ABSTRACT working environment and employee job satisfaction. The

ABSTRACT

In
the modern era, organizations are facing several challenges due to the dynamic
nature of the environment. One of the many challenges for a business is to
satisfy its employees to cope up with the ever changing and evolving
environment and to achieve success and remain in competition. To increase
efficiency, effectiveness, productivity and job commitment of employees, the
business must satisfy the needs of its employees by providing good working
conditions. The general purpose of this study is to investigate the
relationship among workplace environments towards employee’s job satisfaction.
This study is also to identify level of job satisfaction among respondent. The
research data were collected through questionnaire which were personally
distributed with 80 percent rate of return.  The results indicate a positive relationship
between working environment and employee job satisfaction. The study concludes
with some brief prospects that the businesses need to realize the importance of
good working environment for maximizing the level of job satisfaction.The data
gathered is analyzed using Statistical Package for Social Science (SPSS)
through descriptive statistic and etc.  This
paper may benefit society by encouraging people to contribute more to their
jobs and may help them in their personal growth and development. Hence, it is
essential for an organization to motivate their employees to work hard for
achieving the organizational goals and objectives.

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1.0  INTRODUCTION

Many
businesses fail to understand the importance of working environment for
employee job satisfaction and thus face a lot of difficulties during their
work. Such organizations are internally weak therefore unable to introduce
innovative products into the market to outshine their competitors (Aiken,
Clarke, & Sloane, 2002).

Employee
is an essential component in the process of achieving the mission and vision of
a business. Employees should meet the performance criteria set by the
organization to ensure the quality of their work. To meet the standards of
organization, employees need a working environment that allows them to work
freely without problems that may restrain them from performing up to the level
of their full potential. However, there is little serious effort to research
the moderating impact of employee on the relationship between workplace
environments towards job satisfaction.

According
to Vroom (1964), job satisfaction is an orientation of emotions that employees
possess towards role they are performing at the work place. Job satisfaction is
the essential component for employee motivation and encouragement towards
better performance.  Human Resource
Manager in MTIB is concerned about the low output levels of his employees and decide
to carry out a study to find out whether there is any relationship between work
environment and job satisfaction among employees.  Therefore, the main objective of this
research paper is to analyze the relationship between workplace environmentstowards
employee job satisfaction in Malaysian Timber Industry Board.

The
study has important implications, particularly with respect to the environment
factors which includes noise, lighting and temperature and explanation of why
the workplace environment could affects employee’s job satisfaction.  Three research question are raised to assist
the research.

 

 

 

Research Objectives

·        
To determine the
relationship between furniture equipment towardsemployee job satisfaction

·        
To determine the
relationship between physical environment towards employee job satisfaction

·        
To determine the
relationship between workstation towards employee job satisfaction.

 

Research Questions

·        
Does furniture equipment affect
employees’ job satisfaction?

·        
What is the relationship
between physical environment and employee job satisfaction?

·        
What is the relationship
between workstation environment and employee job satisfaction?

 

Scope of Study

The
respondents, are employees from the Malaysian Timber Industry Board located in
Cheras, Kuala Lumpur. 30 employees have selected by the group member. The data
collected via questionnaires and distributedfrom 13 November – 17 November
2017. Variable we usedare by gender, age, marital status, position and education
level.

 

 

 

 

 

Limitation of the Study

•           This
survey is subjected to the bias and prejudices of the respondents. Hence 100%
accuracy can’t be assured.

•           The
study was carried out in a short span of time, where in the researcher could
not widen the study.

•           The
study is limited to respondents in Malaysian Timber Industry Board in Cheras,
Kuala Lumpur only.

•           Availability of time to conduct
research for obtaining the required data

 

2.0  LITERATURE REVIEW AND
RESEARCH FRAMEWORK

 

2.1  Literature review

Work has been done to understand the relationship between
work environment and job satisfaction all around the world in different
contexts over the years. The study is gaining more and more importance with the
passage of time because of its nature and impact on the society. The findings
of a Danish study suggest that a firm can increase its productivity through the
improvement of physical dimensions of work environment (internal climate) and
may have a positive impact on firms’ productivity (Buhai, Cottini,
, 2008).

Herzberg et al. (1959) developed motivational model for
job satisfaction and through research he found that the job-related factors can
be divided into two categories, Hygiene factors and motivation factors. Hygiene
factors can not cause satisfaction but they can change dissatisfaction into no
dissatisfaction or short-term motivation, whereas motivational factors have
long lasting effect as they raise positive feelings towards job and convert no
dissatisfaction into satisfaction. In the absence of hygiene factors (that are
working conditions, supervision quality and level, the company policy and
administration, interpersonal relations, job security, and salary) the employee’s
chances of getting dissatisfied increase.

Dole and Schroeder (2001), stated that in the workplace,
it is often assumed that employees who are more satisfied with physical
environment are more likely to produce better work outcomes.

Bakotic&Babic (2013) found that for the workers who
work under difficult working conditions, working condition is an important
factor for job satisfaction, so workers under difficult working conditions are
dissatisfied through this factor. To improve satisfaction of employees working
under difficult working conditions, it is necessaryfor the management to
improve the working conditions. This will make them equally satisfied with
those who work under normal working condition and in return overall performance
will increase.

Sound or noise problem in an office is something that
could not be avoided. Studies have shown that when sound is turned off, errors
in work are reduced and productivity increases. Sundstrom, Town, Rice Osborn,
and Brill (1994) identified noise as an ambient stressor relating to job
satisfaction in the work environment.

Therefore, this study test the relationship between
environment factors and job satisfaction.

2.2  Theoretical Framework

Independent Variables                                                                Dependent
Variable

 

 

 

 

 

Theoretical/Conceptual Framework

Hypotheses

H1
– There is significant positive relationship between furniture equipment
comfortability and employee job satisfaction

H2
– There is significant positive relationship between physical environment and
employee job satisfaction

H3
– There is significant positive relationship between workstation environment
and employee job satisfaction

 

Research Questions

Does
furniture equipment affect employees’ job satisfaction?

What is
the relationship between physical environment and employee job satisfaction?

What is
the relationship between workstation environment and employee job satisfaction?

 

3.0  RESEARCH METHODOLOGY

3.1    Introduction

The third chapter give detailed description of the step
taken in carrying out of the research  
project.  It specifies what will
be looking at, the method of obtaining the data and how it was intended to
do.  The methodology section is specifying
in detail the research operations and instruments used to address the research
question.

 

 

 

3.2
      Research
design

The research design of the study is descriptive –
correlational study. The quantitative research technique would be purposed due
to the results to be expected in measure the relationship between workplace
environments towards employee job satisfaction.

Descriptive study attempts todescribe, examine, and
summarize the main features of a collected data quantitatively while
correlation study would determine whether end to what degree a relationship
between two or more quantifiable variables. 
It may be used to correlate (Sekaran, 2006).

In the study, descriptive study is enabled to study the
relationship among workplace environments towards employee’s job satisfaction. The correlation study on the other hand suggests. To
increase efficiency, effectiveness, productivity and job commitment of
employees, the business must satisfy the needs of its employees by providing
good working conditions.

 

3.3       Population and sampling technique

The population of the study is the Malaysian Timber Industry
Board, Cheras, Kuala Lumpur that from different gender, age and education level
in different department. For the sampling technique, convenience sampling was
used as it is one of the best ways of getting some basic data quicker,
convenient and inexpensive to gather the sample (Salkind, 2013).

The convenience sampling is chosen because other
researchers such as Abdul Raziq and RaheelaMaulabakhsh in the study of impact
of working environment on job satisfaction. The research has involving banking
sector, educational sector, and telecommunication industry operating in the
City of Quetta, Pakistan. They used simple random sampling for collect data
among the employees.

 

3.4       Sample size

Roscoe (1975) states that sample of a research larger
than 30 respondents and less than 500 are good enough for the most research. Therefore,
the sample size of this study, which is 30 respondents, is already sufficient.

 

3.5       Unit of analysis

According to Sekaran and Bouige (2013) the unit of
analysis refers to the level of accumulation of the data gathered during the
following data analysis stage. Hence, the unit of analysis of this study was
individuals which is employees of Malaysian Timber Industry Board.

 

3.6       Data
collection procedure

A questionnaire survey used as the procedure of the
data collection. The respondents of the study involved 30 people workers in Malaysian
Timber Industry Board.

Respondents will first have asked preliminary question
whether they satisfied with the excess variable to perform task. If the answer
obtained was in number 1, which is strongly disagree, the questionnaire
answered would be excluded from analysis, making the final number of
respondents to 30.

The questionnaire is further divided into 3 parts
which are demographic profile, environmental factor, and job satisfaction.  The questionnaire measures the satisfaction
by using a scale of it uses scale of 1 to 5 that 1 show strongly disagree and 5
strongly agree.

 

Dates

Item

     13 October2017

Prepared the
questionnaire

     15 October 2017

Obtained approval for
the questionnaire

  13 November 2017

Questionnaires
distributed to MTIB Staff

  17 November 
2017

Compiling and
analysing data obtained.

 

 

Table
3.1 Indicating the detail of the data collection
procedure

 

3.7   Instrument

All variables included in the questionnaire set on a
Likert Scale (5=Strongly Agree and 1=Strongly Disagree). Respondents are to
choose their preferences by checking how strongly agree or disagree with
carefully constructed statement towards the attitudinal object.

 

4.0  FINDINGS AND DISCUSSIONS

Respondents’
Demographic Information

Table
I below summarized the respondents’ demographic information of the study. A
total of 12 (40%) male and 18 (60%) female was involved in the study. The
respondents aged groups were 20-30 years old (4, 13.3%), 31-40 years old (16,
53.3%), 41-50 years old (5, 16.7%), 50 and above (5, 16.7%).  The highest education level of the
respondents indicated that 19 respondents (63.3%) were a degree holder, 10
(33.3%) were SPM holder while the remaining 1 (3.3%) were diploma holder.  This study involved civil servants in all
management level of the organization.