What this means is that a loss of pay will be more harmful than the same gain in pay would have been helpful. So, the ecological systems theory has a lot to offer to shape up the workplace environment. Alsafadi Y, Altahat S. Human resource management practices and employee performance: the role of job satisfaction. Eng Constr Archit Manag. To estimate the proposed relationships of the research model, we used partial least squares structural equation modeling (PLS-SEM 3.2.2). Small and medium-size enterprises need to identify bad employees who are the root cause of the toxic workplace environment and then provide him/her with training on soft skills [68]. In the future, such kind of research can be conducted in another country or can be conducted in another industry such as healthcare, automobile, construction, and information technology. doi: 10.1108/IJPPM-01-2018-0012, 20. ways of working. Procedia Econ Financ. Khan T.M., Bai G., Fareed Z., Quresh S., Khalid Z., Khan W.A. Henseler, Ringle [74] proposed a standard value of 0.90 for the HTMT. The questionnaire comprised 21 items scored with a 7-point Likert scale (1 = strongly disagree and 7 = strongly agree). Caesens G., Stinglhamber F. Toward a More Nuanced View on Organizational Support Theory. doi: 10.1016/j.indmarman.2018.01.029, 8. Song B, Tao W. Unpack the relational and behavioral outcomes of internal CSR: Highlighting dialogic communication and managerial facilitation. The prior literature supports the view that the impact of at oxic workplace environment on the involvement of the individual, job satisfaction, and enthusiastic characteristics for work is negative, while employee engagement and organizational engagement are adversely affected . My supervisor/co-worker/subordinate spoke rudely to me in public. Occup. Rhoades L, Eisenberger R, Armeli S. Affective commitment to the organization: the contribution of perceived organizational support. Tables 3, 4 illustrate these two criteria. Similarly, workplace ostracism has also been negatively linked to employee well-being because it leads to enhanced levels of job tension and emotional exhaustion [58]. Public Relat Rev. Companies have traditionally offered job protection to the workers to boost their loyalty toward the company and performance. (2021) 28:151127. It is a new technique to measure discriminant validity. The work place environment in a majority of industry is unsafe and unhealthy. This action was considered a necessity before collecting information from the targeted population. As a result, individuals take their jobs in a less serious manner, and their production suffers (16). This relationship is supported by organizational support theory [88]. In this regard, the widely used and accepted criteria for sample size devised by the study in (51), and previously used by various researchers, were followed (52). Employees' performance improves as a result of this type of incentive program, and the productivity of the company rises (32). Table 2. Furthermore, through WeChat (a social network application) and emails, we distributed 500 questionnaires among senior managers, middle-level managers, and administrative staff and received a total of 324 filled responses. Employee commitment: the relationship between employee commitment and job satisfaction. The square root of the average variance extracted for each construct should be higher than the shared variance among constructs. (2022) 117. The construct reliability and validity values are presented in Table 2. For instance, numerous studies have suggested a positive association between workplace bullying and poor well-being. A toxic workplace environment is defined by narcissistic behavior; offensive, and aggressive leadership; threatening behavior from managers and co-workers; and harassment, bullying, and ostracism. doi: 10.18535/ijsrm/v6i7.em08, Keywords: employee workplace environment, employees' performance, achievement-striving, striving for achievement, analysis, Citation: Zhenjing G, Chupradit S, Ku KY, Nassani AA and Haffar M (2022) Impact of Employees' Workplace Environment on Employees' Performance: A Multi-Mediation Model. (1970) 30:60710. doi: 10.1177/0021886320979646, 38. Organ. doi: 10.1287/mnsc.1060.0597, 56. An engaged employee is well balanced and emotionally connected with the vision and mission of the organization, which portrays and governs the involvement of the employee in the organizational objectives [30]. Int J Hosp Manag. PDF The Influence of Work Environment on Job Performance: A Case Study of In the future, researchers should focus on other research designs in replicating this model, which might provide deeper insights into longitudinal research design. Purity M, Eilish M, Ogenna U, Honorati M, Henry M. The impact of supportive supervision on the implementation of HRM processes: A mixed-methods study in Tanzania. Berquist R., St-Pierre I., Holmes D. Uncaring Nurses: Mobilizing Power, Knowledge, Difference, and Resistance to Explain Workplace Violence in Academia. All authors contributed to the article and approved the submitted version. The results supported hypothesis H2a. Torlak NG, Kuzey C. Leadership, job satisfaction and performance links in private education institutes of Pakistan. In this study, we tested the relationship between a toxic workplace environment, organizational support, employee well-being, and employee engagement. (2019), Impact of . Similarly, a positive work environment also improved the employee commitment level and achievement-striving ability significantly. Organ. The scale included seven items and measured the responses on a 7-point Likert scale (1 = strongly disagree and 7 = strongly agree). Kordsmeyer AC, Efimov I, Lengen JC, Flothow A, Nienhaus A, Harth V, et al. Int J Environ Res Public Heal. In other words, when employees feel that their organization is concerned about them, they would respond by becoming more engaged [44]. Second, SMEs should communicate with all functional heads, including supervisors, that the employees are the backbone of small and medium-size enterprises. 23. The organization provides me enough time to deal with my family matters. (2022) 44:1706. Accessibility Similarly, the indirect effect in H5, i.e., Workplace Environment Achievement striving Ability Employee Performance has also been found statistically significant (p < 0.05) (H5 supported). So, the items we used in this research instrument are valid. All the effect sizes have been found satisfactory and depict good quality criteria (52). The application of human resource management policies within the marketing organization: the impact on business and marketing strategy implementation. Workplace Environment and Its Impact On Employee Performance Copyright: Attribution Non-Commercial (BY-NC) Available Formats Download as PDF, TXT or read online from Scribd Flag for inappropriate content Download now of 19 International Journal of Enterprise Computing and Business Systems (Online) http://www.ijecbs.com Vol. Similarly, in the view of organizational support theory, when employees perceive support and care from their organization, they make active attitudinal and behavioral changes in order to achieve organizational goals. Abun D. Employees' Self-Efficacy and Work Performance of Employees as Mediated by Work Environment. The detailed information about all items of the questionnaire is presenting in Appendix A. Cronbachs alpha of employee engagement was 0.759. The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. Specific HR practices and employee commitment: the mediating role of job satisfaction. work on the literature review, A.S. work on the research methodology and J.I. For . This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (, toxic workplace environment, organizational support and employee well-being, small and medium-size enterprises. Organizational support mediates the relationship between a toxic workplace environment and employee engagement. The study aimed to assess the impact of working environment on employees' performance at Institute of Finance Management in Dar es Salaam Region. (2022) 17:4. doi: 10.1186/s12995-021-00342-y, 47. This trust is built as a consequence of management support, and as a result, employees are motivated, which aids in the development of a good attitude toward work, and employee commitment is increased, resulting in improved performance (26). I really throw myself into my job and organization engagement. Eur Bus Rev. The authors declare no conflict of interest. I willingly give my time to help others who have work-related problems. A cross-sectional survey on the impact of irrelevant speech noise on annoyance, mental health and well-being, performance and occupants' behavior in shared and open-plan offices. While testing the other side of validity (discriminant validity), we have followed two well-established criteria, the first one is Fornell and Larcker (64) and Heterotrait-monotrait (HTMT) ratio of correlations ratios (60). Stress contributes to 19% of absenteeism costs, 30% of disability costs, at least 60% of workplace accidents and 40% of staff turnover costs. According to the prediction of a number of specific studies, a toxic workplace environment negatively influences employee well-being [55]. National Library of Medicine Resilience of coastal communities to climate change in Bangladesh: Research gaps and future directions. 61 26 0 0 0 36 51 0 0 0 53 34 0 0 0 49 38 0 0 0 34 51 2 . H2: Supervisor's leadership has a significant impact on employee performance in an organization. Table 5 illustrates the quality criteria based on coefficient of determination. So, it is also confirmed that when workers perceive the support from the organization, their sense of belonging to the organization is strengthened. Both employee commitment and achievement-striving ability also improved employee performance. How human resource management practices translate into sustainable organizational performance: The mediating role of product, process and knowledge innovation. It has also been established that when organizational support is provided to employees, their cognitive and emotional evaluation of their organization is strengthened [2]. The event experience, hedonic and eudaimonic satisfaction and subjective well-being among sport event participants. The first limitation is its cross-sectional nature, which does not allow us to assume cause and effect relationships. Assessment of SEM is based on two approaches/methods, the first one is based on the measurement model while the second one is based on structural model (61). The Relationship between Workplace Ostracism, TMX, Task Interdependence, and Task Performance: A Moderated Mediation Model. J Environ Psychol. Workplace incivility, service spirit and gossips at workplace: perception of nurses working in public sector hospitals of Pakistan. Wolf L.A., Perhats C., Delao A.M., Clark P.R. the contents by NLM or the National Institutes of Health. This theory is also known as individual theory. According to this theory, people in a specific environment have a dynamic relationship with their social, physiological, and physical environments. Liberal criteria HTMT ratio indicates that value of HTMT should not be higher than 0.90 while conservative criteria indicate that value of HTMT should not be higher than 0.85. Consequently, employees' motivation to work hard, their efficiency and performance are shaped by the influence of the quality of the workplace. Shuck B., Reio T.G., Jr. 1Postdoctoral Station of Statistical, Guangzhou University, Guangzhou 510006, China; nc.ude.uhs.i@ammas, 2Entrepreneurship Institute, School of Innovation and Entrepreneurship, Guangzhou University, Guangzhou 510006, China, 3School of Management, Guangzhou University, Guangzhou 510006, China, 4Institute of Administrative Sciences, University of the Punjab, Lahore 54000, Pakistan; kp.ude.up@sai.rimaa, 5School of Education, Guangzhou University, Guangzhou 510006, China; nc.ude.uhzg.e@devaj. In other sense, how can businesses use performance evaluation procedures to increase their capacity to discern excellent employees (those who perform well) from poor employees? Thus, the second measure of reliability is also met. Heffernan M., Dundon T. Cross-level effects of high-performance work systems (HPWS) and employee well-being: The mediating effect of organisational justice. Economic potential of generative AI | McKinsey Second, the use of conservation of resources (COR) theory to understand employee engagement is used for the first time in the literature. Creating effective core organizational values: A spiritual leadership approach. Socioemotional wealth and employees' perceived organizational caring. (2020) 57:20432. Ariza-Montes A., Leal-Rodrguez A.L., Ramrez-Sobrino J., Molina-Snchez H. Safeguarding Health at the Workplace: A Study of Work Engagement, Authenticity and Subjective Wellbeing among Religious Workers. To accomplish the given task of evaluating the impact of the workplace environment of employees' performance, there was a dire need to find the facilitators who could boost the relationship of workplace environment and employees' performance.