International Journal of Applied Engineering Research ISSN 0973-4562 Volume 12, Number 24 (2017) pp.

15544-15550
© Research India Publications. http://www.ripublication.com

The Influence of Work Environment on Job Performance: A Case Study of

Engineering Company in Jordan

Khaled Al-Omari 1 and Haneen Okasheh2,*

1,2
Department of Architecture, University of Jordan, Amman, Jordan.

Orcid: 0000-0002-9952-0350

Abstract organization is a combination of people, it might be logical

This study aims to investigate the influence of work that people’s performance is, as a consequence, organizational
environment on job performance. An engineering company performance (Huselid, 1995; Bin Dost, Shafi and Shaheen,
was taken as a case study with a sample size of 85 employees. 2011; Solomon, Hashim, Mehdi and Ajabe, 2012). In other
A quantitative methodology implying a cross-sectional survey words, poor performance, or the failure of people who
was used to satisfy the study objectives in addition to the undertake diverse tasks in the four-walls of work is logically
literature review. Different dimensions were examined in the reason for institutional failure. This is stated in the study
relation to the work environment factors, including noise; of Tella, Ayeni, and Popoola (2007) that well-managed
temperature; air; light and colour; space and employers’ organizations usually see median workers as the root sources
satisfaction. The collected data was analysed using (SPSS, to gain quality and productivity. Such organizations look to
Version 22). Findings revealed that the situational constrains employees not to capital investment, as the fundamental
constituted of factors such as noise, office furniture, source of improvement. To achieve such improvement there is
ventilation and light, are the major work environment a rising need to make employees satisfied and committed to
conditions that have negative impact on job performance and their jobs, at the diverse levels, departments, and sections.
should gain more attention. It is suggested that employers
should take initiatives to motivate employees by improving LITERATURE REVIEW
their work environment. As employees are motivated, their
Job Performance
job performance will increase, and they will achieve the
desired outcomes and goals of the job. Thus, increasing the To better understand effectiveness on jobs, it is important to
employers’ satisfaction. learn about links between job performance, people, and
situation factors. Job performance is a very considerable
Keywords: Work environments, job performance, employee
factor influencing profitability of any organization (Bevan,
performance, employees, work environmental factors, Jordan.
2012). Performance is important for organizations as
employees’ performance leads to business success. Also,
INTRODUCTION performance is important for individuals, as achieving tasks
People are very happy to have a job, but many of them no can be a source of satisfaction (Muchhal, 2014). Job
longer feel that their workplace is a second home, although performance can be defined as behaviours or activities that are
much of their time is spent in the office. This often leads them performed towards accomplishing the organization’s
to feel forced to accommodate with the uncomfortable objectives (Motowidlo, Borman and Schmit, 1999).
environment. An employee's workplace environment is a key Performance is the result of work of a person or group in an
determinant of the quality of their work and their level of organization at a particular time which reflects how well the
productivity. How well the workplace engages an employee person or group reach the qualification of a job in a mission of
impacts their desire to learn skills and their level of organization’s goal achievement. Many factors could
motivation to perform. In a world of increasingly global influence the employee’s job performance including
competition among companies and even among countries; the equipment, physical work environment, meaningful work,
good performance of human resources is needed. Researches standard operating procedures, reward for good or bad
(Suwati, Minarsih and Gagah, 2016) have shown that the main systems, performance expectancy, feedback on performance,
goal of work for someone is not only to get the salary, but to in addition to knowledge, skills and attitudes (Stup, 2003).
reach self-satisfaction. Employees performance is influenced The physical work environment and its influence has been
by a lot of aspects such as: motivation, work environment and vastly studied since the environment can hinder, intervene
leadership in the agency. with, or set limits on the range of work behaviours that are
displayed which, in turn, potentially impacts task
Regrettably, work environments are not without impediments
performance.
to these lofty aims, the problem is not lack of the institutions
and firms, but the poor environment delivery and poor
management of the owners. However, since every

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Work Environment Work Environment Factors that Influence the

Work environment can be anything that exists around the Performance
employee and can affect how he performs his duties. Alex Based on a description of what is meant by work environment
S.Nitisemito (1992) state that working environment is both an and literature review findings, a strong interaction is found
external and an internal condition that can influence working between job performance and physical working environment.
spirit and result in instantly finished jobs. According to The physical environment at work is critical to employees’
Sedarmayanti (2003), a decent working environment is a performance, satisfaction, social relations and health. It is
condition where individuals can do their jobs in an ideal, generally understood that the physical design of offices and
secure, healthy, and comfort way. Therefore, many studies the environmental conditions at work places are important
classify the work environment into toxic and conducive factors in organizational performance.
environments (Akinyele, 2010; Chaddha, Pandey and Noida, It will be able to put forward several factors that are included
2011; Yusuf and Metiboba, 2012; Assaf and Alswalha, 2013). in the working environment and its effects on job
McGuire and McLaren (2007) believes that an organization’s performance. The study of Badayai (2012) has confirmed
physical environment particularly its layout and design can previous studies and classified five main factors of
impact employee behaviour in the workplace. As indicated by uncongenial working environment as shown in figure 1. (each
Nitisemito (2001), some of the factors that influence the one of the factors will be discussed individually using the
workplace include: cleanliness, water, lighting, colouring, arguments from different research findings on the related
security and music. Many work environment studies have study).
shown that workers are satisfied with reference to specific
work environment features. These features preferred by users
significantly contribute to their workspace satisfaction and (1) Air factor
performance. Those features include ventilation rates, The air in the work environment especially its components
lighting, access to natural light and acoustic environment can play a considerable function in relation to the work
(Becker, 1981; Humphries, 2005; Veitch, Charles, Newsham, behaviour, specifically job performance. As indicated by
Marquardt and Geerts, 2004; Karasek and Theorell, 1990). Ossama, Gamal and Amal (2006), indoor air quality is very
Lighting and other factors like ergonomic furniture have been significant to the health, comfort, and job performance among
found to have positive effect on employees’ health and so on employees. Indoor contamination levels frequently exceed
employees’ productivity (Dilani, 2004; Milton, Glencross and open air levels and most of the time workers might spend up
Walters, 2000; Veitch and Newsham, 2000). Hameed and to 90% of time alone inside. Most possibly perilous indoor air
Amjad (2009) in a survey of 31 bank branches confirmed that pollutants are radon, asbestos, inorganic material,
convenient and ergonomic office design encouraged the environmental tobacco smoke, organics, biological and non-
employees and increased their performance significantly. ionizing radiation. Other pollutants such as odours and dusts
Chandrasekar (2011) also assert that unhealthy and unsafe can cause critical discomfort and feelings of unwillingness,
work environment in terms of poor ventilation, immoderate that may lead to a reduction in productivity and job
noise, inadequate lighting etc. affect employees’ productivity performance. (Ossama, Gamal and Amal, 2006)
and health.

Figure 1: Physical Environment Factors that affect the worker. Source: (The Authors, 2017).

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Figure 2: Possible Effects of Temperature Levels that affect job performance. Source: (The Authors, 2017).

(2) Temperature factor sounds were accounted for to be the most irritating by 90 of
Good room temperature increases productivity and reduces the study respondents.
stress in workers as it plays notable role in workplace
environment. Effective temperature indicates how hot or cold (4) Light and colour factor
our environment really makes us feel (Aamodt, 2004). High
Regardless of fitout design or building type, daylight, is
temperatures can affect employee’s performance, particularly
considered to be the number one wanted natural feature in the
duties required on cognitive, physical, and perceptual duties.
workplace as researchers always discovered that exposure to
(Badayai, 2012)
natural light in an office space impacts employees’ quality of
Chandrasekar (2011) state that high temperatures can have a life. The amount of light needed in the workplace depends on
direct impact on health and lead to heat stress and heat the kind of tasks being performed, either outdoors or indoors,
exhaustion. Furthermore, Sehgal (2012) clarified that or when they are performed, in the day, or at night. As a
according to a thin person, a higher temperature may be consequence, it will either increase or decrease the
better. However, for somebody not as thin, a lower performance. Inconvenient lighting is a source of distress,
temperature may work better. He also clarified possible thus leading to poor job performance. That happens when the
effects of temperature as shown in figure 2. employee is exposed to uncomfortable working environment
in which there is a high glare, or dim bulk, or a lack of natural
light in the office. (Schultz and Schultz, 2006). The brightness
of office light influences concentration, alertness, and task
(3) Sound factor
performance. Modifying the quality and nature of light can
Noise defined as unwanted sound, is the most common appreciably enhance working experience and productivity.
complaint in offices workplace. Many researchers indicate (Sehgal, 2012)
that noisy places and exposing employees to such conditions
Moreover, colour has been found to increase productivity and
can affect their job performance quality. Melamed, Fried and
performance, and raise employees’ spirits. It plays a role in
Froom (2001) confirmed that exposure to high levels of sound
the workplace by simply providing a pleasant working
may lead to several diseases such as cardiovascular disease,
environment. Mental reviews have showed that colours can
endocrine and digestive reactions particularly in complex jobs
impact individuals' mood and stimulate feeling (Carruthers,
not in straightforward jobs. Companies today tend to use an
Morris, Tarrier and Whorwell, 2010). Cool colours might
open-office design to increase teamwork, productivity, and
awaken unhappy and depressive feelings, while warm colours
communication; however, researchers’ studies indicate that
generally motivate a warming and positive emotions. (Ching
these open interactive spaces boost noise in the workplace.
and Binggeli, 2012)
Noise can affect task performance by office workers.
According to Kjelberg and Skoldstrom (1991), study showed
that assignments needed reading comprehension and memory (5) Space factor
are the most sensible to noise, specially noise sources related The actual physical layout of an office is highly important
to workers’ conversations. Noise can distract office workers when it comes to maximizing productivity among employees.
more likely when workers do not have control of the noise Nowadays, work environments support new ways of working
source and it is unpredictable. The raised noise in the and flexible workplaces which displays ease of
workplace is caused by common office equipment, for communication and interpersonal access contrasted with fully
example, PCs, printers, phones, copiers, heating and air enclosed private offices, and this change to open plan office
conditioning unites, and conversations of office workers. has boosted employee’s productivity paralleled to closed
(Maxwell, 2001) The study of Mital, McGlothlin, and Faard office spaces (Becker, 2002). The individual workstation that
(1992) found that significant noise sources were individuals is too crowded and restricted, will lead to stress, pressure and
arriving/departing, keyboard sounds, and ventilation other psychological effect. An individual employee may feel
equipment. While conversations and PC/printer beeping unstable and have lack of freedom and motivation, on the

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short-run, it may lead to a very stressful environment, which smells (like food...etc.), the highest percentage reached 52.0%
decreases the quality of the job performance. for scale “Strongly Disagree”, (e) For other pollutants, the
Gifford (1996), stressed that employees whose work requires highest percentage reached 72.0% for scale “Strongly
supervisory-professional and privacy are unhappy with an Disagree”. Finally, the highest percentage of respondents’
open-plan office. Employees adapt to uncongenial work space ranks reached 32.0% for scale “neutral” among the influence
when spatial arrangements are inappropriate, and they may of poor ventilation affecting their job performance.
even not realize their surroundings could be better. Based on the findings above, it can be concluded that, the
According to Sehgal (2012), space components like office highest ratio of poor ventilation comes from low
furniture comprises of desks chairs, the filing system, shelves, concentration of adequate oxygen and imply a slightly
drawers, etc., have a specified part to play in the productivity negative impact on employees. This is in line with Ossama,
and the efficiency of the employees and the suitable Gamal and Amal (2006) that indoor air quality is very
functioning of any office. Also, one of the most essential significant to the health, comfort, and the job performance
things to be guaranteed is whether the workplace furniture is among employees.
ergonomic or not. Ergonomic office furniture guarantees that
every worker gels well with the things around him, like chairs, (2) Temperature
desks, PC arrangement and even environmental factors.
56.0% of respondents feel that their work environment is
thermally comfortable, while the other 44.0% relate the
MATERIALS AND METHODS discomforts to cold temperature as they always must
This study employed a cross-sectional survey to investigate maximize the amount of clothing once they arrive at work
the influence of work environment on job performance with (during cold weather). Finally, the highest percentage of
its related factors. These factors included: Noise; temperature; respondents’ ranks reached 68.0% for scale “Strongly
air; light and colour; space. The participants of this study were Disagree” among the influence of temperature affecting their
employees at an engineering company in Jordan. The job performance.
selection of research objective is by the consideration that the Based on the findings above, it can be concluded that,
data and information is easy to be obtained and relevant to the temperature factor has no noticeable impact on job
main problem of the research object. A well-designed performance of employees and its influence can be neglected.
questionnaire was distributed to 85 employees at the This is in line with Sehgal (2012) that which temperature
company. The collected data was then analysed using (SPSS, works best for one’s productivity depends on one’s body. The
Version 22). impacts of temperature itself are complex and can't be easily
The primary source for determining the content of the understood. There is a need for studying the amount of
questions was the current literature; most of questions used in clothing worn, the type of work being done, etc. Thus,
this study were based on the previous studies. The according to this study, temperature factor has no noticeable
questionnaire included a letter that explained the purpose of impact on job performance.
the survey and guaranteed confidentiality. The survey
consisted of two major sections. The first section is asked (3) Noise
about the working conditions and employee performance and
100% of respondents agree that there is a noise in their work
were measured on a five-point Likert scale ranging from 1
environment, 44.0% of them must yell in order to
“strongly disagree” to 5 “strongly agree”. In the second
communicate with a person standing right next to them.
section employers were asked to rate their satisfaction of their
Moreover, when asking employees about the most annoying
workers’ job performance on a five-point Likert scale ranging
source of noise, the results were as follows: (a) For work
from 1 “highly dissatisfied” to 5 “highly satisfied”. In the
telephones, the highest percentage reached 48.0% for scale
following section, the analysis of results for the collected data
“Strongly Disagree”, (b) For copiers, the highest percentage
is presented.
reached 88.0% for scale “Strongly Disagree”, (c) For
computers, the highest percentage reached 80.0% for scale
RESULTS AND DISCUSSIONS “Strongly Disagree”, (d) For printers, the highest percentage
Appraising Workplace Environment Factors reached 80.0% for scale “Strongly Disagree”, (e) For heating
and air conditioning unites, the highest percentage reached
(1) Ventilation and indoor air quality
48.0% for scale “Strongly Disagree”, (f) For conversations of
76.0% of respondents feel that their work environment has an office workers, the highest percentage reached 60.0% for
adequate ventilation. Moreover, when asking employees about scale “Strongly Agree”. Finally, the highest percentage of
the most pollutant indoor source, the results were as follows: respondents’ ranks reached 40.0% for scale “Strongly Agree”
(a) For low concentration of adequate oxygen , the highest among the influence of noise affecting their job performance.
percentage reached 40.0% for scale “Strongly Disagree”, (b)
Based on the findings above, it can be concluded that, the
For smoking, the highest percentage reached 72.0% for scale
highest ratio of noise comes from conversations of office
“Strongly Disagree”, (c) For dust, the highest percentage
workers and imply a highly negative impact on almost half of
reached 80.0% for scale “Strongly Disagree”, (d) For bad

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employees. This is in line with Melamed, Fried and Froom Based on the findings above, it can be concluded that, the
(2001) that noisy places and exposing employees to highest ratio affecting employees’ performance comes from
conditions can affect their job performance quality, and with the discomfort of used furniture and imply a highly negative
Kjellberg and Skoldstrom (1991) that assignments needed impact on employees. This is in line with Sehgal (2012) that
reading comprehension and memory are the most sensible to one of the most essential things to be guaranteed is whether
noise, specially noise sources related to workers’ the workplace furniture is ergonomic or not. Ergonomic office
conversations. furniture guarantees that every worker gels well with the
things around him, like chairs, desks, PC arrangement and
even environmental factors. If the employee is uncomfortable
(4) Light and colour
due to any reason, his work will get affected
60.0% of respondents feel that their work environment is
provided with efficient lighting as the ample amount of light
comes from artificial light, while the other 40.0% agree that Assessment of Employers’ Satisfaction among Employees
inconvenient lighting affects their enthusiasm for work and Another important finding of the study was the overall
causes significant discomfort with reaching 32.0%. Moreover, satisfaction of employers. The study results showed that
60.0% of respondents agree that the spatial arrangement of 80.0% of employers were dissatisfied with employees’ job
their office allowed them to be exposed to adequate lighting in performance, while the highest percentage reached 60.0% for
their day-to-day work, while 56.0% don’t sit near the window. scale “dissatisfied”. Dissatisfaction was related to low
Finally, the highest percentage of respondents’ ranks reached employees’ achievements of required tasks and all the side
36.0% for scale “neutral” among the influence of poor talk going on between the employees.
lighting affecting their job performance. This study aimed to examine the influence of work
Based on the findings above, it can be concluded that, the environment on job performance among employees in
highest ratio of poor lighting comes from natural light and engineering company. Results showed that employers
imply a slightly negative impact on employees. This is in line dissatisfaction is consistent with results from previous
with Schultz and Schultz (2006) who confirmed that findings that work environmental factors have sensible
inconvenient lighting is a source of distress, thus leading to impact, and lead to decline in performance. While the most
poor job performance. That happens when the employee is obvious factor of the negative impact is noise coming from
exposed to uncomfortable working environment in which conversations of office workers. Second, the discomfort of
there is a high glare, or dim bulk, or a lack of natural light in used furniture of office. Third, the poor ventilation comes
the office. from low concentration of adequate oxygen in office. And
76.0% of respondents agreed that their work environment has finally, the poor lighting comes from natural light.
an appropriate colour which is apricot. 60.0% of them feel the
colour is bright and can bring positive feelings during CONCLUSION
working. Finally, the highest percentage of respondents’ ranks
Job performance is the result of an employee’s motivation and
reached 28.0% for scale “Strongly Disagree” and “Neutral”
ability, and how he/she adapts to the situational constrains and
among the influence of indecent colour affecting their job
the uncongenial environment. This cannot be neglected as it
performance.
leads to the behavioural disturbance; specifically referred to as
Based on the findings above, it can be concluded that the the decrease in job performance.
work environment has an appropriate colour which feels
The present findings show that the situational constrains are
bright and has no negative impact on employees. This is in
constituted of multiple variables such as noise, office
line with Ching and Binggeli (2012) that warm colours
furniture, ventilation and light. These are the major physical
generally motivate a warming and positive emotions.
conditions that should gain more attention. It is suggested that
employers should take initiatives to motivate employees by
(5) Space and spatial arrangement improving work environments. As employees are motivated,
84.0% of respondents agreed that their workplace is flexible their job performance will increase, and they will achieve the
and well planned to facilitate communication between staff. desired outcomes and goals of the job. Thus, the increasing of
80.0% of them feel that the spatial arrangement gives them the employers’ satisfaction.
motivation and joy of doing work. Moreover, 92.0% of
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