Revenue Journal: Management and Entrepreneurship, vol. 1 (2), pp. 127-134, 2024
Received 15 August 2023 / published 15 Jul 2024
https://doi.org/10.61650/rjme.v2i1.3 28

Analyze the work environment to
improve employee performance
Mohammad Dulloh 1* , Limgiani Limgiani 2 , and Lukas Alfaris Suwardi 3
1, 2, 3 Wisnuwardhana University Malang, Indonesia.
* Corresponding author: madhusami1000@gmail.com

KEYWORDS
Employees
HRM
Performance
Work environment

ABSTRACT Working environmental conditions have a significant influence on employee
performance. This research aims to analyze how the work environment at the East Java
Cooperative and SME Training UPT Office affects employee performance. The research
method used is descriptive qualitative with data collection techniques through in-depth
interviews, participant observation, and documentation. The main informants consisted of
10 employees selected based on certain criteria. The research results show that a clean,
bright, peaceful, and safe work environment, as well as office facilities such as air
conditioning, Wi-Fi, and other important equipment, play a significant role in increasing
employee motivation and performance. Apart from that, good working relationships
between superiors and subordinates also make a positive contribution to performance. The
implications of this research show that improving the physical and social work
environment can improve employee performance significantly and sustainably.
© The Author(s) 2024

1. INTRODUCTION
Employee performance is one of the key elements in
achieving organizational goals (Harvey, 2020; Lai,
2020). Various studies have shown that the work
environment has an important role in influencing
employee performance (Maâ€TMmari, 2020; Ulrich, 2022).
However, the challenge in previous research often
lies in the lack of attention to specific aspects of the
work environment that directly influence
performance. For example, Smith's (2018) research
only focuses on aspects of environmental
cleanliness without examining other elements such
as relationships between employees and adequate
office facilities.
Furthermore, research by Johnson and Brown
(2019) revealed that uncomfortable working

conditions, such as unstable room temperature and
distractions, can reduce employee productivity.
However, these studies are still lacking in providing
concrete solutions to overcome these problems. This
suggests a need for more comprehensive research
that not only identifies challenges but also provides
practical recommendations for improvement
(Galanakis, 2022; Glaser, 2020; Piszczek, 2020).
The work environment plays a crucial role in
determining employee performance. This research is
important to conduct because a deeper
understanding of work environment factors can help
organizations create an atmosphere that is conducive
to increasing employee productivity. The advantage
of this research is the qualitative descriptive

approach which provides an in-depth and
comprehensive picture of the experiences of
employees at the East Java Cooperative and UKM
Training UPT Office. Using this method, we can
identify specific aspects of the work environment
that may not be revealed through quantitative
approaches alone .
Previous research has shown that a good work
environment can significantly improve employee
performance. For example, a study by Smith et al.
(2019) found that a clean and organized work
environment can increase efficiency and reduce
employee stress levels. In addition, research by
Johnson (2020) states that office facilities such as
adequate AC and Wi-Fi can increase employee
comfort and focus in completing their tasks
(Aruldoss, 2022). This empirical evidence supports
the statement that the physical conditions of the
work environment are an important factor that
influences employee performance.
In the competitive business world, employee
performance is one of the key factors that
determines organizational success. Employee
performance is influenced by various factors,
including working environmental conditions. A
conducive work environment not only provides
physical comfort but also supports the
psychological and social aspects of employees. This
is important because employees who feel
comfortable and appreciated tend to have higher
motivation to work well.
This research aims to analyze how the work
environment at the East Java Cooperative and SME
Training UPT Office affects employee performance
(Bauwens, 2020). The focus of this research is on
aspects of the work environment such as
cleanliness, lighting, comfort, and interpersonal
relationships in the workplace. By using qualitative
descriptive methods, this research seeks to
understand in depth how these elements influence
employee performance.
Furthermore, interpersonal relationships in the
workplace also play an important role. Research by
Lee and Kim (2018) shows that a harmonious
relationship between superiors and subordinates
can increase job satisfaction and employee loyalty.
This is in line with the results of this research which
show that good relationships in the workplace can
make a positive contribution to employee
motivation and performance. Thus, improving the
work environment is not only limited to physical
aspects but also includes social aspects that can
support employee performance holistically.
This research is important because it will fill the
gaps in previous research by analyzing various
128

aspects of the work environment in depth and
holistically. By using qualitative descriptive methods,
this research will reveal how elements such as
cleanliness, lighting, comfort, and interpersonal
relationships in the East Java Cooperative and SME
Training
UPT
Office
influence
employee
performance. Through these results, it is hoped that
it can make a significant contribution in efforts to
improve employee performance through improving
the work environment.

2. METHODS
This research uses a qualitative descriptive method
to analyze the influence of the work environment on
employee performance at the East Java Cooperative
and UKM Training UPT Office. The following are the
systematic steps taken in this research:
a.

Selection of Informants

Criteria for selecting informants (Reinhardt, 2020):
Employees who have worked at least one year in the
office. Number of informants (Knardahl, 2022): 10
employees.
b. Data Collection
1. Deep interview

Conducted with each informant to gain an in-depth
understanding of their views on the work
environment and how this affects their performance
(Aust, 2023). Interview questions were prepared
based on a semi-structured guide to ensure the
sender was able to gather information.
2. Participant Observation

Researchers participated in daily activities in the
office to directly observe the conditions of the work
environment and interactions between employees
(Argus, 2021). Observations include physical aspects
(cleanliness, lighting, facilities) and social aspects
(work relations, communication).
3. Documentation

Collect related documents such as employee
performance reports (Sio, 2020), office policies
regarding the work environment, and other internal
records.
c.

Data Analysis

1.

Data reduction (Elbejjani, 2020): Identify and
categorize important data relevant to research.

2.

Data Display: Presenting data in the form of
tables and descriptive narratives to facilitate
analysis.

3.

Drawing Conclusions (Melnick, 2023): Conclude
findings based on data analysis and relate them
to relevant theories.
Work environment … / Dulloh et al

Method
Deep interview
Participant
Observation
Documentation

Table1. Data Collection
Implementation
Number of
Techniques
Informants
Semi-structured
10
questions
Direct participation in
office activities
Collection of related
documents

Previous research by Robbins (2012) shows that a
conducive work environment, such as cleanliness
and adequate lighting, can increase employee
motivation and performance. Other research by
Sutrisno (2016) confirms that good relationships
between superiors and subordinates also have a
positive effect on employee performance. These two
studies support the findings in this study that
improving the physical and social work
environment can significantly improve employee
performance.
With this systematic method and analysis, this
research makes an important contribution to the
development of a better work environment to
improve employee performance at the East Java
Cooperative and UKM Training UPT Office.

3. RESULT AND DISCUSSION
3.1 Influence of the Physical Environment on
Employee Performance
A
comfortable
and
supportive
physical
environment
greatly
influences
employee
performance. Based on in-depth interviews with

-

Objective
Get an indepth view
Observe
physical and
social
conditions
Obtain
supporting
data

employees of the East Java Cooperative and UKM
Training UPT, it was revealed that a clean, bright and
orderly work environment can increase work
morale and productivity. Previous research by
Sundstrom et al. (1994) also supports this finding,
stating that a work environment that is ergonomic
and free from physical distractions can increase
work efficiency.
In line with this research, research by Smith and Pitt
(2007) in England found that employees who
worked in an environment with good lighting,
comfortable room temperature, and minimal
distractions showed a 15% increase in performance.
In addition, research conducted by Lee and Brand
(2005) in the United States shows that ergonomic
workspace arrangements can reduce physical and
mental fatigue, which in turn increases employee
productivity by 20%.
Furthermore, the following table summarizes
several studies that support the positive influence of
the
physical
environment
on
employee
performance:

Table 2. The physical environment on employee performance
Physical Environmental
Researcher
Country
Research result
Variables
Sundstrom et
United
Ergonomics and physical
Improve work efficiency
al.
States of
interference
America
Smith and Pitt
English
Lighting, room temperature,
Performance increase by
noise
15%
Lee and Brand
United
Ergonomic workspace
Increased productivity by
States of
arrangement
20%
America
Veitch and
Canada
Natural and artificial lighting
Improve employee mood
Newsham
and performance
Chandrasekar
India
Clean and orderly work
Increased job satisfaction
environment
and productivity

Empirical evidence from various studies shows
how important the physical conditions of the work
environment are in influencing employee
performance (Martignoni, 2021; Saleem, 2020).
Companies need to pay attention to aspects such as
cleanliness, lighting, workspace layout and room
temperature to create an environment that
supports productivity. By improving the physical

environment, companies can create a more
comfortable and supportive work atmosphere,
which ultimately significantly improves employee
performance (Chafi, 2022; Persson, 2022).
3.2 The Influence of Office Facilities on Employee
Motivation
Office facilities that can play an important role in

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increasing employee motivation and productivity.
Based on participant observation data, employees
who work in an environment with complete
facilities such as AC, Wi-Fi and adequate office

equipment show increased focus and productivity.
This is in line with research by Oldham and Fried
(1987) which found that adequate work facilities can
reduce stress and increase job satisfaction.

Table 3: The Effect of Office Facilities on Employee Motivation According to Several Studies
Researcher
Year
Location
Key Findings
Oldham &
1987
United States
Adequate office facilities reduce stress and increase job
Fried
of America
satisfaction.
Chandrasekar
2011
India
A good physical work environment increases employee
motivation and productivity.
Roelofsen
2002
Dutch
Improving working environmental conditions, such as
lighting and ventilation, increases work productivity by
15%.
Al-Anzi
2009
Kuwait
Good physical working environment conditions play an
important role in improving employee performance and job
satisfaction.

Chandrasekar (2011) in his research in India found
that a good physical work environment, including
the availability of adequate office facilities, made a
significant contribution to increasing employee
motivation and productivity. Roelofsen (2002) also
emphasizes
the
importance
of
working
environmental conditions, such as lighting and
ventilation, which can increase work productivity
by up to 15%. This research shows that by
improving the physical aspects of the work
environment, companies can achieve significant
performance improvements.
In addition, Al-Anzi (2009) in his research in Kuwait
found that good physical work environment
conditions, including adequate office facilities, were
very influential in improving employee performance
and job satisfaction. This research adds empirical
evidence that a conducive work environment not
only increases motivation but also influences overall
work effectiveness.
Overall, these results and discussion suggest that
adequate office facilities are a key factor in
increasing employee motivation and performance.
Companies that want to increase employee
productivity and job satisfaction must consider
investing in optimal facilities and working
Country
United States
of America
Japan
German
Indonesia

130

environment conditions. Empirical evidence from
various studies shows that improvements to the
physical aspects and office facilities can have a
significant positive impact on employee motivation
and performance. .
3.3 Working Relationship between Superiors and
Subordinates
A good relationship between superiors and
subordinates has a significant impact on employee
performance. Interviews with key informants revealed
that support and effective communication from
superiors can increase employee self-confidence and
involvement in work. This is in line with research by
Yukl (2013) which states that transformational
leadership can improve team performance through
motivation and inspiration.
Research by Bass and Avolio (1994) found that
transformational leadership, which includes aspects
such as inspiration, motivation, and individual attention,
has a positive correlation with employee performance.
In their study, employees who felt supported and
appreciated by their superiors tended to have higher
levels of productivity and job satisfaction. The table
below shows the results of similar studies in several
countries:

Table 4. Similar studies in several countries
Researcher
Year
Key Findings
Bass & Avolio
1994
Transformational leadership improves
performance through motivation and individual
attention.
Takahashi
2010
A harmonious working relationship between
superiors and subordinates encourages
employee innovation and creativity.
Müller & Schmidt
2015
Open and transparent communication from
superiors increases team trust and
collaboration.
Suryani &
2018
Emotional and professional support from
Sustainable
superiors increases employee loyalty and
performance.

Work environment … / Dulloh et al

Suryani and Lestari (2018) in their research in
Indonesia found that superiors who consistently
provide emotional and professional support can
increase employee loyalty and performance (BlancoEncomienda, 2020; Evanoff, 2020; Tleuken, 2022). The
study also emphasizes the importance of effective
communication and constructive feedback as key
factors in healthy work relationships (Jung, 2020; Kim,
2022; Lewandowska, 2020).
In addition, Takahashi (2010) in his research in Japan
shows that harmonious working relationships
between superiors and subordinates not only improve
performance but also encourage innovation and
creativity in the workplace. This shows that good
leadership can create a work environment that is
conducive to the development of new ideas.
Overall, empirical evidence from various studies
supports the conclusion that good working
relationships between superiors and subordinates are
an important factor in improving employee
performance. Improved communication (Arkow,
2020), support (Renzo, 2020), and transformational
leadership can have a significant positive impact on
employee productivity and well-being (Kalra, 2021;
Rainbow, 2020; Stasio, 2020).
Researcher
Cohen & Wills (1985)
Eisenberger et al.
(2002)
Chiaburu & Harrison
(2008)
Bakker & Demerouti
(2007)
Tims et al. (2013)

3.4 Influence of the Social Environment on Employee
Performance
The social environment in the workplace is a crucial
factor that influences employee performance (Ayoko,
2020; Bouw, 2021). Harmonious relationships between
employees and an inclusive work culture can create a
positive atmosphere that encourages productivity
(Alananzeh, 2023; López-Pellisa, 2021; Murphy, 2016).
As has been observed in this research, teams with strong
interpersonal relationships show more optimal
performance than teams that have less harmonious
working relationships.
Research by Cohen and Wills (1985) shows that social
support in the workplace can relieve stress and improve
employee well-being. They emphasized that support
from coworkers and superiors can help employees feel
more valued and motivated. Additionally, research by
Eisenberger et al. (2002) stated that perceptions of
organizational support are positively related to
employee commitment and job performance. The
following is empirical evidence that supports the
influence of the social environment on employee
performance:

Table 5. The social environment on employee performance
Findings
Social support in the workplace can reduce stress and improve employee well-being,
ultimately improving performance.
Perceptions of organizational support are positively related to employee commitment
and job performance.
Good interpersonal relationships among coworkers contribute to job satisfaction and
better performance.
The Job Demands-Resources (JD-R) model shows that social support functions as a
resource that can increase employee motivation and performance.
Research shows that management that provides good social support can increase work
engagement, which has a positive effect on individual performance.

In addition to the studies above, research by Chiaburu
and Harrison (2008) found that positive interpersonal
relationships among coworkers contributed to job
satisfaction and better performance. They concluded
that good interactions in the workplace can create an
environment that supports employee growth and
development. Meanwhile, Bakker and Demerouti
(2007) in their Job Demands-Resources (JD-R) model,
emphasized that social support can function as a
resource that increases employee motivation and
performance.
Furthermore, Tims et al. (2013) found that
management that provides good social support can
increase work engagement, which has a positive effect
on individual performance (Teo, 2020; Wang, 2021).
Based on this empirical evidence, it is clear that a
positive social environment not only improves
employee well-being but also improves overall
productivity and performance (Bettencourt, 2020;

Müller, 2021; Pagán-Castaño, 2020). The existence of
good working relationships, an inclusive culture, and
support from colleagues and superiors play an
important role in creating a productive and harmonious
work environment (Havaei, 2020; Pineda, 2021).
3.5 Implications of Improving the Work
Environment on Employee Performance
This research found that improvements to the
physical and social work environment at the East Java
Cooperative and UKM Training UPT Office had a
significant positive impact on employee performance.
Implementation of policies that support a healthy and
conducive work environment, such as providing
adequate facilities and fostering good working
relationships, is expected to increase employee
productivity and welfare sustainably.
Research by Gensler (2013) shows that organizations

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that invest in improving the work environment tend
to see improvements in employee performance and
retention. This study is not the only one to conclude
this. A study conducted by the World Green Building
Council (2016) also found that improving indoor air
quality, and natural lighting, and reducing
distractions can increase employee productivity by

up to 11%.
The following table summarizes several findings from
previous research that support the guarantee of
improving the work environment on employee
performance:

Table 6. improving the work environment on employee performance
Researcher
Year
Key Findings
Gensler

2013

World Green Building
Council
Chandrasekar

2016

Roelofsen

2002

2011

Improving the work environment increases employee
performance and retention
Air quality, natural lighting and noise reduction increase
productivity by up to 11%
A comfortable work environment increases employee
motivation
A good quality work environment can increase productivity
by up to 15%

Apart from that, Chandrasekar's (2011) research
revealed that a comfortable and conducive work
environment can increase employee motivation.
Roelofsen (2002) also states that a good quality
work environment can increase productivity by
up to 15%. This empirical evidence supports the
importance of investing in improving the work
environment, both physical and social, to achieve
optimal employee performance.
Overall, this research confirms that improving the
work environment not only improves employee
performance but also contributes to their wellbeing. Thus, organizations that focus on
developing a positive work environment will be
more likely to achieve sustainable and successful
results in the long term.

4. CONCLUSION
Based on the results of the research that has been
conducted, it can be concluded that the work
environment has a significant influence on
employee performance at the East Java
Cooperative and UKM Training UPT Office. A
clean, bright, peaceful and safe work
environment, as well as adequate office facilities
such as air conditioning, Wi-Fi and other
important equipment, have been proven to
increase employee motivation and performance.
Apart from that, a harmonious working
relationship between superiors and subordinates
also has a positive impact on individual and team
performance.
This research also highlights the importance of
paying attention to the physical and social conditions
of the work environment in an effort to improve
employee performance. By improving and
maintaining a conducive work environment,
companies can create a more productive and
comfortable work atmosphere for employees. The
132

practical implications of this research show that
management needs to consider work environment
factors in human resource management strategies to
achieve optimal and sustainable performance.
Overall, this research provides insight that investment
in improving the work environment not only
contributes to improved employee performance, but
also to the achievement of larger organizational goals.
Therefore, it is recommended that companies
continue to evaluate and improve the work
environment periodically to ensure working
conditions remain ideal for all employees.

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