ABSTRACT: This paper critically examined the impact of Work Environment on Employee Job Performance,
with specific focus on Alaba Branch 1, 2 &3 of First Bank Nig Plc, Lagos-State. This study employed a
descriptive survey design. A sample size of 67 respondents was selected using simple random sampling
technique of which 67 respondents filled and returned the questionnaire. Data from the questionnaire was
analyzed using special software for statistics which is called statistical package for social science (SPSS) version
23. The study found out that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Also, behavioural factor does statistically significantly affect job
satisfaction in First Bank Nigeria Limited, Alaba 1, 2, 3. After the findings of the research it is highly
recommended that organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in improved
organizational performance.
KEYWORDS: Work Environment, Work Adjustment Theory (WAT), Behavioral Factor, and EMployee
Performance.
Work Environment and Performance of Deposit Money Banks in Rivers StateAJHSSR Journal
ABSTRACT : This study examined the relationship work environmentand organizational performance of
Deposit Money Banks in Rivers State. The study adopted a cross-sectional survey in its investigation of the
variables. Primary data was generated through structured, self- administered questionnaire. The population of
the study is 72 managers (4 managers from each) of the 18 Deposit Money Banks operating in Rivers State. The
reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items
scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The
tests were carried out at a 0.05 significance level. The findings revealed that there is a significant relationship
between work environmentand organizational performance of Deposit Money Banks in Rivers State. Therefore,
the study concludes that creating a conducive work environment positively enhance performance of deposit
money banks in Rivers State. Thus, the study recommends that deposit money banks should prioritize creating a
positive work environment that promotes employee well-being, engagement, and productivity. This can be
achieved through effective leadership, open communication, reduced workload, fair compensation, and fostering
a positive workplace culture.
KEYWORD: work environment, organizational performance, cost minimization, waste minimization, time
minimisation
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
An Empirical Study of Workplace Environment with Special Reference to Employe...ijtsrd
This document summarizes a research paper on the impact of workplace environment on employee engagement, productivity, and performance in manufacturing industries. The paper reviews literature showing that physical workplace environment, supervisor support, and job aids can positively or negatively influence employee commitment. The research aims to study these factors and their effects. It describes the methodology, defines key terms, and establishes a relationship framework between workplace environment and employee/organizational outcomes. Statistical analysis and employee surveys could measure these relationships. The conclusion is that addressing physical, interpersonal, and task-related environmental factors can increase employee engagement.
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
A STUDY ON THE IMPACT OF WORK ENVIRONMENT ON EMPLOYEE PERFORMANCEKaren Benoit
This study examines the impact of work environment on employee performance. The researchers conducted a survey of 100 employees at manufacturing companies in India. They analyzed how factors like management policies, workplace design, health and safety protocols, and work-life balance influence employee motivation, productivity, and overall job performance. The results showed that the work environment significantly impacts employees and their ability to do their jobs effectively. A positive work environment that supports employee well-being, involvement, and growth leads to higher performance, while negative factors undermine it. The researchers conclude workplaces must focus on cultivating work environments where employees feel engaged, valued and able to achieve their full potential.
THE INFLUENCE OF ORGANIZATIONAL SUPPORT AND NONPHYSICAL WORK ENVIRONMENT ON M...AJHSSR Journal
ABSTRACT: Organizational support and a non-physical work environment are essential factors in job
satisfaction, leading to optimal performance. However, the author believes a systematic assessment is necessary
to obtain accountable results. The author chose TKBM Samudera as the research object because it has long been
a cooperative with outstanding performance and a good track record of achievements. The author then used
multiple linear regression as the basis of this study and organizational support and non-physical work
environment as independent variables and work performance as a dependent variable. Later, work satisfaction
becomes a mediation variable. The findings show that organizational support and non-physical work affected
work satisfaction and performance.
Keywords: Job satisfaction, Performance, Non-physical environment, Organizational support, Cooperative
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
11.predicting job satisfaction among the academicians of universities in kpk,...Alexander Decker
This document discusses a study that aimed to predict job satisfaction among academics in universities in Khyber Pakhtunkhwa, Pakistan. The study collected data from 218 university teachers about their satisfaction with different job factors. Multiple regression analysis was then used to determine how well positive outcomes like involvement and commitment, and negative outcomes like absenteeism and turnover, could be explained by the job satisfaction factors. Prior literature identifies the most common predictors of job satisfaction as work, pay, work environment, promotion, supervision, and coworkers. The researchers aimed to empirically measure attitudes using these factors of job satisfaction to predict positive and negative consequences among university teachers in Khyber Pakhtunkhwa.
Work Environment and Performance of Deposit Money Banks in Rivers StateAJHSSR Journal
ABSTRACT : This study examined the relationship work environmentand organizational performance of
Deposit Money Banks in Rivers State. The study adopted a cross-sectional survey in its investigation of the
variables. Primary data was generated through structured, self- administered questionnaire. The population of
the study is 72 managers (4 managers from each) of the 18 Deposit Money Banks operating in Rivers State. The
reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items
scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The
tests were carried out at a 0.05 significance level. The findings revealed that there is a significant relationship
between work environmentand organizational performance of Deposit Money Banks in Rivers State. Therefore,
the study concludes that creating a conducive work environment positively enhance performance of deposit
money banks in Rivers State. Thus, the study recommends that deposit money banks should prioritize creating a
positive work environment that promotes employee well-being, engagement, and productivity. This can be
achieved through effective leadership, open communication, reduced workload, fair compensation, and fostering
a positive workplace culture.
KEYWORD: work environment, organizational performance, cost minimization, waste minimization, time
minimisation
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
An Empirical Study of Workplace Environment with Special Reference to Employe...ijtsrd
This document summarizes a research paper on the impact of workplace environment on employee engagement, productivity, and performance in manufacturing industries. The paper reviews literature showing that physical workplace environment, supervisor support, and job aids can positively or negatively influence employee commitment. The research aims to study these factors and their effects. It describes the methodology, defines key terms, and establishes a relationship framework between workplace environment and employee/organizational outcomes. Statistical analysis and employee surveys could measure these relationships. The conclusion is that addressing physical, interpersonal, and task-related environmental factors can increase employee engagement.
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
A STUDY ON THE IMPACT OF WORK ENVIRONMENT ON EMPLOYEE PERFORMANCEKaren Benoit
This study examines the impact of work environment on employee performance. The researchers conducted a survey of 100 employees at manufacturing companies in India. They analyzed how factors like management policies, workplace design, health and safety protocols, and work-life balance influence employee motivation, productivity, and overall job performance. The results showed that the work environment significantly impacts employees and their ability to do their jobs effectively. A positive work environment that supports employee well-being, involvement, and growth leads to higher performance, while negative factors undermine it. The researchers conclude workplaces must focus on cultivating work environments where employees feel engaged, valued and able to achieve their full potential.
THE INFLUENCE OF ORGANIZATIONAL SUPPORT AND NONPHYSICAL WORK ENVIRONMENT ON M...AJHSSR Journal
ABSTRACT: Organizational support and a non-physical work environment are essential factors in job
satisfaction, leading to optimal performance. However, the author believes a systematic assessment is necessary
to obtain accountable results. The author chose TKBM Samudera as the research object because it has long been
a cooperative with outstanding performance and a good track record of achievements. The author then used
multiple linear regression as the basis of this study and organizational support and non-physical work
environment as independent variables and work performance as a dependent variable. Later, work satisfaction
becomes a mediation variable. The findings show that organizational support and non-physical work affected
work satisfaction and performance.
Keywords: Job satisfaction, Performance, Non-physical environment, Organizational support, Cooperative
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
11.predicting job satisfaction among the academicians of universities in kpk,...Alexander Decker
This document discusses a study that aimed to predict job satisfaction among academics in universities in Khyber Pakhtunkhwa, Pakistan. The study collected data from 218 university teachers about their satisfaction with different job factors. Multiple regression analysis was then used to determine how well positive outcomes like involvement and commitment, and negative outcomes like absenteeism and turnover, could be explained by the job satisfaction factors. Prior literature identifies the most common predictors of job satisfaction as work, pay, work environment, promotion, supervision, and coworkers. The researchers aimed to empirically measure attitudes using these factors of job satisfaction to predict positive and negative consequences among university teachers in Khyber Pakhtunkhwa.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
This document discusses factors that influence employee job satisfaction and attachment. It outlines several models of job satisfaction, including the Job Characteristics Model which identifies skill variety, task identity, task significance, autonomy, and feedback as key factors. Negative job satisfaction can lead to stress disorders and impact employee performance through increased absenteeism and costs. Reducing work stress requires addressing its root causes such as lack of trust between employees and management.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document discusses a study on the significance of general well-being of IT professionals in India. Through a survey of 826 IT professionals, the study identified three key factors that influence general well-being: physical health, depressive symptoms, and work stress. Physical health was positively correlated with both depressive symptoms and work stress. Depressive symptoms were also positively correlated with work stress. The study concludes that understanding these influencing factors is important for developing training and workplace initiatives to promote employee well-being in the IT industry.
This document summarizes a study that examined the relationship between job satisfaction (intrinsic and extrinsic) and organizational citizenship behavior (OCBI and OCBO) among employees at higher learning institutions in Malaysia. The study reviewed literature on OCB and job satisfaction, and developed hypotheses that intrinsic and extrinsic job satisfaction would both positively correlate with OCBI and OCBO. Surveys of employees were conducted to measure the variables and analyze their relationships. The findings and implications for understanding how job satisfaction impacts extra-role behaviors in educational organizations were then discussed.
Work Environment and Employee’s Commitment in Three Selected Institutions in ...Dr. Amarjeet Singh
The aim of this study is to investigate work
environment and employee’s commitment in three selected
Institutions such as Rivers State University, University of Port
Harcourt and Ignatius Ajuru University of Education in Port
Harcourt, Rivers State. For the purpose of this study,
descriptive research design was used. Simple random
sampling technique was respectively used to select the
respondents for the study. Respondents for this study were
fifty (60) made up of twenty-five (35) senior staff and twentyfive (25) junior staff. Structured questionnaires were used for
data collection. The study findings indicate that, organization
working environment had an impact on members as far as
respondents are concerned. The study also revealed that
employees’ will improve their performance if the problems
identified during the research are tackled by the management.
The problems are flexibility of working environment, work
noise distraction, supervisor’s interpersonal relationship with
subordinates, presence of job aid, the use of performance
feedback and improve of work incentives in the organization
so that to motivate employees to perform their job. In
conclusion based on the findings the study recommended that,
the organization needs to have periodic meetings with
employees to air their grievances to management and serve as
a motivating factor to the employees. Management should find
ways and means of communicating their goals and strategies
to their employees in order to achieve what the organization is
in business for, its mission and vision.
International Journal of Enterprise Computing and Business Sys.docxbagotjesusa
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
WORKPLACE ENVIRONMENT AND ITS IMPACT ON
ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR
ORGANISATIONS
Dr. K. CHANDRASEKAR
Assistant Professor,
Alagappa Institute of Management,
Alagappa University, Karaikudi, India
Email: [email protected]
ABSTRACT
The workplace environment impacts employee morale, productivity and engagement - both positively and
negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes
poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People
working in such environment are prone to occupational disease and it impacts on employee’s
performance. Thus productivity is decreased due to the workplace environment. It is the quality of the
employee’s workplace environment that most impacts on their level of motivation and subsequent
performance. How well they engage with the organization, especially with their immediate environment,
influences to a great extent their error rate, level of innovation and collaboration with other employees,
absenteeism and ultimately, how long they stay in the job. Creating a work environment in which
employees are productive is essential to increased profits for your organization, corporation or small
business. The relationship between work, the workplace and the tools of work, workplace becomes an
integral part of work itself. The management that dictate how, exactly, to maximize employee productivity
center around two major areas of focus: personal motivation and the infrastructure of the work
environment.
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
The paper presents the analysis of the working environment at different public sector
organizations and the research done to understand the performance level of the employees due to the
work environment, and also aims at suggesting few interactions to provide better work environment at
Public Sector Organisations.
Keywords: Work environment, employee performance, workplace design, environmental factors,
motivation
INTRODUCTION
.In today’s competitive business environment, organizations can no longer afford.
Relationship between organisational climate and positive attitude among indus...Dr. Deepak Raverkar
This document discusses a study on the relationship between organizational climate and positive attitude among industrial workers. The study examined six factors of organizational climate (working conditions, superior-subordinate relationships, work pressure, work norms, technology, and reinforcement) and their correlation with workers' positive attitude. The results found that most workers had a positive attitude towards their job. Four climate factors (working conditions, work norms, technology, and reinforcement) were found to have a significant positive correlation with worker attitude, while only work pressure had a negative correlation. The study concludes that organizational climate can significantly impact workers' motivation and behavior through its influence on their attitude.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
Job satisfaction and contributing variables among the bank employees in cudda...IAEME Publication
The document discusses a study on job satisfaction and contributing factors among bank employees in Cuddalore District, India. The study aims to measure job satisfaction levels, identify factors contributing to satisfaction, and examine relationships between variables. A sample of 300 bank employees was surveyed using questionnaires. Statistical analysis using stepwise regression and bivariate correlations was conducted to analyze the data. The results found that most employees reported high levels of job satisfaction, influenced by factors like welfare facilities and rewards. Addressing areas of low satisfaction could help increase job satisfaction and benefit organizational growth.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
How Can the Work Environment Affects the Lecturers' CreativityAJHSSR Journal
ABSTRACT : Lecturer creativity is a personal trait that is reflected in the lecturer's ability to create something
new, process something that already exists to be more innovative or combine various things to be more useful.
This research is oriented to examine and analyze the dimensions of the work environment, namely the
dimensions of the physical environment (internal), non-physical environment (internal), and physical
environment (external) and non-physical environment (external) in 101 lecturers at the College of Sciences.
Economics (STIE) in Makassar City, South Sulawesi Province (Indonesia). Hypothesis testing with the support
of partial least squares structural equation modeling (PLS-SEM) with Smart PLS 3 software. The research
findings provide evidence that the work environment in the dimensions of the physical environment (external)
felt by the lecturers and the Non-physical environment (internal) perceived by the lecturers make a real (strong)
contribution to improving lecturer creativity towards an increasing direction. conditions Different shown in the
dimensions of the Non-physical environment (external) and Physical environment (internal) cannot increase
lecturer creativity in a high direction due to harmonization of relationships with fellow lecturers and/or students,
although it has been well established but has not been able to improve the ability of lecturers to generate and
implement new ideas.
KEYWORDS : Environment, external, internal, non-physical, physical
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
The Influence of the Work Environment, Compensation, Work Discipline and Work...AJHSSR Journal
This document discusses a study that examined the influence of work environment, compensation, work discipline, and work ethic on the performance of civil servants at the Sungai Penuh City Inspectorate in Indonesia. It was found that the performance of civil servants at the inspectorate had declined from 88% achievement in 2018 to 84% in 2020. The study aimed to determine the effect of each variable on civil servant performance. A survey was conducted of 45 civil servants using questionnaires. Statistical analysis using multiple linear regression found that the work environment, compensation, work discipline, and work ethic each had a significant effect on civil servant performance. When combined, the four variables also had a significant effect on performance.
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
ABSTRACT: South Sulawesi, commonly known as Makassar, boasts rich cultural heritage and customs,
making it a prominent destination for tourism. Among its attractions, Losari beach stands out as a focal point for
visitors seeking to explore the city's natural beauty and cultural offerings. In this context, leveraging modern
technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
an immersive experience where tourists can interact with virtual representations of Losari beach. By simply
pointing their mobile phone cameras at designated markers or using barcode scanners, tourists can access
augmented reality features embedded within the application. The findings of this research aim to provide
valuable information, particularly for foreign tourists, about Losari beach, positioning it as a compelling
destination within South Sulawesi's diverse array of tourist attractions. Through this technological innovation,
the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
KEYWORDS: Visualizing, Losari Beach, Augmented Reality
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This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
This document discusses factors that influence employee job satisfaction and attachment. It outlines several models of job satisfaction, including the Job Characteristics Model which identifies skill variety, task identity, task significance, autonomy, and feedback as key factors. Negative job satisfaction can lead to stress disorders and impact employee performance through increased absenteeism and costs. Reducing work stress requires addressing its root causes such as lack of trust between employees and management.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document discusses a study on the significance of general well-being of IT professionals in India. Through a survey of 826 IT professionals, the study identified three key factors that influence general well-being: physical health, depressive symptoms, and work stress. Physical health was positively correlated with both depressive symptoms and work stress. Depressive symptoms were also positively correlated with work stress. The study concludes that understanding these influencing factors is important for developing training and workplace initiatives to promote employee well-being in the IT industry.
This document summarizes a study that examined the relationship between job satisfaction (intrinsic and extrinsic) and organizational citizenship behavior (OCBI and OCBO) among employees at higher learning institutions in Malaysia. The study reviewed literature on OCB and job satisfaction, and developed hypotheses that intrinsic and extrinsic job satisfaction would both positively correlate with OCBI and OCBO. Surveys of employees were conducted to measure the variables and analyze their relationships. The findings and implications for understanding how job satisfaction impacts extra-role behaviors in educational organizations were then discussed.
Work Environment and Employee’s Commitment in Three Selected Institutions in ...Dr. Amarjeet Singh
The aim of this study is to investigate work
environment and employee’s commitment in three selected
Institutions such as Rivers State University, University of Port
Harcourt and Ignatius Ajuru University of Education in Port
Harcourt, Rivers State. For the purpose of this study,
descriptive research design was used. Simple random
sampling technique was respectively used to select the
respondents for the study. Respondents for this study were
fifty (60) made up of twenty-five (35) senior staff and twentyfive (25) junior staff. Structured questionnaires were used for
data collection. The study findings indicate that, organization
working environment had an impact on members as far as
respondents are concerned. The study also revealed that
employees’ will improve their performance if the problems
identified during the research are tackled by the management.
The problems are flexibility of working environment, work
noise distraction, supervisor’s interpersonal relationship with
subordinates, presence of job aid, the use of performance
feedback and improve of work incentives in the organization
so that to motivate employees to perform their job. In
conclusion based on the findings the study recommended that,
the organization needs to have periodic meetings with
employees to air their grievances to management and serve as
a motivating factor to the employees. Management should find
ways and means of communicating their goals and strategies
to their employees in order to achieve what the organization is
in business for, its mission and vision.
International Journal of Enterprise Computing and Business Sys.docxbagotjesusa
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
WORKPLACE ENVIRONMENT AND ITS IMPACT ON
ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR
ORGANISATIONS
Dr. K. CHANDRASEKAR
Assistant Professor,
Alagappa Institute of Management,
Alagappa University, Karaikudi, India
Email: [email protected]
ABSTRACT
The workplace environment impacts employee morale, productivity and engagement - both positively and
negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes
poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People
working in such environment are prone to occupational disease and it impacts on employee’s
performance. Thus productivity is decreased due to the workplace environment. It is the quality of the
employee’s workplace environment that most impacts on their level of motivation and subsequent
performance. How well they engage with the organization, especially with their immediate environment,
influences to a great extent their error rate, level of innovation and collaboration with other employees,
absenteeism and ultimately, how long they stay in the job. Creating a work environment in which
employees are productive is essential to increased profits for your organization, corporation or small
business. The relationship between work, the workplace and the tools of work, workplace becomes an
integral part of work itself. The management that dictate how, exactly, to maximize employee productivity
center around two major areas of focus: personal motivation and the infrastructure of the work
environment.
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
The paper presents the analysis of the working environment at different public sector
organizations and the research done to understand the performance level of the employees due to the
work environment, and also aims at suggesting few interactions to provide better work environment at
Public Sector Organisations.
Keywords: Work environment, employee performance, workplace design, environmental factors,
motivation
INTRODUCTION
.In today’s competitive business environment, organizations can no longer afford.
Relationship between organisational climate and positive attitude among indus...Dr. Deepak Raverkar
This document discusses a study on the relationship between organizational climate and positive attitude among industrial workers. The study examined six factors of organizational climate (working conditions, superior-subordinate relationships, work pressure, work norms, technology, and reinforcement) and their correlation with workers' positive attitude. The results found that most workers had a positive attitude towards their job. Four climate factors (working conditions, work norms, technology, and reinforcement) were found to have a significant positive correlation with worker attitude, while only work pressure had a negative correlation. The study concludes that organizational climate can significantly impact workers' motivation and behavior through its influence on their attitude.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships among coworkers and supervisors, and fulfilling employees' needs.
Job satisfaction and contributing variables among the bank employees in cudda...IAEME Publication
The document discusses a study on job satisfaction and contributing factors among bank employees in Cuddalore District, India. The study aims to measure job satisfaction levels, identify factors contributing to satisfaction, and examine relationships between variables. A sample of 300 bank employees was surveyed using questionnaires. Statistical analysis using stepwise regression and bivariate correlations was conducted to analyze the data. The results found that most employees reported high levels of job satisfaction, influenced by factors like welfare facilities and rewards. Addressing areas of low satisfaction could help increase job satisfaction and benefit organizational growth.
Job satisfaction and contributing variables among the bank employees in cudda...iaemedu
This document summarizes a study on job satisfaction and contributing variables among bank employees in Cuddalore District, India. The study found that the majority (65.7%) of employees reported high job satisfaction, while 16% reported low satisfaction and 18.3% reported medium satisfaction. A regression analysis showed that job involvement, organizational climate, and organizational commitment significantly contributed to job satisfaction. Job involvement had the highest influence on satisfaction. The study provides suggestions for improving job satisfaction, such as ensuring job security, improving relationships, and fulfilling employee needs.
Effect of job design on employee satisfaction (a study of fertilizer companie...Alexander Decker
This document summarizes a research study that examined the effect of job design on employee satisfaction in fertilizer companies listed on the Lahore Stock Exchange. The study collected primary data through questionnaires distributed to 50 employees across two fertilizer companies. Job design variables like autonomy, task variety, task significance, task identity, and feedback were measured on a 5-point Likert scale. Employee satisfaction was measured on a 6-point Likert scale. Mean values, correlation analysis, and linear regression were used to analyze the relationship between job design and employee satisfaction. The results showed a strong positive correlation between job design and employee satisfaction, indicating that as job design improves, employee satisfaction increases.
How Can the Work Environment Affects the Lecturers' CreativityAJHSSR Journal
ABSTRACT : Lecturer creativity is a personal trait that is reflected in the lecturer's ability to create something
new, process something that already exists to be more innovative or combine various things to be more useful.
This research is oriented to examine and analyze the dimensions of the work environment, namely the
dimensions of the physical environment (internal), non-physical environment (internal), and physical
environment (external) and non-physical environment (external) in 101 lecturers at the College of Sciences.
Economics (STIE) in Makassar City, South Sulawesi Province (Indonesia). Hypothesis testing with the support
of partial least squares structural equation modeling (PLS-SEM) with Smart PLS 3 software. The research
findings provide evidence that the work environment in the dimensions of the physical environment (external)
felt by the lecturers and the Non-physical environment (internal) perceived by the lecturers make a real (strong)
contribution to improving lecturer creativity towards an increasing direction. conditions Different shown in the
dimensions of the Non-physical environment (external) and Physical environment (internal) cannot increase
lecturer creativity in a high direction due to harmonization of relationships with fellow lecturers and/or students,
although it has been well established but has not been able to improve the ability of lecturers to generate and
implement new ideas.
KEYWORDS : Environment, external, internal, non-physical, physical
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
The Influence of the Work Environment, Compensation, Work Discipline and Work...AJHSSR Journal
This document discusses a study that examined the influence of work environment, compensation, work discipline, and work ethic on the performance of civil servants at the Sungai Penuh City Inspectorate in Indonesia. It was found that the performance of civil servants at the inspectorate had declined from 88% achievement in 2018 to 84% in 2020. The study aimed to determine the effect of each variable on civil servant performance. A survey was conducted of 45 civil servants using questionnaires. Statistical analysis using multiple linear regression found that the work environment, compensation, work discipline, and work ethic each had a significant effect on civil servant performance. When combined, the four variables also had a significant effect on performance.
Similar to ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE JOB PERFORMANCE (A STUDY OF FIRST BANK NIG. PLC, LAGOS STATE) (20)
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
ABSTRACT: South Sulawesi, commonly known as Makassar, boasts rich cultural heritage and customs,
making it a prominent destination for tourism. Among its attractions, Losari beach stands out as a focal point for
visitors seeking to explore the city's natural beauty and cultural offerings. In this context, leveraging modern
technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
an immersive experience where tourists can interact with virtual representations of Losari beach. By simply
pointing their mobile phone cameras at designated markers or using barcode scanners, tourists can access
augmented reality features embedded within the application. The findings of this research aim to provide
valuable information, particularly for foreign tourists, about Losari beach, positioning it as a compelling
destination within South Sulawesi's diverse array of tourist attractions. Through this technological innovation,
the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
KEYWORDS: Visualizing, Losari Beach, Augmented Reality
DEVELOPMENT STATUS AND COUNTERMEASURES OF TMALL DURING THE COVID-19 EPIDEMICAJHSSR Journal
ABSTRACT:China's e-commerce enterprises have developed rapidly, among which Tmall has become one of
the largest retail shopping websites in China.But in the past year, the Covid-19 epidemic has brought a huge
impact to Chinese e-commerce enterprises, and Tmall is no exception.Therefore, the development status of
Tmall in the new crown epidemic situation was analyzed, and the viewpoint was put forward :Tmall1 stabilized
the situation in the face of the epidemic situation and made a very correct countermeasures.The influence of this
epidemic on Tmall was deeply analyzed, and the conclusion was made: the new crown epidemic is both a
challenge and an opportunity forTmall.
KEYWORDS:Tmall; COVID - 19 outbreak ; The electronic commerce
Factors affecting undergraduate students’ motivation at a university in Tra VinhAJHSSR Journal
ABSTRACT: Motivation plays an important role in foreign language learning process. This study aimed to
investigate student’s motivation patterns towards English language learning at a University in Tra Vinh, and factors
affecting their motivation change toward English language learning of non-English-major students in the semester.
The researcher used semi-structured interview at the first phase of choosing the participants and writing reflection
through the instrument called “My English Learning Motivation History” adapted from Sawyer (2007) to collect
qualitative data within 15 weeks. The participants consisted of nine first year non-English-major students who learning
General English at pre-intermediate level. They were chosen and divided into three groups of three members each
(high motivation group; average motivation group; and low motivation group). The results of the present study
identified six visual motivation patterns of three groups of students with different motivation fluctuation, through the
use of cluster analysis. The study also indicated a diversity of factors affecting students’ motivation involving internal
factors as influencing factors (cognitive, psychology, and emotion) and external factors as social factors (instructor,
peers, family, and learning environment) during English language learning in a period of 15 weeks. The findings of
the study helped teacher understand relationship of motivation change and its influential factors. Furthermore, the
findings also inspired next research about motivation development in learning English process.
KEY WORDS: language learning motivation, motivation change, motivation patterns, influential factors, students’
motivation.
The Impact of Work Stress and Digital Literacy on Employee Performance at PT ...AJHSSR Journal
ABSTRACT :This research aims to analyze the correlation between employee work stress and digital literacy
with employee performance at PT Telkom Akses Area Cirebon, both concurrently and partially. Employing a
quantitative approach, the study's objectives are descriptive and causal, adopting a positivist paradigm with a
deductive approach to theory development and a survey research strategy. Findings reveal that work stress
negatively and significantly impacts employee performance, while digital literacy positively and significantly
affects it. Simultaneously, work stress and digital literacy have a positive and significant influence on employee
performance. It is anticipated that company management will devise workload management strategies to
alleviate work stress and assess the implementation of more efficient digital technology to enhance employee
performance.
KEYWORDS -digital literacy, employee performance,job stress, multiple regression analysis, workload
management
The Settlement of Construction Disputes Through Dispute Councils From the Per...AJHSSR Journal
ABSTRACT:This research differs from the practice of business activity in the construction services industry,
which may lead to construction disputes. The settlement of construction disputes is a consensus based on the
basic principle of debate. If the discussions between the parties do not reach an agreement, the parties may take
measures to resolve the dispute through the dispute council. Because the standard governing the disputes
committee was not fully regulated, they did not comply with the principle of legal certainty. Therefore, further
research was needed to establish a theoretical basis for regulating the disputes committee in settling construction
disputes. This research is a standard legal research using a legal regulatory, conceptual, and comparative
approach. The research results show that the ideal concept of resolving construction disputes through a dispute
council based on the value of legal certainty is to establish that the position of the dispute council is a special
court that has the authority to resolve construction disputes under construction services agreements. To realize
the position of the Court of Disputation as a special court, it must be based on the creation of philosophical
values, the creationof legislative regulations, and the creation of the institutional structure of the Court of
Disputation.
KEYWORDS-Construction Disputes, Dispute Council, Special Court
VALUES OF ORAL LITERATURE IN THE SOCIETY: A STUDY OF FOLKTALES OFOGBA IN RIVE...AJHSSR Journal
ABSTRACT : Oral literature is a creative work of art that portends high merit and has the creative use of
imagination in preliterate societies. It adopts the genres of literature: drama, prose and poetry in the oral milieu,
using performance as its hallmark. It thrives on the use of oral data because of its orality. This paper focuses on
the moral values or oral literature in the society using Ogba as a spring board. The study was carried out in
communities ofOgba. The population of the study consists of ten towns and village, in Ogba. The theoretical
framework used is Dell Hyme’s ethno-poetics because the works of oral literature relate to the society. This
paper concludes that oral literature serves to against all odds; communicate ideas, emotions, beliefs and
appreciation of life. The folktales in Ogba for instance, serve similar purpose through their
rendition/performance. Through the stories, the younger generation in Ogba society is familiarised with the
customs, traditions, and rituals prevalent in the society. This paper therefore recommends the use of oral
literature in all its genres to inculcate moral values and lessons to the teenagers and youths. Against this
background, Ogba (African) themselves must cease to regard oral literature as primitive and fetish.
KEYWORDS: Values, Oral Literature, Society, Ogba, Folktales
Pormalistikong Pagdalumat sa mga Tula ni Ron CanimoAJHSSR Journal
ABSTRACT: Nilayon ng pag-aaral na ito na masuri ang dalawampung (20) tula ni Ron Canimo gamit ang
pormalistikong dulog batay sa mga sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at
Simbolismo, (c) Imahen, (d) Tema, at (e) Diksiyon. Layunin din nitong mataya ang antas ng pagtanggap ng
ginawang pagsusuri gamit ang nabuong instrumento sa pagtataya nito. Sinunod dito ang Input-Process-Output
na balangkas ng pag-aaral at ginamitan ng kwantitatib-deskriptib-ebalwatib na pamamaraan. Sa pamamagitan
ng talatanungang ibinatay sa ginamit ni Morales (2014) na naimodipika ayon sa kahingian ng kasalukuyang
pag-aaral, tatlong (3) gurong eksperto ang nagsilbing tagataya dito na siyang tumiyak sa kahusayan ng nabuong
pagsusuri ng mananaliksik. Gamit ang Content Analysis, natuklasan na makabagong pamamaraan ang istilo na
ginamit ni Ron Canimo sa pagsulat ng mga tula. Lahat ng kanyang mga tula ay walang sinusunod na sukat at
tugma, may iba‟t ibang tayutay at simbolismong ginamit, magkaibang pandama ang pinagana dahil sa mga
imahe at paglalarawang ginawa, iba‟t ibang uri ng pag-ibig ang tinalakay at gumamit ng pormal, impormal o
kumbersasyonal na wika at makabagong istilo sa pagsulat ng tula. Gamit ang mean at standard deviation,
lumabas na “Mataas” ang antas ng pagtanggap sa kabuuan ng mga gurong eksperto na tumaya sa nabuong
pagsusuri. Lumabas din na “Mataas” ang antas ng kanilang pagtanggap sa nabuong pagsusuri batay sa mga
sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at Simbolismo, (c) Imahen, (d) Tema, at (e)
Diksiyon. Mula sa natayang pagsusuri at kinalabasan ng antas ng pagtanggap dito, naitala ang mga paksa sa
Junior High School Filipino na maaaring lapatan at gamitan ng nabuong pagsusuri.
KEYWORDS: Kumbensyunal, Pagdalumat, Pormalistiko, Ron Canimo, Tula
SCHOOL CULTURE ADAPTATION AMONG INDIGENOUS PEOPLES COLLEGE STUDENTS AT A PRIV...AJHSSR Journal
ABSTRACT: This qualitative study investigates the adaption experiences of indigenous college students at the
University of Mindanao, Matina-main campus. Eight major themes emerged, including difficulties with language
proficiency, online learning, classroom interaction, examination systems, grading procedures, school regulations,
resource accessibility, coping mechanisms, and future goals. Implications include the requirement for targeted
language proficiency and technology use support, an understanding of adaption processes, interventions to
improve resource accessibility, and equitable public administration policies. The study underlines the importance
of adaptation in various educational contexts, as well as the role of educators and legislators in creating inclusive
learning environments.
KEYWORDS: indigenous college students, adaptation, educational challenges, coping strategies
The effect of Institutional Ownership, Sales Growth and Profitability on Tax ...AJHSSR Journal
ABSTRACT: This research aims to test, analyze and obtain empirical evidence about the influence of
institutional ownership, sales growth and profitability on tax avoidance. The object of this research is
manufacturing companies in the consumer goods industry sector listed on the Indonesia Stock Exchange (BEI)
in 2018-2022. This research used quantitative research methods and causal research design. The sampling
technique in this research used non-probability sampling with purposive sampling as the basis for determining
the sample so that a sample of 55 samples was obtained. The data used is secondary data obtained from the
official website of the Indonesia Stock Exchange (BEI) during the 2018-2022 period. The data analysis method
used was multiple linear regression analysis with several tests such as descriptive statistical tests, classical
assumption tests, and hypothesis testing using SPSS version 26 statistical software. The results showed that the
institutional ownership variable has no effect on tax avoidance, while the sales growth and profitability has a
negative and significant effect on tax avoidance.
KEYWORDS: Institutional Ownership, Sales Growth, Profitability, Tax Avoidance
MGA ESTRATEHIYA SA PAGTUTURO KAUGNAY SA PASALITANG PARTISIPASYON NG MGA MAG-A...AJHSSR Journal
ABSTRAK: Ang mga estratehiya sa pagtuturo ay mahalagang kasangkapan sa paghahatid ng mabisang
pagtuturo sa loob ng silid. Tinukoy sa pag-aaral na ito ang antas ng kagustuhan ng mga mag-aaral sa pagsasadula,
pangkatang talakayan at paggawa ng mga koneksyon sa tunay na karanasan sa buhay bilang mga estratehiya sa
pagtuturo ng panitikan sa Filipino at pasalitang partisipasyon ng mga mag-aaral sa Baitang 7 ng Misamis
University Junior High School, Ozamiz City. Ang ginamit na disenyo sa pananaliksik na ito ay deskriptivcorrelational. Ang mga datos sa pag-aaral ay nagmula sa kabuuang populasyon na 120 na mag-aaral at tatlong
mga guro na tagamasid sa pasalitang partisipasyon ng mga mag-aaral. Ang Talatanungan sa Kagamitan sa
Pagtuturo ng Panitikan at Checklist batay sa Obserbasyon sa Pasalita na Partisipasyon ay ang instrumentong
ginamit sa pagkalap ng datos. Mean, standard deviation, Analysis of Variance at Pearson Product-Moment
Correlation Coefficient ang mga ginamit na estatistiko na sangkap. Inihayag sa naging resulta na ang tatlong piling
estratehiya sa pagtuturo ng panitikan sa Filipino ay may pinakamataas na antas ng kagustuhan ng mga mag-aaral.
Ang antas ng pakilahok ng mga mag-aaral sa paggamit ng tatlong estratehiya sa pagtuturo ng panitikan ay
pinakamataas na nagpapahiwatig na aktibong nakilahok ang mga mag-aaral sa mga gawain. Inihayag din na
walang makabuluhang kaibahan sa antas ng kagustuhan ng mga mag-aaral sa mga estratehiya sa pagtuturo ng
panitikan sa Filipino. Ito ay nangahulugan na gustong-gusto ng mga mag-aaral ang pagkakaroon ng mga
estratehiya sa pagtuturo. Walang makabuluhang kaugnayan ang kagustuhan sa mga estratehiya at antas ng
pakikilahok ng mga mag-aaral. Hindi nakaapekto sa kanilang pakikilahok ang anumang estratehiyang ginamit ng
guro.
KEYWORDS : estratehiya, karanasan, pagsasadula, pagtuturo, pangkatang talakayan
The Role of the Instruction of Reading Comprehension Strategies in Enhancing ...AJHSSR Journal
ABSTRACT :Throughout my studies and teaching English in different language centers and higher studies
institutions, I have come to conclude that students consider Reading comprehension as a nightmare that
frightens them and hinders their language acquisition in the Moroccan EFL Context. This may cause them to
develop an internal psychological obstacle that grows as their lack of the necessary instruments or tools to
overcome are not equipped with. They become lost and unaware about or unfamiliar with the necessary reading
comprehension strategies that could help them to face the problem of misunderstanding or non-understanding
of English texts. Respectively, this article which is only one part of my whole study aims at showing the effect
of teaching reading strategies in enhancing the S1 students‟ familiarity with reading strategies and raising their
frequency use. A sample of 283 University students in EFL context have been chosen randomly and have
attended the usual academic reading classes, yet only 76 are subject to this survey. 38 of them constitute the
experimental group who have attended the treatment regularly in one of the language centers and the other 38
participants are chosen randomly from the whole population to constitute the Control group. They all have
Psychosocial Factors and Deviant Behaviors of Children in Conflict with the L...AJHSSR Journal
ABSTRACT:This study aims to determine the relationship between psychosocialfactors and deviant
behaviors among children in conflict with the law (CICL) inDavao Region. The researchers want to discover the
prevalent factors thatdrive these children to their behaviors. Further, the study sought to determinethe
manifestation of psychosocial factors in terms of life satisfaction, emotionalsupport, self-esteem, and personality
traits. The study's data came from N-83children in conflict with the law (CICL) at the Regional Rehabilitation
Center forYouth (RRCY) in Bago Oshiro, Davao City; all respondents are male. This studyused a total
enumeration sampling technique due to the relatively smallpopulation size. The researchers adapted the
Psychosocial surveyquestionnaires by Zabriskie & Ward (2013) and by John and Srivastava (1999)as well as the
Deviant Behavior Variety Scale (DBVS) by Sanches et al. (2016).Through the use of a validated questionnaire,
the mean and standard deviationare determined. The researchers modified this questionnaire and translated itinto
the respondents' mother tongue (Cebuano) for them to comprehend itbetter. The study discovered no significant
relationship between psychosocialfactors and deviant behaviors of children in conflict with the law (CICL) in
theDavao Region
KEYWORDS :Children in Conflict with the Law (CICL), deviant behaviors, psychosocial factors
Entropy: A Join between Science and Mind-SocietyAJHSSR Journal
ABSTRACT: Entropy is join, intersection and interaction between natural science and human mind-society.
We proposed that if internal interactions exist in isolated systems, entropy decrease will be possible for this
system. Management in system is a typical internal interaction within the isolated system. The purpose of
management is to use regulating the internal interactions within the system, and to decrease the increasing
entropy spontaneously. We propose the principle of social civilization and the developing direction is: freedom
of thought, rule of action. Both combinations should be a peaceful revision and improvement of social rules and
laws. Different countries and nations, different religions and beliefs should coexist peacefully and compete
peacefully. The evolution of human society must be coevolution. Its foundation is the evolution of the human
heart and the human nature.
KEYWORDS: entropy, science, society, management, mind, evolution.
A Model of Disaster Resilience Among Colleges and Universities: A Mixed Metho...AJHSSR Journal
ABSTRACT :This research paper aimed to create a comprehensive framework for measuring disaster
resilience in colleges and universities. The study used a mixed method through Exploratory Factor Analysis
(EFA), which involved analyzing data from a survey questionnaire. The questionnaire was developed based on
in-depth interviews with 12 selected participants from the University of Mindanao, as well as relevant literature
and studies. It was reviewed and validated by 10 experts using a method called Content Validity Ratio (CVR).
This questionnaire was then administered to 400 students from 10 different colleges in University of Mindanao.
After conducting the Exploratory Factor Analysis and performing rotations and iterations, the researchers
identified five main constructs that characterize disaster resilience among colleges (1) disaster preparedness, (2)
disaster awareness, (3) community readiness, and (4) disaster management, (5) disaster resilience. The
researchers aimed to create an organization called “Council of College Disaster Volunteers (CCDV)” which
consist of student volunteers. These factors can be used to develop effective management strategies and
strengthen efforts in preventing and managing disasters and accidents.
KEYWORDS:content validity ratio, criminology, disaster resilience, disaster management, exploratory factor
analysis, and Philippines.
Environmental Struggles and Justice Among Lumad Farmers of Davao CityAJHSSR Journal
ABSTRACT : The study described the various environmental struggles experienced among the participants
and their status in accessing justice. The study followed a qualitative multiple-case study approach; the
participants are the Lumad farmers of Marilog, Davao City selected through a Critical sampling method and
aims to present the environmental violations experienced by the Lumad farmers in Davao City and how it
affected their families and sustenance further, their status in accessing justice is also explored. The study
concluded that the most common struggles the participant experience are Illegal logging and improper waste
disposal, which affect their farms, family, health, and income. Their preferred means to accessing justice is
through barangay settlement; the rigors of accessing courts, such as distance, expenses, fear of ruling, and the
hassle of being called to be present in court, are the most prevalent barriers that hinder the lead farmers from
accessing justice or seeking legal action. Nevertheless, the participants believed that the government would help
them in accessing justice.
KEYWORDS :access to justice, criminology,environmental justice, environmental struggles, lumadfarmers
CYBERBULLYING EXPERIENCES OF UNIVERSITY OF MINDANAO CRIMINOLOGY STUDENTSAJHSSR Journal
ABSTRACT:This paper explores the cyberbullying experiences among Criminology students at the
University of Mindanao. A simple random sampling method was used to distribute the study's online
questionnaire to the respondents and to survey the target population. This study has four hundred (400)
respondents, and the respondents are Criminology students at the University of Mindanao. The findings of this
study revealed that the level of cyberbullying experiences is sometimes manifested. On the other hand, the
cyberbullying experiences of the students indicate a moderate level, which indicates that the cyberbullying
experiences of the respondents are sometimes manifested. Also, the computations showed that among the
indicators presented, the highest mean is obtained in the psychological effect, which implies that there is a
significant effect of cyberbullying experiences of the respondents in terms of the Gender level of the
respondents. Therefore, respondents with a low level of cyberbullying experiences tend to have a moderate level
of cyberbullying experience. However, there is no significant effect in terms of age and year level of the
respondents according to the results regarding the psychological, emotional, and physical impact of
cyberbullying.
KEYWORDS :cyberbullying, emotional, experiences, psychological,physical effect, and simple random
sampling method.
A philosophical ontogenetic standpoint on superego role in human mind formationAJHSSR Journal
ABSTRACT: One of the most significant contributions of psychoanalysis to understand the human being is the
elaboration of a model about the mind from a topical and dynamic perspective. Freud explains the mind by the
constitution of the preconscious, conscious, and subconscious. Later, by three dynamic components: the id, the
ego and the superego. Such an organization of the psychic apparatus supposes not only individual elements, but
social influences along the process of hominization. In this paper, we recover the findings of the renowned
anthropologist Lewis Morgan, trying to link some of them to the psychoanalytic theory. Especially highlighting
the importance of superego in Haidt’s social intuitionism.
Keywords: evolutionism, intuitionism, psychoanalysis, Freud, Haidt, Morgan
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
Psychological Empowerment and Empathy as Correlates of ForgivenessAJHSSR Journal
ABSTRACT: The study explores Psychological Empowerment and Empathy as Correlates of Forgiveness.
The two variables are regarded to have influence on the decision one makes to forgive another. The study aimed
at examining the relationships between psychological empowerment and forgiveness, empathy and forgiveness
and to identify which one of the two,Psychological Empowerment or Empathy, is the more powerful predictor of
forgiveness. The study took a survey design with a sample of 350 drawn from a population of university students
using a self-administered questionnaire with four sections: Personal information, Psychological empowerment
scale, Toronto Empathy questionnaire, and the Heartland Forgiveness Scale (HFS). Data analysis employed
Pearson’s product moment correlation and regression analysis to test hypotheses. The results show significant
relationships between psychological empowerment and forgiveness as well as empathy and forgiveness.
Empathy was found to be the more powerful predictor of forgiveness.
KEY WORDS: Psychological empowerment, empathy, forgiveness
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ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE JOB PERFORMANCE (A STUDY OF FIRST BANK NIG. PLC, LAGOS STATE)
1. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
A J H S S R J o u r n a l P a g e | 200
American Journal of Humanities and Social Sciences Research (AJHSSR)
e-ISSN :2378-703X
Volume-6, Issue-3, pp-200-210
www.ajhssr.com
Research Paper Open Access
ASSESSMENET OF WORK ENVIRONMENT ON EMPLOYEE
JOB PERFORMANCE (A STUDY OF FIRST BANK NIG. PLC,
LAGOS STATE)
1
OTI Cynthia Chinedu , 2
EYINADE Michael, 3
ADEBAYO Adeyinka Taoheed
1
Department of Business Administration, Lagos State University, Ojo Lagos State.
2
Department of Business Administration, Lagos State University, Ojo Lagos State.
3
Department of Business and Finance, Crescent University, Abeokuta, Ogun State.
ABSTRACT: This paper critically examined the impact of Work Environment on Employee Job Performance,
with specific focus on Alaba Branch 1, 2 &3 of First Bank Nig Plc, Lagos-State. This study employed a
descriptive survey design. A sample size of 67 respondents was selected using simple random sampling
technique of which 67 respondents filled and returned the questionnaire. Data from the questionnaire was
analyzed using special software for statistics which is called statistical package for social science (SPSS) version
23. The study found out that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Also, behavioural factor does statistically significantly affect job
satisfaction in First Bank Nigeria Limited, Alaba 1, 2, 3. After the findings of the research it is highly
recommended that organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in improved
organizational performance.
KEYWORDS: Work Environment, Work Adjustment Theory (WAT), Behavioral Factor, and EMployee
Performance.
I. INTRODUCTION
A work environment can be identified as the place that one works, which means the milieus around people. It is
the social and professional environment in which a person is supposed to interact with a number of people. The
work environment has a significant impact upon employee performance and productivity. By work environment
in this case dealing with those processes, systems, structures, tools or conditions in the workplace that impact
favorably or unfavorably individual performance. The work environment also includes policies, rules, culture,
resources, working relationships, work location, and internal and external environmental factors, all of which
influence the ways those employees perform their job functions when the employees physically and emotionally
have the desire to work, then their performance outcomes shall be increased.
Creating a work environment which promotes wellbeing of employees and increase individual performance is
viewed as a strategy for enhancing company efficiency and productivity. Employees normally have expectation
and will demand a workplace environment that facilitates them to perform their work optimally. When this is
sufficiently provided, it can boost organizational competitiveness (Heath, 2006). Bank institutions make
significant investments in designing, building and ultimately recruiting knowledgeable personnel. The Banks
immediate work environment in terms of actual physical layout and design of an office is extremely important
when it comes to maximizing individual performance. Poorly designed workstations, unsuitable furniture, lack
of ventilation, inappropriate lighting and excessive noise adversely affect employee performance (Becker,
2002). In addition, incongruent psychosocial factors i.e. the non-physical aspects of a workplace, such as
working conditions, social support from supervisor and role incongruity also impacts negatively on employees‟
performance. The organization of work-life is also now a major consideration in Banks as they attempt to spur
exceptionally high performance (Smith, 2010). To institutionalize the right practices in work-life balance, the
right policies and programs have to be put in place. Inadvertently, an imbalance between workplace
environment factors and employee’s needs, abilities and expectations, is being manifested in different banks,
prompting diverse reactions.
It is known from worker’s view point that the work of organization needs good quality resources to sustain
them, but as a result of non-availability of good work environment, the performance of employees is in a
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declining state. Most departmental manager in the company pay no attention in accomplishing the departmental
set objectives, as to be recognized and promoted at the expense of workers or employee’s welfare. These acts of
negligence by the mangers have gone a long way to reduce worker’s performance or morale. The state of affairs
in the company has resulted to negative attitude by the employees which is inimical to the progress and
accomplishment of the company’s set objective.
Objectives of the Study
The purpose of the study is to assess work environment on employee’s performance. The specific objectives that
will assist in achieving are to:
1. Assess the relationship between physical environments and employee commitment.
2. Examine the influence of behavioral factors on job satisfaction.
Research Hypotheses
For the assessment of work environment on employee’s performance in an organization. The following
hypotheses are formulated and stated in the null form.
H01: There is no relationship between physical environments and employee’s commitment.
H02: Behavioral factors does not have influence on job satisfaction.
II. Literature Review
Concept of Work Environment
Opperman (2002) defines working environment as a composite of three major sub environments: the technical
environment, the human environment and the organizational environment. Technical environment refers to
tools, equipment, technological infrastructure and other physical or technical elements. The technical
environment creates elements that enable employees perform their respective responsibilities and activities. The
human environment refers to peers and others with whom employees relates, team and work groups,
interactional issues, the leadership and management. This environment is designed in such a way that
encourages informal interaction in the work place so that the opportunity to share knowledge and exchange
ideas could be enhanced. This is a basis to attain maximum productivity. Organizational environment includes
systems, procedures, practices, values and philosophies.
Work environment can be anything that exists around the employee and can affect how he performs his duties.
Alex S.Nitisemito (1992) stated that working environment is both an external and an internal condition that can
influence working spirit and result in instantly finished jobs. According to Sedarmayanti (2003), a decent
working environment is a condition where individuals can do their jobs in an ideal, secure, healthy, and
comfortable way.
Kohun (2012) defined work environments as the forces that are currently and continually influencing
performance, motivation and employment relationship, which can also be seen as the sum of the
interrelationship that exists within the employees and between the employees and the environment in which the
employees work while Brenner (2004) was of the opinion that “the ability to share knowledge throughout
organizations depends on how the work environment is designed to enable organizations to utilize work
environment as if it were an asset. This helps organizations to improve effectiveness and allow employees to
benefit from collective knowledge”. In addition, Brenner (2004) argued that work environment designed to suit
employee’s satisfaction and free flow of exchange of ideas is a better medium of motivating employees towards
higher productivity. Work environment when appropriately designed, motivates employees toward higher
productivity.
Elywood, (1999) stated that work environment includes some factors, which either contributes positively or
negatively to achieving maximum employee productivity. The positive or negative factors that contributes to
employee’s productivity are: temperature, humidity and air flow, noise, lighting, employee personal aspects,
contaminants and hazards in the working environment, types of sub environment, but work environment
according to Salau 2017, consciously involves the process of ensuring quality of life, improving the degree of
satisfaction derived from the work itself, providing opportunities for growth, creating safe and healthy
workplaces, increasing creative and critical use of work system initiatives leading to workers effectiveness.
Components of Workplace Environments
There are six factors identified by Kyko have determinants effects on whether workplace environment will be
conducive or toxic. These factors are listed thus:
Opaque management: This factor consists of such issues as unclear vision, mission, goals, or objectives; badly
defined systems, policies, regulations or rules; ambiguous roles; violated management principles; idle and
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inefficiently use of resources; disruption of unity of command; when people get away with cheating or not
performing their duty.
Boss: A boss who plays favoritism showing preference for one set of subordinates over others on their
functions; a boss who does not give recognition for performance; a boss who claims credit for subordinate’s
achievement; a boss who censors the good performance of the employee to the higher management; a boss who
breaks employee’s self-esteem; a boss who fails to give clear instructions and directions; a boss who withholds
vital information from the employee where information is vital for the efficient performance of the job; a boss
who blames employee if things go wrong; a boss who says one thing and does another; a boss who is not
decisive - subsequently employee does not have a sense of direction; a boss who plays “God” with the
performance appraisal; a boss who delegates responsibility without the authority to act - curtailing the
employee’s self-esteem.
Company policies: Win-lose policies, centralization of power, creating privileged groups in the organization,
closed door policy, poor fringe benefits, too much red tape.
Working conditions: Hot and noisy working environment, unsafe work conditions, dirty work environment,
insufficient resources, old technology, old machinery.
Interpersonal relationships: Unhealthy politicking, lack of cooperation among workers, back stabbing, empire
building, rumor mongering, alienation, mistrust, sabotage.
Pay: Pay below the market rate. It may be of interest to further inquire into which of these factors in workplace
environments exert more influence or contribute more to job commitment among male and female staff in
campus settings.
Overview of Employee Performance
Jalal, (2016) defined employee performance as an assessment of the efficiency and effectiveness of a worker or
group of workers but Obdulio, (2014) stated that in actual terms, employee performance is a component which
directly affects the company’s profits. Performance may be evaluated in terms of job satisfaction that an
employee has on specific job role over a period of time. The performance of a given worker will be assessed
relative to job description set out for employees doing the same work. It can also be assessed according to the
number of units of a product or service that an employee handles in a defined time frame (Jalal, 2016).
According to Sharma & Sharma, 2014, the success of an organization relies mainly on the performance of its
employees, therefore, employee performance has become an important objective for businesses. Studies have
focused on one or two ways to measure employees’ performance and since many different approaches are taken,
it can be challenging to compare the results (Nollman, 2013). Overall, there is a lack of an effective and
standardized way to assess this performance. According to Sharma and Sharma (2014), employee performance
is based on the amount of time that an employee is physically present at his/ her job, besides the extent to which
he/ she is “mentally present” or efficiently working during the presence at the job. Companies should address
such issues in order to ensure high worker performance. Obdulio (2014) indicated that employees’ performance
can be evaluated in terms of effectiveness of an employee in executing the job he or she was hired to do, in
order to produce the desired outcomes expected from an employee’s job description. According to Sharma and
Sharma (2014), higher performance results in economic growth, higher profitability, and social progress. It is
only by increasing performance, employees can obtain better wages/ salaries, working conditions and larger
employment opportunities. Jalal (2016) also demonstrated that the alignment of functioning work system to
employee productivity is a key contributor to the success of an organization. This alignment as a result would
motivate and inspire employees to be more creative, and this ultimately can improve their performance
effectiveness to accomplish organizational goals and objectives (Obdulio, 2014, p. 14). The above discussion
has clearly discussed the concept of employee performance as it relates to job satisfaction and employees’
effectiveness which are key determinants of overall organizational success.
Factors that Affect Employee Performance
There are many factors that affect employee performance at the workplace, either individually and collectively.
They can also have either positive or negative impact on employee performance.
Motivation
Dessler (2001) defines motivation as the intensity of a person’s desire to engage in some activity. Motivation
can be intrinsic or extrinsic. Extrinsic motivation refers to the external factors which can be measured in
monetary terms e.g. salary and benefits, promotion and disciplinary which has an immediate and powerful effect
but does not last long. Intrinsic motivation refers to external factors e.g. responsibility, freedom to act, scope to
use and develop skills and abilities and challenging work and opportunities for development but lasts longer
since they are concerned with quality of working life. Nel et al. (2001) stated that a motivated person has the
awareness of specific goals that must be achieved in specific ways; therefore, his efforts are directed at
achieving such goals. According to Mullins (2006) motivation is a key ingredient in employee performance and
productivity. Though people might have clear work objectives, the right skills and supportive work
environment, they will not get the work done without sufficient motivation to achieve those work objectives. He
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added that motivated employees are willing to exert a particular level of effort, for a certain amount of time,
toward a particular goal. Motivation represents the complex forces and needs which provide the energy for an
individual to perform a particular task. A motivated employee is always conscious of the goal to be achieved
and directs his efforts towards attaining it.
Organizational Culture
Organizational culture is a system of shared beliefs about what is important, what behaviors are important and
about feeling and relationships internally and externally (Purcell et al., 2003). It can enhance employees’
performance if what sustains it can be understood. Thus, the culture of an organization acquaints employees
with the firm’s history as well as current methods of operation that guide employees on expected and accepted
future organizational behaviors and norms. Bullach et al. (2012) posits that the effects of organizational culture
can be summarized as; knowing the culture of an organization allows employees to understand both the
organization’s history and current methods of operations. Secondly, organization culture can foster commitment
to the organization’s philosophy and values. Thirdly, organizational culture, through its norms, serves as a
control mechanism to channel behaviors towards desired behaviors and lastly, certain types of organizational
cultures may be related directly to greater effectiveness and performance than others.
Organizational Commitment
Organizational commitment is a situation whereby an employee is in line with a specific organization as well as
with the goals and wishes to maintain membership in the organization (Robbins and Judge, 2001). Studies have
shown relationship between organizational commitment was significantly associated with productivity in Auto
Component Industry. Riketta (2002), pointed out that the organizational commitment has a great impact on
almost all behaviors related to the organization like; staying with organization, attendance and performance.
Organization commitment corresponds with important factors such as improvement of working efficacy, job
movement reduction, and more satisfaction both in organizational and professional levels (Elias, 2005). Related
studies have shown that higher levels of commitment in employees result in more satisfaction and motivation
and decrease the probability of leaving the organization (Huang, 2006). Furthermore, organization commitment
probably affects working behaviors of employees such as their observable attitudes, the judgments of ending,
and their involvement in professional groups. Organizational commitment corresponds with positive behaviors
which are useful for the organization. A committed employee tends to keep on his membership and shows
tremendous effort not because of his own advantage but for the belief that he must act in this manner because
that is what is expected of him.
Work Environment and Employee Performance
Studies have been carried out on work environment as a factor that determines employee performance, one of
which includes Jain and Kaur (2014) with analysis in respect of the extent to which employees perceive their
workplace environment as fulfilling their intrinsic, extrinsic, social needs and their need to stay in the
organization. They also analyzed the impact of perception of work environments on employee commitment and
turnover in the organization. They concluded that if the employees are provided with enabling work
environmental support, they will be highly satisfied and show high level of commitment towards their
organization and hence low turnover rate. Ajala (2012) indicated that workplace environmental elements such as
sufficient light, absence of noise, proper ventilation and layout arrangement substantially increase employees’
productivity. Mohsan (2012) investigated the impact of workplace environment and infrastructure on
employees’ performance from the education in Pakistan and concluded that incentives at workplace had a
positive impact on employees’ performance. Hafiza et al. (2011) in a survey of 31 bank branches showed that
comfortable and ergonomic office design motivates the employees and increased their performance
substantially. According to Mbah and Ikemefuna (2012), in their study “effects of working ability, working
condition, motivation and incentive on employee’s multi-dimensional performance” found that the variables
incentives, motivation and working conditions have a significant effect on employee performance in an
Indonesian university. It is evident from these studies that a good workplace environment plays a very vital
towards increasing performance of employees in general.
Theoretical Framework
Many theories have been advanced to explain the link between workplace environment and employee
performance. The study is grounded on WAT theory i.e. The theory of Work Adjustment (WAT).
Theory of Work Adjustment (TWA)
Developed by Dawes and Lofquist at the University of Minnesota, 1984 as cited by Obamiro and Kumolu
(2019). The theory describes the relationship that exists among individuals at work and their work environment.
Work is therefore perceived and conceptualized as an interaction between an individual and a work
environment. The environment requires that certain tasks are performed, and the individual brings up the needed
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skills to perform the tasks. As an exchange relationship (between the individual and the workplace
environment), the individual also requires certain compensation or rewards for work performance and certain
preferred conditions, such as a safe and comfortable place to work. For the interaction to be maintained and job
to continue, the workplace environment and the individual must continue to meet each other's requirements
(Dawes & Lofquist, 1984). The degree to which the requirements of both are met is called correspondence. This
is why TWA is also known as Person–Environment Correspondence Theory. The forgoing has implication for
this study. Where employees perceive some factors in the physical workplace environment as unconducive, then
such environment may be construed as being unhealthy and unsafe. Hence, for an environment to be perceived
as conducive, the Person Environment relationship must be corresponding (i.e. the requirement of person and
environment must be met). Where there is a lack of correspondence means that commitment may be affected.
Table 1. Aanalysis of existing literature
Author Year Target Methodology Conclusion
(Gunaseelan &
Ollukkaran,
2012)
Investigated working
environment
factors which
influence employee
performance
– Sample size (100)
– random sampling
– 5 points Likert scale
– Data collected
through questionnaire
– Adequate promotion
opportunity influence performance
of employees
– Factors, i.e. job security,
facility of training, monetary
packages, rewards and safe
condition of working also
influence employee performance
(Naharuddin &
Sadegi, 2013)
Examined the
impact of factors
of workplace
– Sample 139
– Data collected
through questionnaire
–No significant impact of
supervisor support was
environment on
performance of
employees
–Data Analysis using
SPSS
found on employees
performance
–physical environment factors
and job aid have significant
influence on performance.
(Imran, Fatima,
Zaheer, Yousaf,
&
Batool, 2012)
working
environment,
trans-formational
leadership
– Sample 215,
– Data collected using
questionnaire
– Data Analysis SPSS
– The conclusion resulted
that work environment
and transformational leadership
have significantly positive impact
on employee performance.
(Mokaya, Musau,
Wagoki, &
Karanja, 2013)
Focuses on Kenya
hotel industry and have
checked the
influence of
working conditions on
job
satisfaction
– Explanatory Resaech
– Stratified sample
(n = 84)
– Survey Method
– Data Analysis using
SPSS
– For improving employees
working skill, there must have
development provision and
opportunities for training from
management to employees.
(McGuire & Physical environment
have
– Sample size (65)
– Data collection tool
– The study determined that for
increasing the
McLaren, 2009) impact on
employee commitment
Questionnaire
–Data Analysis – SPSS
employee’s commitment, with other
physical environment working
factors employees wellbeing needs
to be measured
6. American Journal of Humanities and Social Sciences Research (AJHSSR) 2022
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(Shahzad et al.,
2013)
Cultural Influence
on Employee
Performance
– Sample Size (110)
– Data collection
through questionnaire
– Data Analysis using
SPSS
– organisation culture has
significantly affects
employee performance.
(Leblebici, 2012) Explored the
workplace condition’s
impact on
employee
performance
– Questionnire was
used for data collection
– Sample size (50)
– The study result revealed that
unhappy employees due to the
environment of work, have not
better remarkable satisfactory
results.
Source: Adapted from Iqra Hafee, Saba Hafee, Rafiq Mansoo &Khaliq ur Rehman Cheema(2019).
3. Methodology
A descriptive research design was used in this study. The target population of this study comprises of the
general staff of First Bank Nig Ltd, Alaba Branch 1, 2 and 3,Lagos State. Thus, Role of Work Environment on
Job Performance of an employee and its application are relevant at this level prompting the choice of the
population. However, a sample size of 67 was determined using the simple random technique. This study is
expected to produce both quantitative and qualitative data. Once the questionnaires are received they was coded
and edited for completeness and consistency. Quantitative data was analyzed by employing descriptive statistics
and inferential analysis using statistical package for social science (SPSS) version 23.This technique gives
simple summaries about the sample data and present quantitative descriptions in a manageable form, Gupta
(2004). Together with simple graphics analysis, descriptive statistics form the basis of virtually every
quantitative analysis to data, Kothari(2004). The significance testing was done at 5% level of significance and
SPSS was used for this purpose. The data was then presented using frequency distribution tables, bar charts and
pie charts for easier understanding
Methodology for Data Analysis:
To make correct analysis of the data we use SPSS software in which we make analysis in two parts:
1. Descriptive Analysis:
It is the technique in which we use to generate result in descriptive statistics. It shows percentage, valid
percentage and cumulative percentage.
2. Correlation:
The Pearson’s correlation is used to find out the relation between at least two variables. The values for
correlations are:
0.00 = No correlation
1.00 = perfect/positive correlation
Other factors such as group size will be determined if the correlation is significant. Generally, correlation above
0.80 is considered pretty high.
4.Data Presentation and Analysis
Frequency Table of Respondents Opinion
Questions on Physical Environment
Table 4.1: Question 1: My work tools are readily available and in appropriate quantity
Frequency Percent Valid Percent Cumulative Percent
Valid A
SA
Total
37 55.2 55.2 55.2
30 44.8 44.8 100.0
67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.1 showed that majority of respondents agreed that work-tools are readily available in the appropriate
quantity with a frequency of 37 respondents representing 55.2% of total respondents.
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Table 4.2: I receive prompt attention in the repairs of defaulting work instruments
Frequency Percent Valid Percent Cumulative Percent
Valid N 15 22.4 22.4 22.4
A 13 19.4 19.4 41.8
SA 39 58.2 58.2 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.2 showed that majority of respondents strongly agreed that they receive prompt attention in the repairs
of defaulting work instruments with a frequency of 39 respondents representing 58.2% of total respondents.
Table 4.3: My working space area is sufficient and roomy enough to conduct organizational affairs
Frequency Percent Valid Percent Cumulative Percent
Valid A 32 47.8 47.8 47.8
SA 35 52.2 52.2 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.3 showed that majority of respondents strongly agreed that their working space area is sufficient and
roomy enough to conduct organizational affairs with a frequency of 35 respondents representing 52.2% of total
respondents.
Table 4.4: My work instruments are properly replaced once lifecycle is over
Frequency Percent Valid Percent Cumulative Percent
Valid N 15 22.3 22.3 22.3
A 20 29.9 29.9 52.2
SA 32 47.8 47.8 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.4 showed that majority of respondents strongly agreed that their work instruments are properly replaced
once lifecycle is over with a frequency of 32 respondents representing 47.8% of total respondents.
Table 4.5: The office where I work has a conducive working environment
Frequency Percent Valid Percent Cumulative Percent
Valid A 47 70.1 70.1 70.1
SA 20 29.9 29.9 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.5 showed that majority of respondents agreed that the office where they work has a conducive working
environment with a frequency of 47 respondents representing 70.1% of total respondents.
Questions on Behavioural Factors
Table 4.6: My attitude towards work is likened by my co-workers
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Frequency Percent Valid Percent Cumulative Percent
Valid A 30 44.8 44.8 44.8
SA 37 55.2 55.2 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.3.6 revealed that majority of respondents strongly agreed that their attitude to work likened by the co-
workers with a frequency of 37 respondents representing 55.2% of total respondents.
Table 4.7: I am emotionally attached to my job
Frequency Percent Valid Percent Cumulative Percent
Valid D 15 22.4 22.4 22.4
A 37 55.2 55.2 77.6
SA 15 22.4 22.4 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.3.7 revealed that majority of respondents agreed that they are emotionally attached to their job with a
frequency of 37 respondents representing 55.2% of total respondents.
Table 4.8: There is a cordial relationship between me and my co-workers
Frequency Percent Valid Percent Cumulative Percent
Valid N 22 32.8 32.8 32.8
A 15 22.4 22.4 55.2
SA 30 44.8 44.8 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.8 revealed that majority of respondents strongly agreed that there is a cordial relationship between them
and their co-workers with a frequency of 30 respondents representing 44.8% of total respondents.
Table 4.9: My organization does not give room for nonchalant attitude
Frequency Percent Valid Percent Cumulative Percent
Valid N 15 22.4 22.4 22.4
A 30 44.8 44.8 67.2
SA 22 32.8 32.8 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021.
Table 4.9 revealed that majority of respondents agreed that their organization does not give room for nonchalant
attitude with a frequency of 30 respondents representing 44.8% of total respondents.
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Table 4.10: There is high rate of respect from staff to customers in the organization
Frequency Percent Valid Percent Cumulative Percent
Valid A 54 80.6 80.6 80.6
SA 13 19.4 19.4 100.0
Total 67 100.0 100.0
Source: Author’s Computation, 2021
Table 4.10 revealed that majority of respondents agreed that there is high rate of respect from staff to customers
in the organization with a frequency of 54 respondents representing 80.6% of total respondents.
Hypotheses Testing
4.11 Hypothesis One: There is no relationship between physical environments and employee’s
commitment.
Correlations
Physical Environment Employee Commitment
Physical
Environment
Pearson
Correlation
Sig. (2-tailed)
N
1
.835**
.000
67
67
Employee Commitment Pearson
Correlation
Sig. (2-tailed)
N
.835**
1
67
.000
67
**. Correlation is significant at the 0.01 level (2-tailed).
The result of the correlation for hypothesis 1 tested above by the reveals that there is a perfect positive
relationship between physical environment and employee’s performance as obtained by the Pearson correlation
of 0.835. The Significant 2-tailed test result shows that 0.000<0.05 which is the study’s standard alpha value and
reveals that the study highly significantly predicts that physical environment has a perfect positive relationship
on employee’s commitment in First Bank Nigeria Limited, Alaba 1, 2, and 3 respectively. Hence the null
hypothesis is rejected.
4.12 Hypothesis Two: Behavioural factors does not have influence on job satisfaction.
Model Summary b
Model R R Square Adjusted R Square Std. Error of the Estimate Durbin-Watson
1 .883a
.779 .776 .23101 2.471
a. Predictors: (Constant), Behavioural Factor
b. Dependent Variable: Job Satisfaction
The model summary as shown in the table above shows the variance in the dependent variable (Job Satisfaction)
is explained by the constant (Behavioural Factor). The R square value of .779 expressed as a percentage
indicates that 77.9% of the variation in the dependent variable of Job Satisfaction can be explained in the
independent variable of Behavioural Factor, with other variables outside the model accounting for the rest
22.1%.
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ANOVA a
Model Sum of Squares df Mean Square F Sig.
1 Regression
Residual
Total
12.059 1 12.059 225.977 .000b
3.415 65 .053
15.475 66
a. Dependent Variable: Job Satisfaction
b. Predictors: (Constant), Behavioural Factor
The ANOVA table above shows the valuation of the regression model which predicts the dependent variable’s
significance. The null hypothesis is tested to determine if it is statistically significant. The result of the model in
the table above indicates that the regression model statistically significantly predicts the outcome variable since
p<0.000 is less than 0.05 and the Fobserved (225.997)>Fcritical (3.15), therefore, the null hypothesis is rejected and
we assert that behavioural factor influences job satisfaction in First Bank Nigeria Ltd, Alaba 1, 2, and 3.
Coefficients a
Model
Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant)
Behavioural Factor
.799 .227 3.511 .001
.819 .054 .883 15.033 .000
a. Dependent Variable: Job Satisfaction
The coefficient table above shows the contribution of the independent variable Behavioural Factor to the
dependent variable Job Satisfaction. The study undertakes to compare the contribution of the independent
variable Behavioural Factor using the beta coefficient value .819 in the unstandardized coefficient. This means
that Behavioural Factor contributes 81.9% to explaining changes in Job Satisfaction in First Bank Nigeria
Limited, Alaba 1, 2, 3 respectively with other variables outside the model accounting for 18.1% of these
changes.
5.Interpretation of Results and Discussion of Findings
Hypothesis 1 showed that there is a perfect positive statistically significant relationship between physical
environment and employee’s commitment. Correlation coefficient was conducted on the two (2) variables using
SPSS 23.0 and the result revealed that there is a perfect positive statistically significant relationship between
physical environment and employee’s commitment in First Bank Nigeria Limited, Alaba 1, 2, 3. This finding is
consistent with the study of Leblebici, (2012) and McGuire & McLaren, (2009) that found that to increase
employee commitment, the physical environment working factors and the employee wellbeing needs to be
measured. Their study also revealed that unhappy employees due to environment of work does not have better
remarkable satisfaction.
Hypothesis 2 showed that behavioural factor does statistically significantly affect job satisfaction in First Bank
Nigeria Limited, Alaba 1, 2, 3. SPSS 23.0 analytical software was used to conduct linear regression model and
the resultant ANOVA table revealed that there was statistically significant effect of behavioural factor on job
satisfaction in First Bank Nigeria. This finding supports the findings of Naharuddin and Sadegi, (2013) which
identified that understanding employee behaviours is vital and essential in ensuring their job satisfaction.
III. Conclusion
The study examined the effect work environment on employees’ performance in the banking industry in
Nigeria, using First Bank Nigeria Plc, Alaba 1, 2, and 3 Lagos State Nigeria as a scope of study and from
findings concludes that all the findings revealed the statistically significant effect of work environment on
employees’ performance in First Bank Nigeria Plc, Alaba 1, 2, 3. This implies that banks in Nigeria need to try
and ensure the work environment is conducive and the internal environment is improved upon to be able to
operate effectively and efficiently increase employees’ performance. All the findings have revealed positive
significance level p value that is 0.000<0.05 which makes it statistically significant for the researcher to reject
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the null hypotheses, therefore concluding and asserting that work environment does have a statistically
significantly have a positive effect on employees’ performance in First Bank Nigeria Plc, Alaba 1, 2, 3.
From the foregoing, it can therefore be concluded that the better the quality of work environment and its
corresponding internal indicators are put in place by the organization, the more likely the organizations will
attain effective and efficient employee performance in First Bank Nigeria Plc.
Recommendations
1. That organizations should improve on their physical environment to increase their employee
commitment which will have positive effect on employee performance and output resulting in
improved organizational performance.
2. That organizations should ensure better behavioral factors to ensure employee job satisfaction. These
behavioral factors have been found to favorably promote employee performance in organizations that
encourages it, leading to increased employee performance.
3. That training and development does increase employee performance. Training and development have
when properly planned and executed will increase employee morale, behavior, commitment. This will
aid employee efficiency and effectiveness.
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