Non-physical Work Environment Research Articles

The Effect of Non-Physical Work Environment and Work Motivation on Oriflame Employee's Performance

This research aimed to explore the influence of the non-physical work environment and work motivation on the performance of Oriflame Palembang branch office members. There were 63 participants in the study. This research used saturated sampling, primary data obtained by distributing questionnaires and multiple linear regression analysis methods as data analysis techniques. The results of this research indicated that the non-physical work environment and work motivation have a positive and significant effect on the performance of Oriflame Palembang Branch office members. Keywords: non-physical work environment, work motivation, performance

Pengaruh’fungsi Operasional Kepegawaian dan Lingkungan Kerja Non Fisik terhadap Kinerja Karyawan PT. PLN (PERSERO) Pusat Manajemen Proyek Semarang

The purpose of this research is to determine the influence of Staff Operational Functions and Non-Physical Work Environment on Employee Performance at PT. PLN (Persero) Semarang Project Management Center. This research uses quantitative descriptive methods. The sample in this research is all employees who are members of PT. PLN (Persero) Semarang Regional Project Management Center with 100 employees. The analytical method for this research uses multiple linear analysis techniques using SPSS version 26 software. The research results show that : (1) Human Resource Planning (2) Performance Appraisal (3) Payroll System (4) Non-Physical Work Environment has a positive and significant effect on Employee performance. However, training shows a negative and significant influence on employee performance.

The Relationship between Physical Work Environment, Non-Physical Work Environment, and Organizational Commitment on the Performance of Nurses in the Inpatient Ward of Kendari City Hospital

Nurse performance is the effort of nurses in carrying out their duties and responsibilities to the best of their abilities, in order to achieve the main goals of the profession and organizational objectives. The purpose of this study is to examine the physical work environment's impact on the performance of nurses in the Inpatient Ward of Kendari City Hospital, the non-physical work environment's impact on the performance of nurses in the Inpatient Ward of Kendari City Hospital, and organizational commitment's impact on the performance of nurses in the Inpatient Ward of Kendari City Hospital. Data analysis was conducted using SPSS statistical tests including univariate, bivariate, and multivariate analyses. The sample size for this study was 95 individuals, and the sampling technique used was the census method. The results of this study indicate that the physical work environment significantly influences the performance of nurses in the Inpatient Ward of Kendari City Hospital with a p-value of 0.028 < 0.05. The non-physical work environment also significantly influences the performance of nurses in the Inpatient Ward of Kendari City Hospital with a p-value of 0.009 < 0.05. Organizational commitment significantly influences the performance of nurses in the Inpatient Ward of Kendari City Hospital with a p-value of 0.017 < 0.05. Recommendations from this study include the need for management to improve the physical work environment, particularly in terms of ventilation and cleanliness, to enable nurses to perform well

ANALYSIS OF THE WORK ENVIRONMENT IN IMPROVING EMPLOYEE PERFORMANCE PT PLN (PERSERO) ULTG PANAKKUKANG

This study aims to determine the exact analysis of the work environment in improving the performance of employees of PT PLN (Persero) ULTG Panakkukang. This type of research is qualitative. The type of data used is descriptive qualitative with data collection through observation and interviews. The object of this research is the manager and employees of PT PLN (Persero) ULTG Panakkukang, totaling five people. The results of the research that can be written show that the non-physical work environment at PT PLN (Persero) ULTG Panakkukang is inadequate It is said to be inadequate because communication between coworkers is less harmonious. The factor for the lack of communication at PT PLN (Persero) ULTG Panakkukang is the fatigue factor or work pressure factor. The physical work environment at PT PLN (Persero) ULTG Panakkukang is not ideal as there are still some office facilities that have not been fulfilled and this affects the work environment of employees and will have an impact on the survival of the company

The role of affective commitment: Do servant leadership and non-physical work environment promote employee performance?

Maintaining the performance of a quality employee is the biggest challenge of the 4-star hotel industry in Malang City. The pandemic has caused hotels to experience a crisis due to a massive decline in occupancy. The economic crisis has made hotel management pay less attention to employee welfare during a hotel's recovery period. Employee welfare is a trigger for the expected performance instability. This study adopts an explanatory method with a quantitative approach. The study includes 242 participants employed in three 4-star hotels in Malang City. A sample of 151 respondents is chosen through stratified random sampling. Path analysis is used for data analysis. The results indicate that affective commitment, non-physical work environments, and servant leadership substantially impact employee performance. The association between employee performance and servant leadership may be partly influenced by affective commitment. However, affective commitment does not mediate the relationship between worker performance and the non-physical work environment.

Work Environment and Employee Turnover in the Insurance Industry in Kenya

Purpose: The purpose of this study was to determine the influence of work environment on employee turnover in the insurance industry in Kenya.
 Methodology: Descriptive explanatory research design was applied by the study. The study target population was 404 senior staff working in the 48 insurance companies in Kenya. Based on Krejcie and Morgan sample size determination formula the sample size for this study was 197 respondents. The 197 managers were chosen with the help of stratified random sampling technique. Primary and secondary data was collected where questionnaires were used to collect primary data. The study used SPSS version 25 software to analyse the data. Both descriptive and inferential analyses were carried out. Results from analysed data were presented in tables.
 Results: The inferential statistics results revealed a negative significant relationship between work environment on employee turnover in the insurance industry in Kenya at p<0.05. Work environment on employee turnover in the insurance industry had a Pearson’s correlation of (r= -.769, p<0.05). Since the p-value (0.023) was less than the selected level of significance (0.05), the relationship was considered significant. This therefore suggests that work environment affects employee turnover in the insurance industry in Kenya. The R-squared for the relationship between work environment and employee turnover in the insurance industry in Kenya was 0.404; this is an indication that at 95% confidence interval, 40.4% variation in employee turnover in the insurance industry in Kenya can be attributed to changes in work environment. However, the remaining 59.6% variation in employee turnover in the insurance industry in Kenya suggests that there are other factors other than work environment that explain employee turnover in the insurance industry in Kenya. 
 Unique Contribution to Theory, Practice and Policy: Theory Z used in this study may be used to anchor future studies on describing how providing a job for life with a strong focus on the well-being of the employee, both on and off the job increases employee loyalty to the company. The study recommends that the management of insurance companies should always build a conducive work environment through emphasis on goals. Create a harmonious non-physical work environment and pay attention to the physical work environment of employees at work. According to the study, policy makers should formulate policies that will ensure that insurance companies build a work environment that attracts, retain and motivate its employees so that to help them work comfortable and increase organization productivity.

Pengaruh Lingkungan Kerja Non Fisik, Insentif dan Pengalaman Kerja terhadap Produktivitas Kerja PT. Sampoerna Alam Samudra

This research aims to find out about the effect of non-physical work environment, incentives and work experience on employee productivity at PT. Sampoerna Alam Samudra. Human Resources are needed by the company to maintain, develop and achieve the company's goals so that it does not go out of business, therefore the company must do "Oprec" with specifications according to the needs of the department that is being needed. However, of course it is not that easy to implement, the company is aware that there are problems that will arise again after that, so the company provides incentives and carries out work relations between people, of course, provides a clear career path for its employees.

The Influence of Leadership Style, Work Discipline and Non-Physical Work Environment on the Performance Employee

This study aimed to analyze how much influence leadership style, work discipline, and non-physical work environment influence employee performance. This research was conducted in BULOG Center South Jakarta. Data was taken by distributing questionnaires. Data processing using descriptive and inferential analysis using SPSS statistical tools 17. The sampling technique uses the formula Slovin. Based on data management by using descriptive analysis of the results obtained following regression equation Y = 10 172 + 0.268 X1 + 0.147 X2 + 0.254 X3. The results showed leadership style (X1), Work Discipline (X2), and Working Environment Non-Physical (X3) indicate the value of the coefficient of determination (R2) of 0.311, suggesting that the contribution of leadership style, work discipline, and non-physical work environment on employee performance of 31.1%. Based on these results there is a significant and positive influence. While the rest were influenced by other factors not examined. The benefits of this research are that it is useful for educational institutions, the public, or other companies who require information about the results of research on leadership style, work discipline, and non-physical work environment that affect the performance of employees at BULOG Center, South Jakarta. And can improve employee performance to be better than before.

Pengaruh Lingkungan Kerja Non Fisik, Reputasi Perusahaan dan Komitmen Afektif terhadap Keterikatan Karyawan pada PT. Wulandari Bangun Laksana Tbk

Evaluation of a company's success can depend on the effectiveness of its human resource management. One of the main objectives of this management is to foster employee involvement, as it has been shown that when employees develop a sense of attachment to the workplace, they tend to exert their best efforts in carrying out tasks to the best of their abilities. This research aims to determine the influence of the non-physical work environment, company reputation, and affective commitment on employee engagement at PT. Wulandari Bangun Laksana Tbk. The research method applied is a quantitative research method. The samples in this research were employees of the project division and HRD&GA at PT. Wulandari Bangun Laksana Tbk. The sampling technique used a saturated sampling method with 37 respondents obtained by distributing questionnaires. The data analysis technique uses Partial Least Square (PLS) software. The research results explain that the variables of non-physical work environment, company reputation, and affective commitment positively and significantly influence employee engagement at PT. Wulandari Bangun Laksana Tbk.

Pengaruh Lingkungan Kerja Non Fisik terhadap Kinerja Karyawan Melalui Komunikasi di PT. Suzuki Indomobil Motor Plant Tambun II

This study aims to determine whether the Non-Physical Work Environment affects Employee Performance through Communication. The method used in this research is quantitative method. Data analysis using Smart PLS 3.0. The analysis methods used are descriptive analysis, validity test, reliability test, r-square test, q-square test and hypothesis testing. The results showed that the non-physical work environment had a positive and significant effect on communication by 83%. Communication has a positive and significant effect on employee performance by 79%. The non-physical work environment has no effect on employee performance. The non-physical work environment on employee performance through communication has a positive and significant effect of 66.5% and the remaining 33.5% is influenced by other factors.

PENGARUH KOMPETENSI, LINGKUNGAN KERJA NON FISIK, DAN SISTEM INFORMASI TERHADAP KINERJAPENGELOLA KEPEGAWAIAN DI LINGKUNGAN PEMERINTAH KABUPATEN BULELENG

The purpose of this study is to examine how information systems, non-physical work environments, and competency affect personnel managers' performance in the Buleleng Regency Government. In order to collect data for this study, a questionnaire is sent to respondents using a quantitative descriptive methodology. Personnel managers working for the Buleleng Regency Government make up the research's population, and the saturated sampling method is used in the sample process. As a result, the full 71-person population served as the sample. According to the research findings, competence significantly and favorably affects performance; (2) the non-physical work environment significantly and favorably influences personnel managers' performance; (3) the information system significantly and favorably influences personnel managers' performance; and (4) Information systems, competencies, and non-physical work environments all affect personnel managers' performance at the same time. The findings of the study support the hypothesis that, either separately or in combination, competence, information systems, and non-physical work environments improve the significant performance of human management.

The Influence of Non-Physical Work Environment, Job Rotation, Demographic Characteristics on Career Development and Employee Work Achievement Kota Bima Health Department

Career development and employee work performance is not just a coincidence, but many factors influence it, namely the work environment, job rotation and demographic characteristics. The aim of this research is to determine the influence of the non-physical work environment, work rotation, demographic characteristics on career development and work performance of Bima City Health Service Employees. This research uses associative research methods. The sample in this study amounted to 42 people. The instrument used in the research was a questionnaire. Data were analyzed using multiple regression with the SPSS program. Based on the research results, it can be concluded that the non-physical work environment, work rotation, and demographic characteristics have a significant influence on the career development and work performance of Bima City Health Service Employees

The Effect of Physical Work Environment, Personality and Fairness on Employee Performance at PT Sinar Jaya

This study aims to examine the effect of the physical work environment, personality and fairness on employee performance at PT Sinar Jaya. This study uses statistical data with quantitative research, the study population is 130 employees, using probability sampling method with saturated sampling technique. The test analysis uses path analysis with the help of the PLS SEM program. The results of this study state that the physical work environment has no effect and is not significant on employee performance at PT Sinar Jaya, personality has an effect and is significant on employee performance at PT Sinar Jaya and fairness has an effect and significant on employee performance at PT Sinar Jaya. Due to unproven findings in one of the variables, PT Sinar Jaya needs to reorganize by placing employees according to their abilities and always providing ideas to think ahead. For further research, it is necessary to be more specific regarding the indicators used in the physical work environment. It also needs to be re-examined at different agencies by combining other variables that can support the achievement of performance such as non-physical work environment and organizational justice.

Work Environment and Academic Staff Performance in Federal Polytechnics, South-West, Nigeria

No entity operates in isolation but within an environment which can make or mar the performance of individuals in the entity. This study examined work environment and academic staff performance in Federal Polytechnics operating in South West, Nigeria. The study made use of survey designed which made it possible to have assessed thoughts, opinions, and feelings of participants through structured online closed ended questionnaire. 6 Federal Polytechnics with 2,358 academic staff total population was targeted for the study. However, 342 sample size was determined and proportional distributed based on the population. Data collected were analyzed with descriptive and inferential statistics. Findings revealed that there is significant difference in the research outputs of the federal polytechnics. However, there was no significant difference in the teaching effectiveness of academic staff in the federal polytechnics. Another finding reveals academic staff involvement in community service is significantly different. The hypotheses tested revealed that physical work environment contributes to academic staff performance, and non-physical work environment contributes academic staff performance. The study concludes that the physical work environments in the federal polytechnics requires improvements to enhance academic staff performance. The study recommends that academic staff, management, and government affiliated with these federal polytechnics should play their roles adequately to evolve highly competitive polytechnic system.

The Influence of Physical Work Environment, Non-Physical Work Environment and Workload on Employee Job Satisfaction at PT. United Rope Medan

This research aims to determine the influence of the physical work environment, non-physical work environment and workload on the job satisfaction of PT United Rope Medan employees. The research method used is a quantitative method. The sample in the study was 76 respondents. The data collection technique uses a questionnaire. The analysis techniques used are validity testing, reliability testing, classical assumption testing, multiple linear regression analysis and hypothesis testing. The research results show that the physical work environment, non-physical work environment and workload have a significant and positive effect, both partially and simultaneously, on employee job satisfaction. Through the adjusted R Square value, it is known that the physical work environment, non-physical work environment and workload contribute 52.4% to employee job satisfaction and the remaining 47.6% is influenced by other variables.

Analysis Of The Influence Of Leadership, Non-Physical Work Environment And Compensation On Performance Of Workers In National Construction Company

The aim of this research is to investigate the potential significant effects of compensation, non-physical work environment, and leadership on employee performance. Every individual involved in this research is employed. In this study, one hundred samples were used. In this study, the researchers used observations, interviews, and questionnaires to gather data. In this study, hypotheses are tested using multiple linear regression analyses. Multiple linear analysis employed the t, F, and coefficient of determination tests (R2). The information gathered and the analysis performed with a multiple linear regression model allow for the drawing of the following conclusions: The compensation variable has a significant impact on worker performance, at least partially. Employee performance is influenced by non-physical work environment variables to a somewhat significant extent. The leadership variable has a somewhat significant impact on employee performance. Employee performance is significantly impacted by leadership, non-physical work environments, and compensation considerations all at the same time.

PENGARUH GAYA KEPEMIMPINAN PARTISIPATIF , LINGKUNGAN KERJA FISIK DAN NON FISIK TERHADAP KOMITMEN ORGANISASI

This study aims to find the significance of the influence of participatory leadership, physical work environment and non-physical work environment on organizational progress. This type of research is a quantitative research method using SPSS 24. While the data collection technique in this study uses a media questionnaire with the Likert method. The population in this study were employees of STPMD/APMD Yogyakarta. The sampling technique used a saturated sample and a sample of 65 employees of STPMD/APMD Yogyakarta was obtained. Based on the tests that have been completed in this study, the results show that: (1) Participatory leadership style has no significant effect on organizational commitment. (2) The physical work environment has a significant effect on organizational commitment. (3) the non-physical work environment has a significant effect on organizational commitment. (4) participative leadership style, physical work environment, non-physical work environment simultaneously affect organizational commitment. Based on the results of the research conducted, it can be concluded that participatory leadership style has no significant effect on organizational commitment, physical work environment has a significant effect on organizational commitment, non-physical work environment has a significant effect on organizational commitment, and participative leadership style, physical and non-physical work environment simultaneously positive effect on organizational commitment.

Pengaruh Lingkungan Kerja Terhadap Komitmen Organisasional Pegawai Kantor Badan Kepegawaiandan Pengembangan Sumber Daya Manusia Kabupaten Luwu Utara

This research is to find out whether there is an influence of the work environment on organizational commitment at the BKPSDM Office in North Luwu Regency. This research is quantitative research with a descriptive approach and is population research. The sample in this research was all employees at the BKPSDM Office in North Luwu Regency
 47 people. The hypothesis test in this research used a multiple linear regression test and obtained the results, namely: Based on the results of the hypothesis test using a multiple linear regression analysis test, it shows that physical work environment and non-physical work environment variables simultaneously influence organizational commitment at the BKPSDM Office in North Luwu Regency. The results of the hypothesis test also show that the physical work environment partially influences organizational commitment at the BKPSDM Office in North Luwu Regency and the non-physical work environment partially influences organizational commitment at the BKPSD Office in North Luwu Regency.

The Effect of Motivation, Work Facilities and Non-Physical Work Environment on the Performance of Village Officials at Tiru Kidul Village Office

The purpose of this study was to determine the motivation grower, work facilities and non-physical work environment on financial performance persial and simultaneously. This study uses multiple linear regression analysis with the help of SPSS software. The study was conducted quantitatively by processing the primary data in the form of observations and questionnaires that have been disseminated researchers. The object of research is all employees of the village office of 30 people. Sampling is taken by saturated Sampling. The results showed that Motivation, work facilities and non-physical work environment both simultaneously and partially managed to show a positive effect on the performance of the device at the Tiru Kidul Village Office statistical results showed all significant variables and passed the criteria of the T test and F test. As for the dominant effect obtained by the work facility by showing the largest beta results from other variables in the study.

Pengaruh Motivasi, Pelatihan dan Lingkungan Kerja Non Fisik Terhadap Kinerja Sales People pada Jaringan Dealer PT. Astra Honda Motor di Provinsi Nusa Tenggara Barat

Indonesia's economic growth is supported by several sectors, one of which is the manufacturing sector. The manufacturing sector contributed 16.77 percent to national economic growth in the first quarter of 2023. According to the 2022 business competition index in Indonesia, Indonesia's score is 4.87 on a scale of 7, which has increased from previous years. The increase in the business competition index number illustrates the company's need to be able to optimize its resources and increase company productivity. In a company, employee performance greatly affects the quality of the products and services produced. With the need to increase company productivity, employee performance improvement is also needed so that companies are able to maintain business existence and encourage better company progress. Companies that are able to encourage the performance of their employees tend to have better quality products and services. Therefore, companies must encourage the performance of their employees in order to compete with changing market conditions from time to time. This study aims to determine the effect of motivation, training and non-physical work environment on the performance of sales people at the dealer network of PT. Astra Honda Motor in the province of West Nusa Tenggara (NTB). This research is a quantitative research with a sample of 90 sales people, the data collection method was carried out using an online questionnaire with a Google form. The analysis technique used in this study is multiple linear regression with hypothesis testing t-test and F-test. The results showed that motivation, training and the non-physical work environment had a partial and simultaneous positive effect on the performance of sales people at the dealer network of PT. Astra Honda Motor in the province of NTB.