanced career advancement opportunities and more promising job prospects elsewhere. This research provides valuable insights into the factors affecting employee retention strategies and productivity within the Skyline hotel in Gujarat, shedding light on areas where improvements can be made to foster a more engaged and satisfied workforce. These findings may serve as a foundation for the development of retention strategies that can benefit both hotel employees and the organizations they serve.

The Influence Of Transformational Leadership, Motivation, Physical Work Environment And Job Stress On Employee Performance At Pt. Indonesian Trains(Persero) Daop 1 Jakarta Year 2019

This research aims to determine and analyze the influence of transformational leadership, motivation, physical work environment and work stress on employee performance at PT. Indonesian Railways (Persero) Daop 1 Jakarta. This research data uses primary data in the form of a questionnaire to 101 employees of PT. Indonesian Railways (Persero) Daop 1 Jakarta. The data analysis technique uses multiple linear regression analysis and uses the SPSS 23 program. The research results show that there is an influence between Transformational Leadership (X1) on Employee Performance (Y). Then there is the influence of the Motivation variable (X2) on Employee Performance (Y). Likewise, for the Physical Work Environment variable (X3) there is an influence on Employee Performance (Y). Then the Job Stress variable (X4) also has an impact on Employee Performance (Y). Partially or simultaneously, it has a strong influence among the four variables, the most significant of which is the Motivation variable. The results of this research hope that companies can improve good leadership styles and a comfortable work environment so that they can support employee performance.

The Influence of Incentives, Work Environment and Work Discipline on Employee Satisfaction of PT Xyz Cakung Branch

This study aims to analyze how much influence incentives, work environment and work discipline have on employee job satisfaction. In this study using primary data obtained from the distribution of questionnaires to 142 employees as respondents at PT, XYZ cakung branch. This study used descriptive analysis methods and inferential analysis. Data were analyzed using multiple linear regression correlation analysis, instrument test, model feasibility test, and t test. The results of this study show a positive and significant influence on employee job satisfaction, resulting from the results of the regression equation model in the Coefficients table Y = 4.307 + 0.246 + 0.241 + 0.202. In the feasibility test of the model, a significant value of 0.000 was obtained, which means that the model is said to be significant and the model is said to be feasible to be used in this study. In the results of the t-test hypothesis value, the sig value on the incentive variable is 0.000, the sig value on the work environment variable is 0.008, and the sig value on work discipline is 0.000. So it can be concluded that partially these three variables have a positive and significant influence on the dependent variable of employee performance. If the management provides good incentives and creates a comfortable and conducive work environment as well as implementing good discipline in the work environment to stimulate employees to do their jobs better, it will be able to influence employees to do their jobs better. Which will have an impact on achieving common goals

Health and productivity management initiatives to promote worker health and improve the workplace environment at the Fukushima Daiichi nuclear power plant.

Since the Fukushima Daiichi nuclear power plant (FDNPP) accident in 2011, measures have been taken to address occupational health risks, such as heat illness and infectious diseases, and ensure fitness for duty with the Tokyo Electric Power Company and its contractors. However, with the decommissioning operations set to span several decades and an aging workforce, there arose a need for proactive occupational health strategies that not only addressed these risks but also promoted employee health and created a comfortable work environment. With the Japanese government's promotion of health and productivity management (HPM) for corporations, an HPM-based initiative was launched at the FDNPP in 2019. We designed an HPM questionnaire tailored to the unique conditions at the FDNPP for contractors in 2019. Subsequently, we adjusted the questionnaire annually in light of evolving societal contexts and insights derived from contractors' feedback. This initiative also involved the annual recognition of outstanding contractors. These efforts have led to a steady increase in the number of contractors participating in the HPM survey, with respondents' scores continually improving. We also emphasized dissemination of HPM practices from contractors to their subcontractors due to the complex subcontracting structure at FDNPP, and our results showed that more contractors have been extending these efforts to their subcontractors. Our findings suggest that individual contractors are steadily enhancing their HPM efforts. We are committed to continually offering support to advance HPM throughout the FDNPP.

Lingkungan Kerja dan Kompensasi: Kunci Meningkatkan Produktivitas Kerja

Employee work productivity is a crucial factor in determining the success of an organization. The work environment and compensation are two factors that can influence the productivity of employees. A comfortable and conducive work environment can boost employees' morale, while fair and competitive compensation can enhance their motivation. This research aims to investigate the impact of the work environment and compensation on employee work productivity. The study employs a quantitative method with an associative approach. The population of the research comprises all employees at PT Satya Dinamika Mandiri. The sample size is 105 individuals, and data are collected through a questionnaire. Regression analysis is utilized to analyze the data and identify causal relationships among variables. The research results indicate that the work environment and compensation, when considered simultaneously, significantly affect the work productivity of employees. The work environment has a greater influence on employee work productivity compared to compensation. Based on these findings, companies need to pay attention to both factors to enhance employee work productivity. It is crucial for organizations to create a comfortable and conducive work environment and provide fair and competitive compensation. This conclusion emphasizes the importance of companies in creating a conducive work environment and adequate compensation system to increase employee productivity and welfare. By understanding and managing these aspects, companies can design more effective human resource management strategies to achieve organizational goals optimally.

Ergonomic Evaluation of Static, Revolving, and Wooden Chairs using Cornell’s Seating Evaluation v21 in Professionals with Prolonged Sitting: A Cross-sectional Study

Introduction: In contemporary workplaces, individuals using sedentary workstations often remain seated for approximately two-thirds of their workday, with extended periods of sitting lasting at least 30 minutes uninterrupted. The widespread use of various types of chairs in professional settings and their significant impact on individual well-being necessitate this ergonomic study. Given that professionals spend a considerable portion of their day seated, it is imperative to understand the ergonomic characteristics of different chair types to promote a comfortable and supportive work environment. This study focuses on evaluating static, revolving, and wooden chairs to identify their strengths and weaknesses. Aim: To compare the ergonomic features of static, revolving, and wooden chairs among in professionals with prolonged sitting using Cornell’s Ergonomic Scale. Materials and Methods: A cross-sectional study was conducted among professionals at a corporate company in Ahmedabad, Gujarat, India, from July 2021 to September 2022. Participants, regardless of gender, who had been using a laptop or desktop for at least four hours a day for a year were included. The study assessed three types of chairs: static, revolving, and wooden. The survey consisted of two sections: demographic and job-related information, and the Cornell Ergonomic Seating Evaluation v21 scale, which measured chair adjustment, seating comfort, ease of use, body support, and an overall ergonomic score. Data were analysed using Statistical Package for Social Sciences (SPSS) version 25.0, employing one-way ANOVA. Result: A total of 217 participants were surveyed, including 182 males and 35 females. The overall Ergonomic Discomfort Score (EDS%) was 32.49±2.71% for static chairs, 66.3±3.56% for revolving chairs, and 25.26±3.27% for wooden chairs (p-value &lt;0.001). Conclusion: The application of practical ergonomic principles with tools such as the Cornell scale can effectively minimise employee discomfort and enhance both work capacity and job satisfaction.

Level of safety performance achievement / safety maturity level in nickel mining: Study at PT. Putra Perkasa Abadi Jobsite MLP Southeast Sulawesi

Background: Occupational Safety and Health in Mining are all activities to guarantee and protect workers to be safe and healthy through efforts to manage work safety, work health, work environment, and work safety and health management systems. The work process in mining has high potential for danger and risk, for this reason, safety, occupational health and environmental aspects are requirements that must be met in every work activity. This study aims to measure the level of Safety Maturity Level Assessment on workers in each department and employee level at PT. Putra Perkasa Abadi (PPA) site Makmur Lestari Primatama (MLP). Method: This type of research is quantitative descriptive. In this research, there are 4 indicators in the safety maturity level, namely: Mining Worker Participation; Responsibilities of Work Unit Leaders; Accident Statistics, Dangerous Events, Occupations Due to Workforce Diseases, Occupational Diseases; and Control Efforts. The data collection method for Mining Safety Level Assessment consists of several methods, namely document review, distribution of questionnaires, data analysis, interviews, observations, focus group discussions, and simulations. Respondents were 301 people consisting of Operational Responsible Persons, Vendors/Work Partners, Section Heads/Coordinators, Group Leaders, Operators, Mechanics, Labor Helpers, and Non-Staff and Laborers. Results: The mine worker participation indicator is at a proactive level with an achievement value of 0.13. Indicators of Responsibility of Work Unit Leaders; Accident statistics are at a proactive level with an achievement value of 0.32. The statistical indicators for accidents, dangerous events, incidents resulting from occupational diseases and occupational diseases are at the planned level with an achievement value of 0.17. The Control Efforts indicator is at a proactive level with an achievement value of 0.26. Based on the recapitulation results of all the Company's Safety Maturity Level indicators, it is at the Proactive level with a value of 0.88. Conclusion: Mining OSH management system at PT. PPA began to involve workers in the improvisation stage of OSH management. Awareness and involvement of workers in OSH management is starting to change the pure top-bottom management approach into two-way communication in the sense that all levels of positions actively participate in efforts to create a safe, comfortable, healthy and safe work environment.

Path Analysis of the Work Environment and Motivation on Loyalty with Job Satisfaction as Intervening Variables

Today's business competition requires organizations to be able to have employees who can be competitive in all fields, motivation and a comfortable work environment can be factors that can lead to loyalty to job satisfaction in order to achieve organizational goals. The method of this study is purposive sample and data collection by distributing questionnaires to several government agencies and private institutions. We analyzed with quantitatively using the test of validity, reliability and the path analysis method. The research show all of the item of question is valid and show that there is a direct significant effect of work environment and motivation on job satisfaction; directly there is no significant effect of the Work Environment on Loyalty; there is a direct significant effect of motivation on loyalty; there is a direct significant effect of job satisfaction on loyalty; indirectly the work environment through job satisfaction has a significant influence on loyalty and indirectly motivation through job satisfaction has a significant influence on work loyalty.

Burnout Dan Kepuasan Kerja Karyawan

This research aims to determine the internal and external factors of burnout using self-efficacy and locus of control as internal factors, and work environment and leadership effectiveness as external factors. The influence of these internal and external burnout factors on employee job satisfaction is examined. The study was conducted on employees of CV. Dermaga Mulia Abadi. This is a quantitative study using a survey method. The population of this study is all employees, amounting to 98 employees, and the sampling method used is the saturated sample method, where the sample size is equal to the population size. Data processing used SEM-PLS with smartPLS software. The results of this study conclude that self-efficacy has an influence on job satisfaction by 24.7%. This means that with high self-efficacy, employees are likely to experience high job satisfaction. Locus of control does not affect job satisfaction. The work environment has an influence of 23.9% on job satisfaction. This implies that a comfortable work environment increases employee job satisfaction. Leadership effectiveness has an influence on job satisfaction by 31.5%. This means that effective leadership, involving program planning, organizing, guiding, and assigning tasks well to employees, can significantly increase employee job satisfaction. Leadership effectiveness has the most significant impact on employee job satisfaction

Implementasi Budaya Organisasi dan Lingkungan Kerja dalam Meningkatkan Kinerja Karyawan pada PT. Haramein Group Bandar Lampung

This research aims to determine the implementation of Organizational Culture and Work Environment at PT. Haramein Group Bandar Lampung in relation to improving employee performance. The research was conducted for 6 months at the company of PT. Haramein Group Bandar Lampung ( the Umrah and Haj Plus organizing company). This type of research is qualitative descriptive. Data or information is obtained through observation and interviews with key informants and company informants as well as documentation. &#x0D; Based on the results of research and interviews conducted by researchers regarding the implementation of organizational culture and work environment and their relationship with employee performance at PT. Haramein Group Bandar Lampung, shows that PT. Haramein Group Bandar Lampung has implemented an organizational culture that supports improving employee performance such as cooperation in teamwork and in terms of efficiency and discipline. With the organizational culture implemented by employees at PT. Haramein Group Bandar Lampung, then makes employees very focused and disciplined because the culture implemented by the company itself greatly influences the performance of employees within the company. Proven results in achieving company goals with maximum results. Because improving the culture within the company also has an impact on creating cohesiveness within it and also a comfortable working environment within the company.&#x0D; Key words: organizational culture, work environment, employee performance