Empirical Review on workplace environment and organizational performance of public
universities
A study carried out by Leblebici (2012) on the effects of workplace environment on
organizational performance concluded that there is a dependable association between the two
and companies that performed above average presented higher values on performance.
Leblebici (2012) investigated and found that working conditions was significantly related to
employee productivity in teaching colleges. The particular focus was on ergonomics such as
tools of work and physical environment like temperature in the office. Eagly (2014) carried
out a study on a comparative analysis of supervisor support in service industry and confirmed
that employees often have a conflict in balancing family and work life responsibilities and
this can be solved through supervisor guidance.
Temessek (2014) analyzed the magnitude to which the individuals distinguish the workplace
environment as fulfilling their intrinsic, extrinsic and social needs and their reason of staying
with the institution. The analysis on the impact of perception of environments on employee
commitment and turnover in the organization concluded that if the employees are provided
with enabling environmental support, they would be highly satisfied and show the high level
of commitment towards their organization and hence low employee turnover rate. The study
adopted a descriptive survey through observing and describing the behavior the employees
without influencing them in any way.
According to O’Neil (2015) workplace design is directly linked to employee’s behavior and
is important in achieving strategic business objectives. The study was on employees’
contribution to organizational performance. The research survey outcomes advocated that
improvement in physical design of office building may result to increases in productivity.
Shabir (2013) provided an innovative attempt at investigating an obvious yet neglected link
between the manager’s attitude and employees’ performance in the learning institutions. The
firms with congenial manager’s attitude have more positive impact on employees’
performance. The study used the performance as the dependent variable and job aid and
ergonomics as the independent variable. The results also suggested that there was a positive
relationship between the Organization’s performance and employees’ performance in the
Banking sector.
Sharman (2015) researched on contribution of supervisor support to employees output which
influenced the overall organizational performance. The study adopted a descriptive survey
where the primary data was collected using open-ended questionnaires which is analyzed
using descriptive statistics The study found that the definitive rationale of environments was
to improve organizational performance and productivity of employees. The importance of
carrying out the job breakdown has an implication in increasing employee performance hence
supervisors can monitor each employee against the set targets. The study further indicated
that performance would improve with environment thus a correlation exists. Hammed (2014)
explained increased individual control and comfort needs of employees prompted the concern
among organizations to provide them with a workplace environment, which fulfils the
employees’ needs and enhance their general productivity.
Conceptual Framework
The conceptual framework demonstrates the relationship between the dependent and
independent variables. The independent variables are ergonomics, supervisor support and
motivation. These variables are projected to impact on the dependent variables which is the
organizational performance of Public Universities in Kenya as shown in Figure 2.1.
Workplace Environment
Ergonomics
Tools of work
Office layout
Physical environment
(temperature, humidity,
lighting, noise) Organizational
Performance
Supervisor support
Conflict management
Interpersonal
relations Supervisor
guidance
Motivation
Extrinsic motivation
Intrinsic motivation
Service delivery
Composite score in
performance
contracting
Number of Self
Sponsored
Students admitted
Independent variables Dependent Variable
Figure 1: Conceptual framework on workplace environment and organizational
performance
Organizational Performance
Organizational performance could be expounded by using it in the context of an organization.
It is an objective of an organization which they use to measure its performance (Hammed,
2014). The study measured organizational performance using, the service delivery Composite
score in performance contracting and number of Self Sponsored Students admitted in a
university.
Ergonomics
Ergonomics means making workplace as efficient, safe and comfortable as possible for the
employees to work optimally. Effective use of ergonomics in work system design can help
achieve a balance between employee characteristics and task demands. This will enhance
worker productivity, provide employees safety and physical and mental wellbeing and job
satisfaction thus, improved organization performance (Garbie, 2014).
The conception of workplace environment that is provided by the employer to their
employees’ supports organization performance at work (Clements, 2013). Increasing the level
of corporate productivity and thus increase the organizations profit. Leaman (2011), claims
that the employees and businesses whose performance are affected by the workplace
environments they are working in are the ones who complaint that the workplace environment
is uncomfortable to work in and that they are not satisfied with it.
Ergonomic facilities that reduce strain and stress from the employees should be in use since
the employees to work for long hours on the same station and comfort is paramount for
optimum performance (Gutnick, 2018). Employees who have appropriate work space and the
correct, updated and well-working equipment needed to get the job done would have a much
more positive attitude towards work than those who are dealing with frustrating and broken
equipment and furniture (McGuire, 2009).
For proper running of offices, adequate office accommodation and furniture are necessary
(Smith, 2011). Office layout includes systematic arrangement of office equipments and
furniture in the available office space. The arrangement of equipment and furniture ought to
be done in such a way that it makes the maximum utilization of the existing office space.
Office layout is crucial to an organization since it ensures flow of work, there is sufficiency in
space utilization and enhances employees’ well-being and fulfilment. The indoor room air
must be pure the humidity, temperature and air speed must remain at a suitable level (Howell,
2010). Temperature affects the productivity of employee in offices. Low temperatures
reduce the employee work performance as well as high temperatures. The required
temperature for workers working in offices is 22 degree celsius (Seppanen, 2010).
Proper lighting system ought to provide institutions with a much natural lighting as possible.
Windows should be fitted in offices to supplement the electrical lighting. It offers a sense of
energy and affects attitudes of employees. Hawthorne effect is an example of advantage of
lighting in employee productivity. Achievement of daily duties in workplaces with dim light
is problematic for employees. Working in blurred light leads to eye strain and hence causing
headaches and irritability. Due to the discomfort, productivity of employees is much affected.
Noise is an unpleasant sound which in certain intensity causes an uncomfortable feeling in
employees and affects their mental and physical condition further reducing performance (Lan,
2012). Noise can also be referred to as a physical agent from the environment from natural
origin and may be present only in the workplace or outside the workplace environment.
Workplace users may not feel a level of sound to be irritating likewise the same capacity of
sound in different workplace would be felt as noise.
Supervisor Support
Supervisor support can be well-defined as to the extent which supervisors act in a way that
employees use on job knowledge, skills and attitudes gained in training (Nijman, 2012).
Mainya (2016) refers supervisor support as the extent to which supervisors guide employees
in participation of training, innovation skills and knowledge realization and offer recognition
to employees’ taking part in these activities. Bates (2011) well defined supervisor support as
the degree to which supervisors emphasize and support the employees on the learning of the
skills required in the workplace.
According to Filippova (2016), the most constant factor for explaining the relationship
between the workplace environment and transfer is the support received and how employees
use their new skills and knowledge. Support from the supervisors is one of the most
influential tools of enhancing transmission of training (Baldwon, 2014). Supervisor affects
transfer of outcomes directly or indirectly because the supervisor affects trainee’s motivation
in transferring different skills in the duties given (Cromwell & Kolb 2011).
Supervisors are the first level managers who are given the major duties and responsibilities to
form and lead work groups in organizations (Noe,2010). The supervisors’ personal role is
important because it reassures positive relations and increases self- confidence of the
employees, and in return improves performance (Arnold, 2011). Conflicts happen at
workplace hence supervisors attempt to resolve them in order to make the workplace
environment conducive to work in hence increasing organizational productivity. Immediate
supervisors act as advocates for employees, facilitates the allocation resources of required by
the employees so that they can carry out the duties given and providing encouragement for
attainment of the targets set. In order to sustain employee performance supervisors and
employees need to perform their part (Bauer & Green, 2010).
Motivation
Motivation is a force that influences the employees’ behaviors in an organization on
persistence to face obstacles at the workplace environment (Wang, 2015). There are two
categories of motivation namely intrinsic and extrinsic motivation. Intrinsic motivation is a
desire of employees that originates from within them, like making an activity interesting while
extrinsic motivation is defined as acting in a certain manner for them to obtain a reward and
recognition (Mnih, 2014). High organizational performance is achieved by having employees
who are ready to exercise effort in the roles they are assigned to do (Rossett, 2011).
Employees work better when they are motivated and acknowledge that the organizations
would flourish if they work best. Work motivation for increasing employee performance is
often assumed to be centered on salary and promotion (Pipe, 2013). In a motivating workplace
employees are treated as being equal. No matter the effort level particular a worker has in
relation to the organizational processes as a whole, it is important for a supervisor to give
employees a sense of being dynamic and excellent in their duties. Stimulating dependability is
a key element of motivating employees, hence this increases the overall productivity and
performance (Cavanaugh, 2011) .Therefore an organization determine what motivates its
employees and sets up formal and informal structures for rewarding them as the workplace
environment factor which heightens performance.
Summary of Literature Review
The Theory of Work Adjustment argues that employees in an organization interact with their
environment. This interaction occurs since both have needs that should be satisfied. The
theory relates to Ergonomics variable which focuses on making the workplace environment
conducive and safe for employees to work optimally and improve organization’s performance.
For individuals to satisfy their environmental needs, they are required to possess right skills,
behaviors, experiences, knowledge, attitudes, flexibility and other relevant tools of work.
Sometimes, satisfaction levels fluctuate in Public Universities and therefore, management
should focus on creating an efficient workplace environment for their employees by providing
the right rewards, job content, autonomy, ethics, equipment and tools of work.
The Two–Factor theory is based on assumption that there are two set of factors which include
hygiene factors and motivators that influence motivation in workplace either by enhancing or
hindering employee satisfaction. According to this theory, motivation influences individual
behavior and performance in an organization. The level of motivation an employee or group
exerted on their job or task can influence all aspects of organizational performance. This
theory implies that hygiene factors, such as working conditions including ergonomics variable
and job aid variable, are important in workplace environment and they do not motivate
employees but lack of these factors leads to serious dissatisfaction.
Elton Mayo's Hawthorne Effect Theory relates to supervisor support variable which focuses
on supervisor’s ability to encourage employees to participate in training, innovation and
knowledge acquisition. This theory implies that social conditions could affect organizational
performance particularly supervisor’s support or attention and team member relationships.
Although workplace environment conditions are very significant in an organization, social
and physical attention from supervisors could improve productivity and performance in
Public Universities. Therefore, supervisors should respect staff and pay more attention to
them during work in order to enhance organizational performance.
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Research Gaps
From the literature review it is evident that research in the area of workplace environment in
organizations has been carried both locally and internationally. Temessek (2013) carried out
a study in Sweden on work environment that affect employee performance and found out that
conducive workplace environment with the required tools of work, good office layout, good
supervisor support influence performance of employee’s duties this automatically improves
productivity which in turn improves organizational performance. The study did not focus on
supervisor support of employees which is one of the attention of this study.
O’Neil (2012) focused on the influence of workplace environment on organizational
performance in terms of employee satisfaction. The study concluded that if the employees are
given a good workplace environment they would show an increased level of commitment
towards their organization hence increasing performance. This study considered the aspect
motivation which O’Neil (2012) did not look at. Hammed (2014) carried out a study in
Florida and found that favorable workplace environment increased personal control and
comfort needs of employees hence this enhance their productivity. The study did not focus on
supervisor support and its effect on employee performance which is a focus of this study.
Rahim (2015) carried out a study on the contribution of supervisors on the organizational
performance. The study used a case study of Ministries in India and data was collected using
an interview guide. The findings were that lack of supervisor support to employees
influenced their performance. The study focused on only one variable of supervisor support.
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