Physical Work Environment Research Articles

THE EFFECT OF PHYSICAL WORK ENVIRONMENT AND WORK DISPLINE ON EMPLOYEE PERFORMANCE AT PT. IVARO VENTURA SOUTH TANGERANG

The purpose of this study was to determine the effect of the influence of the physical work environment and work discipline on the performance of employees of PT. Ivaro Ventura Ciputat either partially or simultaneously. the method used is quantitative. sampling technique using saturated sampling and obtained samples in this study amounted to 63 respondents. data analysis using validity test, reliability test, classical assumption test, regression analysis, correlation coefficient analysis, coefficient of determination analysis and hypothesis testing, the results of this study are the regression equation Y = 4.471 + 0.585X1 + 0.312X2, the value of the correlation coefficient or the level of influence between The independent variable with the dependent variable was obtained at 0.792, which means that it has a strong relationship. the value of the coefficient of determination or contribution of influence simultaneously is 0.62.8 or 62.8% while the remaining 37.2% is influenced by other factors. hypothesis testing obtained F arithmetic > Ftable or (50.627 > 2.760). thus H0 is rejected and H3 is accepted. This means that there is a simultaneous significant effect of the physical work environment and work discipline on employee performance

The Influence of a Non-Physical Work Environment, Transformational Leadership, and Work Motivation as Mediating Variables on the Performance of State Civil Apparatus in the Directorate General of Metal Industry, Machinery, Transportation and Electronics

This study aims to analyze the effect of non-physical work environments, transformational leadership, and work motivation on the performance of ASN Ditjen ILMATE. The population is all ASN employees in the ASN Directorate General of ILMATE, totaling 230 employees with a sample of 147 employees. Data analysis using the SEM-PLS technique The results of the study found evidence that, partially, the non-physical work environment and transformational leadership had an effect on ASN work motivation. Non-physical work environments, transformational leadership, and work motivation partially affect ASN performance. Non- physical work environments affect ASN performance through work motivation. Transformational leadership affects ASN performance through work motivation.

Analysis of Employee Morale at the Mojokerto City Communication and Informatics Office

This study aims to determine the effect of work stress and work environment on the morale of all employees at the Mojokerto City Communication and Information Service. The total sample is 73 employees taken by the saturated sampling method. Data collection by conducting interviews and distributing questionnaires to all employees. The variables used by researchers include the variable Work Stress (X1) and the Physical Work Environment (X2) and the Work Spirit variable (Y). Using an analytical model in the form of Partial Least Square (PLS) to examine whether there is influence between constructs in order to assess prediction correlations between them. The outcomes of the study show that work stress does not contribute and the physical work environment contributes to employee morale.

Satisfaction Levels in Doctors About Workplace Environment During the COVID-19 Pandemic: Experiences from Tertiary Hospitals in Dhaka, Bangladesh.

The satisfaction level of doctors regarding the workplace environment signifies both the psychological and physical environment. One of the many challenges to conquer was the adaptation to a steadily changing working environment and the development of a proper working environment during the COVID-19 pandemic. The objective of this study was to evaluate the level of satisfaction of doctors regarding the workplace environment. Methods: A cross-sectional study was conducted from January to December 2020. A total of 217 conveniently selected doctors working at selected tertiary hospitals in Dhaka city were interviewed using a pretested, structured questionnaire. The Minnesota Satisfaction Questionnaire (MSQ) was used to assess the level of job satisfaction on a 5-point Likert scale consisting of 20 items. The percentile score was used to categorize the respondents as highly satisfied (75 and above), averagely satisfied (26 to 74), and dissatisfied (below 25). Bivariate and multivariate analyses were performed. Result: Among the 217 respondents, the total mean MSQ score was 3.62±0.23 regarding job satisfaction. About two-thirds of the respondents (63.1%) reported an average level of satisfaction. More than two-thirds of respondents (69.6%) expressed high satisfaction regarding the physical work environment, while the majority of respondents (93.1%) expressed high satisfaction with the psychosocial work environment. However, no significant association was found between outcome and input variables (p>0.05). Conclusion: The study findings showed that satisfaction regarding the psychological environment was higher among the respondents than that of physical working conditions. Evidence-based measures are to be addressed in hospitals to achieve the optimum level of satisfaction among doctors during pandemics.

Prospective associations of psychosocial work factors with sickness absence spells and duration: Results from the French national working conditions survey.

Some psychosocial work factors are associated with sickness absence, however little information is available on the associations of various psychosocial work factors and multiple exposures with sickness absence spells and duration, and gender differences. Data were from the French working conditions survey conducted on a nationally representative sample of the working population. The study sample included 17,437 employees (7292 men, 10,145 women) followed from 2013 to 2016 and/or from 2016 to 2019. Occupational exposures (20 psychosocial work factors, 4 working time/hours factors, 4 physical work exposures) were measured at the beginning of each follow-up period. Hurdle and multinomial models were used to study the associations with the number of days and spells of sickness absence. Most of the psychosocial work factors predicted the risk of at least 1 day of sickness absence. Stronger associations were found among women than men for some factors. Psychosocial work factors were more likely to predict the number of spells than the number of days of sickness absence. Some physical work exposures predicted sickness absence spells and days, whereas shift work in women predicted the risk of at least 1 day of sickness absence. Dose-response associations were found between multiple psychosocial work exposures and sickness absence spells, and between multiple physical exposures and sickness absence spells and days. Comprehensive prevention policies oriented toward the whole psychosocial and physical work environment should be useful to reduce sickness absence among men and women.

Pengaruh Lingkungan Kerja Fisik Dan Motivasi Kerja Terhadap Kinerja Pegawai Pada Kantor Camat Penukal Kabupaten Pali

This study aims to find out how the influence of the physical work environment and work motivation on employee performance at the Penukal sub-district office, Pali district. In this study, it was collected by distributing questionnaires to 42 respondents. The data analysis technique used is a multiple linear regression model by testing the classical assumptions. While those used to see the extent to which the accuracy and feasibility of research instruments (measuring variables) are used to test the validity and reliability. Hypothesis testing is done by t test and F test. The results of this study indicate that partially the physical work environment has a significant effect on employee performance (Sig.t 0.002 <0.05, H1 is accepted), and work motivation has a significant effect on employee performance at the Penukal District Office of Pali Regency (Sig.t 0.005 <0 .05, H2 accepted). The results of the F test analysis and the coefficient of determination show that simultaneously the physical work environment and work motivation have a significant effect of 42.2 percent on employee performance at the Penukal District Office of Pali Regency (Sig.F 0.000 <0.05, H3 is accepted). This shows that the better the physical work environment and the higher the work motivation that exists in employees, the better and higher the performance produced by TKS employees at the Penukal District Office, Pali Regency.

Users’ perception of the physical work environment in Covenant University

Office users within higher institutions in Nigeria have been facing several challenges regarding the condition of their offices ranging from abstract concept like office orientation and positioning, to how conducive the office environment is for work. This condition may include unbalanced room temperature, inadequate ventilation and absence of efficient day lighting amongst others. This paper examined the condition of physical work environment of lecturers in Covenant University, Ota, Ogun State, Nigeria. A total of 183 questionnaires were administered, and a response rate of 72% was achieved and used for the study. Data collected was analysed with the use of Relative Agreement Index. Having assessed the condition of the physical work environment of lecturers using five of the essential features of a physical work environment, which are: ventilation, lighting, color, noise and indoor plants, the result showed that majority of the respondents were satisfied generally with the physical work environment in the University. However, with respect to each of the individual feature, they expressed a number of dissatisfaction – some offices do not have access to daylight, neither can they access natural ventilation, some other do not have window view, amongst other displeasures. The study recommends that since the Physical Work Environment (PHE) plays a very important role in an office for organizational survival, and for enhancing employees’ productivity, the University Management should consider retrofitting the offices that need to be made adequate for employees’ productivity.

Pengaruh Lingkungan Kerja Fisik dan Pengembangan Karir Terhadap Disiplin Kerja Pegawai

The purpose of this study was to determine the effect of physical work environment on employee work discipline at Perusahaan Daerah Air Minum (PDAM) Tirta Sukapura Kab. Tasikmalaya, to determine the effect of career development on employee work discipline at Perusahaan Daerah Air Minum (PDAM) Tirta Sukapura Kab. Tasikmalaya and to determine the effect of physical work environment and career development on employee work discipline at Perusahaan Daerah Air Minum (PDAM) Tirta Sukapura Kab. Tasikmalaya. The sample in this research is employees Perusahaan Daerah Air Minum (PDAM) Tirta Sukapura Kab. Tasikmalaya in all sections, totaling 77 people. This research was conducted by collecting data using a questionnaire, and testing the data used was multiple linear regression analysis. Based on the research results, it can be seen that: (1) The application of physical work environment and career development is very good and encourages the level of employee discipline; (2) Physical Work Environment and Career Development simultaneously have a significant effect on Employee Work Discipline; (3) Physical Work Environment partially does not affect Employee Work Discipline; (4) Career Development partially has a significant effect on Employee Work Discipline.

The Effect of Work Rotation, Organizational Citizenship Behavior (OCB), and Physical Work Environment on Hospital Employee Performance

The Effect of Work Rotation, Organizational Citizenship Behavior (OCB), and Physical Work Environment on Hospital Employee Performance

IMPLEMENTATION OF WORK ENVIRONMENT IN SUPPORTING EMPLOYEE PERFORMANCE IN SOUTHEAST PROVINCE MENTAL HOSPITAL

The purpose of this study was to determine the application of the work environment and employee performance at the Mental Hospital of Southeast Sulawesi Province. The method used is descriptive qualitative. Data were analyzed using an interactive model according to Miles, Huberman & Saldaña (2014) in (Elwan et al., 2022). The results of the study show that the implementation of the work environment for employees of the Mental Hospital in Southeast Sulawesi Province, both physical and non-physical work environment, has made a positive contribution to achieving success in carrying out a job for all employees. Likewise with the condition of the non-physical work environment supports a harmonious working relationship through good communication between employees in the Mental Hospital of the Province of Southeast Sulawesi. Employee performance at the Mental Hospital of the Province of Southeast Sulawesi can already be stated as good according to employee performance indicators, namely timeliness of work, compliance with work rules and systems, satisfactory quantity and quality of work, completion of work, and good morale, effective relations and communication, able to contribute and added value as well as responsibility for organizational assets.

Pengaruh Lingkungan Kerja Fisik Dan Fasilitas Kerja Terhadap Efektivitas Kerja Pegawai Di BKPSDM Kota Surakarta

This study aims to determine (1) the impact of the physical work environment on employee effectiveness, (2) the impact of work facilities on employee effectiveness, and (3) the combined impact of the physical work environment and work facilities on employee effectiveness. The research was conducted at the Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Surakarta. This research uses a quantitative descriptive correlation method, which is used to explain the phenomena under study using numbers or measurable data. The sampling technique used in this study is Non Probability Sampling. The sample size consisted of 47 employees from Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Surakarta. The data collection technique employed in this study involves the utilization of questionnaires/surveys, with the Likert scale employed as the measurement scale. The collected data will be subjected to analysis using multiple linear regression.The results of this study indicate that (1) there is a significant impact of the physical work environment on employee effectiveness with (tcount 2.931 > ttable 2.01537), (2) there is a significant impact of work facilities on employee effectiveness with (tcount 2.744 > ttable 2.01537). Furthermore, there is a significant combined impact of the physical work environment (X1) and work facilities (X2) on employee effectiveness (Y) with an (Fcount 11.395 > Ftable of 3.20).

The Healthy Workplaces Ecosystems and Professionals’ Stress Management during the COVID-19 Pandemic

The main objective of this paper is to understand and characterize the healthy work environment of organizations during the COVID-19 pandemic. The study was carried out in 2021 including organizations from different sectors at the national level and involved 460 participants, 50.3% of which were female. The workers’ ages ranged between 18 and 67 years, with a mean of 44 years and a standard deviation of 11.36. The Healthy Workplaces Ecosystems Tool was used. Data was collected online from professionals in the organizations who agreed to participate in the study. Our results show that organizational culture has a strong relationship with the other components of a healthy work environment. Values, policies, and practices related to leadership engagement and professional involvement are related to the psychosocial work environment, the physical work environment, the social responsibility, heath, and stress management resources. The results confirm that an organizational culture that values the well-being and health of the organization’s professionals has a positive relationship with the psychosocial environment, the physical environment, and the relationship with the community and has more resources for professionals’ health. It was also found that an organizational culture mediated by the psychosocial environment is associated with more effective stress management. Management can use this model and this tool for systemic assessment of healthy workplace ecosystems within organizations, thus contributing to continuous monitoring improvements, helping to face the challenges proposed by the Sustainable Development Goals of the United Nations’ 2030 Agenda, namely the SDG3, Good Health and Wellbeing and Decent Work; SDG5, Gender Equality; and SDG 10, Sustainable cities and communities.

Pengaruh Disiplin Dan Lingkungan Kerja Fisik Terhadap Produktivitas Pegawai Pada Dinas Koperasi, Perindustrian Dan Perdagangan Kota Bima

This type of research is associative research which aims to determine the effect of discipline and the physical work environment on the work productivity of employees at the Office of Cooperatives, Industry and Trade in Bima City. The population in this study were all employees at the Office of Cooperatives, Industry and Trade in the City of Bima, consisting of 60 employees. The sample was determined by purposive sampling technique with 40 ASN respondents. Data collection methods used are observation, questionnaires (questionnaire), library research, and documentation. Data analysis techniques used in this study were instrument tests (validity and reliability tests), multiple linear regression analysis, correlation coefficients, coefficients of determination, T tests, and f tests, using the SPSS v26 program. This analysis includes: validity test, reliability test, classic assumption test, multiple regression analysis, analysis of the coefficient of determination (R2), analysis of the correlation coefficient (R), and hypothesis testing through t test and f test. The results of the analysis using the t test can be seen that one independent variable, namely work discipline (X1) and physical work environment (X2) has a positive and partially significant effect on the dependent variable, namely employee work productivity (Y). Then the results of the analysis using the F test can be seen that the three independent variables, namely work discipline (X1), and the physical work environment (X2) together have a positive and significant effect on the dependent variable, namely employee productivity (Y).

The Influence of the Physical Work Environment, Work Motivation, and Work Discipline on Employee Performance

Employee performance is a measure of an employee either or proficient in completing his work. This research will examine various aspects of proficiency that affects the employee performance in an organization. The purpose of this study was to determine the effect of the physical work environment, work motivation, work discipline and other factors that influence employee performance. In the last two decades the terminology of human resources has been replaced by the terminology of human capital. Thus, organization’s members are no longer considered as a resource, but have shifted as capital or assets of the organization. The volatility of an organization are inseparable from the role of organizational members in realizing organizational goals. Good employee performance will affect the growth and development of an organization. The study critically reviews various aspects that effectively predict employee performance in the organization. Finally, this study proposes a model of the relationship between the physical work environment, work motivation, and work discipline, and the performance of employees in an organization.
 Keywords: physical work environment, work motivation, work discipline, employee performance, and organization

Dampak Etos Kerja Dan Lingungan Kerja Fisik Terhadap Kinerja Pedagang Kaki Lima Car Free Day Simpang Lima Gumul Kab.Kediri

The impact of the work ethic which consists of indicators of a person's interpersonal skills, an individual's initiative in carrying out work, and being reliable in doing his work. The physical work environment which consists of indicators of lighting, air temperature, cleanliness, security, working hours in carrying out work is very important to find out how big the impact is on the performance of street vendors Car Free Day Simpang Lima Gumul Kab. Kediri. By knowing this relationship, parties from the Bodronoyo community, including street vendors at the Simpang Lima Gumul car free day, Kab. Kediri can estimate how the consumer response and the impact of the work ethic and physical work environment that is generated / given so that it can provide even better performance and service by street vendors, especially in the Bodronoyo community in the future. This research is a research that is included in mixed research or a combination of quantitative methods and qualitative methods. The sampling technique in this study used a purposive sampling technique (where the samples used were based on certain criteria determined by the researcher). The samples used or taken in this study were street vendors at the Simpang Lima Gumul car free day, Kab. Kediri based on certain criteria determined by researchers and processed as respondents. Data obtained through observation, questionnaires or questionnaires, documentation, interviews and literature. From the results of the analysis carried out, the results of the study show that the work ethic and physical work environment have a significant impact simultaneously on performance. It is known that the results of the correlation analysis are as follows: The R Square value is 0.524 or 52.4% and the remaining 0.476 or 47.6% is influenced by other variables not examined in this study.

The Influence of Motivation, Compensation, and Physical Work Environment on The Performance of Kumun Health Employees

This study aims to examine the motivation, compensation, and physical work environment on the performance of the employees of the Kumun Health Center in Sungai Penuh City, a total of 43 respondents. Collecting data in this study's primary data was collected by distributing questionnaires to respondents. This research method uses quantitative methods, while the analysis technique used is multiple linear regression analysis, t-test, f-test, and test the coefficient of determination. Partially, there is an influence between motivation (X1) on employee performance (Y) at the Kumun Health Center in Sungai Penuh City as evidenced by the value of t count ≥ t table(2.874 ≥ 2.02269)with a significant value = 0.007< 0.05. Where is the magnitude of the influence of motivation on the performance of employees of the Kumun Health Center in Sungai Penuh City is 0.072%. There is a positive and significant influence between compensation (X2) partially on employee performance (Y) Kumun Health Center in Sungai Penuh Cityas evidenced by the value of t count ≥ t table (4.484≥ 2.02269) with a significant value = 0.000 <0.05. The compensation amount for the performance of the Kumun Health Center employees in Sungai Penuh City is 32.3%. There is a positive and significant influence between the physical work environment (X3) partially on the performance of employees (Y) at the Kumun Health Center in Sungai Penuh Cityas evidenced by the value of t count ≥ t table (3.228 ≥ 2.02269 ) with a significant value = 0.003 <0.05. The magnitude of the physical work environment on the performance of the Kumun Health Center employees in Sungai Penuh City was 19.3%. There is a simultaneous influence between motivation (X1), compensation (X2), and physical work environment (X3) on employee performance (Y) which is 51.7%. The remaining 48.3% is explained by other causal factors not examined in this study.

The Effect of Employee Engagement and Physical Work Environment on Employee Performance at PT PLN (Persero) Sulselrabar Main Distribution Unit

This study aims to determine the effect of employee engagement and physical work environment on employees' performance at PT PLN (Persero) Sulselrabar Main Unit. PT PLN (Persero) as a state company that is currently not only paying attention to the social mission in providing electric power services to all Indonesian citizens is also experiencing the VUCA phenomenon. Based on the results of hypothesis testing, the results show that employee engagement and the physical work environment have a positive and significant effect on employees' performance. The coefficient of determination using R2 shows that there is an effect of 91.6% on employee engagement and physical work environment on employees' performance. This research concludes that the effect of employee engagement and physical work environment on employees' performance at PT PLN (Persero) UID Sulselrabar simultaneously and partially, namely employee engagement has a t-statistics value of 5.484 and a p- value of 0.00, so partially employee engagement has a significant positive effect on employees' performance; the physical work environment has a t-statistics value of 9.748 and a p-value of 0.00, so partially the physical work environment has a significant positive effect on employees' performance; employee engagement and physical work environment have an R-square value of 0.916, so simultaneously the influence of employee engagement and physical work environment on employees' engagement has a strong influence of 91.6%.

The Influence of The Work Environment on Employee Performance

The study aims to illustrate and analyze the impact of the work environment on employee performance. This research is the study of explanations. The data analysis used is a descriptive analysis and some linear regression analysis. Studies show that a descriptive analysis indicates that the respondents approved of the majority of physical and non-physical work environments that a company has improved employee performance. The results of a double regression analysis suggest that the physical environment of part-time labor has a significant impact on employee's performance and a non-physical work environment also has a significant impact on workers' performance. Test results show both the physical working environment simultaneously and the non-physical work environment has significant effects on employee performance.

The Influence of the Principal’s Leadership Style and Physical Work Environment on Teacher’s Performance

This study aims to determine and analyze (1) the influence of the principal’s leadership style on teacher’s performance; (2) the influence of the work environment on teacher’s performance; and (3) the influence of leadership style and work environment partially or jointly on teacher’s performance. This research is a quantitative research with partial correlation method. This research was conducted at SMK Negeri Ilir Barat I Palembang with 126 teachers as respondents. Data collection techniques using questionnaires and documentation. Validity test uses construction validity and content validity. While the reliability test uses Cronbachh’s Alpha. The analysis prerequisite test used the normality test, linearity test, heteroscedasticity test, and multilinearity test, and the data were analyzed using simple regression and multiple regression techniques. The results showed that: (1) there was a positive and significant effect of the principal’s leadership style on the performance of State Vocational High School teachers in Ilir Barat I Palembang with a presentation of 22%; (2) There is a positive and significant effect of the work environment on the performance of State Vocational High School teachers in Ilir Barat I District, Palembang with a presentation of 19.4%; and (3) there is a positive and significant influence of the principal’s leadership style with the work environment on teacher’s performance. State Vocational High School in Ilir Barat I District, Palembang with a presentation of 21.8% while 78.2% was determined by other factors not included in this study.

THE INFLUENCE OF PHYSICAL WORK ENVIRONMENT AND NON-PHYSICAL WORK ENVIRONMENT ON EMPLOYEE WORK SATISFACTION AT THE BKPSDMD AGENCY OF MAKASSAR CITY

Employee job satisfaction is a crucial factor that impacts organizational performance and productivity. A satisfied workforce tends to be more engaged, motivated, and committed to their work, leading to improved overall performance. One of the key determinants of job satisfaction is the work environment, both physical and non-physical. This study aimed to examine the impact of the physical work environment and non-physical work environment on employee job satisfaction at the Makassar City Regional Employment and Human Resources Development Agency. The study utilized primary and secondary data, with a sample size of 57 respondents. A quantitative approach was employed, and the data were analyzed using multiple linear regression analysis. The data were processed using SPSS 21 for statistical analysis to test the three hypotheses. The findings of the study revealed that the physical work environment variable had a significant effect on employee job satisfaction (t-statistic = 2.083, p < 0.05), and the non-physical work environment variable also had a significant effect (t-statistic = 5.682, p < 0.05). Furthermore, when considering both the physical work environment and non-physical work environment variables together, they collectively had a significant effect on employee job satisfaction (F-statistic = 89.813, p < 0.05).