Effect of work environment on job satisfaction
Research shows that a good work environment has a positive impact on employee job satisfaction. This is because good working conditions positively influence employee well-being, a key determinant of job satisfaction. Good working conditions help satisfy employee needs such as job safety, job security, esteem needs, and fulfillment, among others.
The following are empirical studies on the effect of work environment on job satisfaction, done by researchers in different parts of the world.
The study explored the effect of work environment and work-life balance on job satisfaction among millennials in Indonesia. Specifically, the study addressed the following objectives: to establish the effect of work environment on work stress; to assess the effect of work-life balance on work stress; to determine the effect of work environment on job satisfaction; to evaluate the effect of work-life balance on job satisfaction; to examine the effect of work stress on job satisfaction; to investigate the mediating role of work stress on the relationship between work environment and job satisfaction; to assess the mediating role of work stress on the relationship between work-life balance and job satisfaction (Nathania et al., 2023).
The target population included millennials (individuals born in 1980 to 1999) working in Indonesia between October 2022 and November 2022. A sample size of 206 respondents was selected to participate in the study. Data collection was done using a questionnaire. The collected data was analyzed using descriptive variables such as frequency and percentage. Inferential statistics, specifically structural equation modeling (SEM), was employed to assess the effect of predictor variables on the outcome variable. The results were presented in tables as required (Nathania et al., 2023).
The results of SEM analysis indicated that the work environment had a negative and significant impact on work stress; the work environment had a positive and significant effect on job satisfaction; the work environment had a positive and significant effect on job satisfaction; work-life balance had a positive and significant impact on job satisfaction; work stress had a negative and significant effect on job satisfaction; work stress had a significant indirect impact on the relationship between the work environment and job satisfaction; and work stress had a significant indirect impact on the relationship between work-life balance and job satisfaction (Nathania et al., 2023).
The study focused on the impact of working environment on job satisfaction among employees working in the city of Quetta, Pakistan. The specific objectives of the study included the following: to determine the effect of top management on job satisfaction among the target employees; to assess the effect of esteem needs & work hours on job satisfaction among the target employees; and to establish the effect of relationships with co-workers on job satisfaction among the target workers (Raziq & Maulabakhsh, 2014).
The target population included staff working in banks, educational institutions, and the telecommunications sector in Quetta, Pakistan. A sample size of 210 respondents was selected to participate in the study. Data collection was done using a questionnaire. Descriptive statistics were used to analyze descriptive variables of the study. Pearson’s correlation analysis was used to examine the associations between study variables. Regression analysis was employed to assess the effect of the independent variables on the dependent variables. The results were presented in tables as deemed fit (Raziq & Maulabakhsh, 2014).
The results of correlation analysis indicated that there was a positive and significant relationship between top management and job satisfaction (0.282), esteem needs & work hours and job satisfaction (0.268), and relationships with co-workers and job satisfaction (0.137). The results of regression analysis standardized coefficients indicated that with all other factors constant: top management & esteem needs explained 24% variance in job satisfaction; job safety, security & work hours explained 21.7% variance in job satisfaction; whereas relationships with co-workers explained 8.6% variance in job satisfaction (Raziq & Maulabakhsh, 2014).
The study examined the influence of working environment on job satisfaction among administrative staff of public universities in Tanzania. Specifically, the objectives of the study included the following: to determine the effect of physical working environment on job satisfaction among the target university staff, to establish the effect of social working environment on job satisfaction among the target university staff, and to assess the effect of financial working environment on job satisfaction among the target university staff (Mwasi, 2022).
The target population included administrative staff of the Open University of Tanzania. A sample size of 140 respondents was selected to participate in the study. Data collection was done using a questionnaire. Descriptive statistics such as frequency, percentage, mean, and standard deviation were used to analyze descriptive variables of the study. Correlational analysis was used to establish the association between study variables. Regression analysis was employed to establish the effect of the predictor variables on the outcome variable. The results were presented using charts, graphs, and tables as deemed fit (Mwasi, 2022).
The results of regression analysis’s standardized coefficients indicated that when all factors are held constant, the physical working environment contributed 23.2% variance in job satisfaction among the target university staff, the social working environment contributed 47.6% variance in job satisfaction, and the financial working environment contributed 25.2% variance in job satisfaction (Mwasi, 2022).
The study explored the effect of employees’ work environment on job satisfaction among the personnel in Governor Mariano E. Villafuerte Community College (GMVCC) Siruma. The specific objectives of the study included the following: to determine the effect of leadership & management style on job satisfaction among the target population, to find out the effect of workplace stressors on job satisfaction, and to determine the effect of employee-administration on job satisfaction (Agna, 2025).
The target population included employees of GMVCC-Siruma. A sample size of 210 respondents was selected to participate in the study. Data collection was done using a questionnaire. Descriptive statistics were used to analyze the descriptive variables of the study. Pearson correlational analysis was used to assess the relationship between study variables. The results were presented in tables as required (Agna, 2025).
The results of correlation analysis revealed that all the work environment dimensions, including leadership & management style, workplace stressors, employee-administration relationship, and compensation & benefits, had a positive and significant relationship with employee job satisfaction in the target organization (Agna, 2025).
The study explored the impact of work stress and the work environment on job satisfaction among government employees in the Office BKN Region II Surabaya, Indonesia. The specific objectives included the following: to establish the effect of work stress on employee performance, to find out the effect of work stress on job satisfaction, to assess the effect of work environment on employee performance, to examine the effect of work environment on job satisfaction, and to determine the effect of job satisfaction on employee performance (Rachman, 2021).
The target population included government staff stationed in Surabaya, Indonesia. A sample size of 43 respondents was selected to participate in the study. Data collection was done using a questionnaire. The collected data was analyzed using descriptive statistics, including frequency, percentage, mean, and standard deviation. Regression analysis was employed to assess the effect of independent variables on the dependent variable. The results were presented in tables as deemed fit (Rachman, 2021).
The results of regression analysis’s standardized coefficients indicated that when all factors are held constant: work stress explained 53.8% variance in job satisfaction; work environment explained 19.1% variance in job satisfaction; work stress explained 38.1% variance in employee performance; work environment explained 40% variance in employee performance; job satisfaction explained 56.4% variance in employee performance; job satisfaction positively mediated the relationship between work stress and employee performance; and job satisfaction positively mediated the relationship between work environment and employee performance (Rachman, 2021).
The study focused on the impact of working environment on job satisfaction among employees in the Department of Agricultural Extension and the Bangladesh Rural Electrification Board. The specific objectives of the study included the following: to establish the effect of physical working environment on job satisfaction, to determine the effect of social working environment on job satisfaction, to find out the effect of secured working environment on job satisfaction, and to evaluate the effect of financial working environment on job satisfaction (Taheri et al., 2020).
The target population included manpower of one of the districts of the Department of Agricultural Extension (DAE) and the Bangladesh Rural Electrification Board (BREB). A sample size of 50 respondents participated in the study. Data collection was done using a questionnaire. Descriptive statistics including frequency, percentage, mean, and standard deviation. Regression analysis was used to establish the effect of the predictor variables on the outcome variables. The results of the analysis were presented in tables as deemed fit (Taheri et al., 2020).
The regression analysis results for DAE indicated that when all factors are held constant: physical working environment contributed 79.6% variance in job satisfaction; secured working environment contributed 83.2% variance in job satisfaction; while financial working environment contributed 74.7% variance in job satisfaction. However, the social working environment was shown to have an insignificant impact on job satisfaction. On the other hand, the findings for BREB indicated that when all factors are held constant, the social working environment explained 83.7% of the variance in job satisfaction, the secured working environment explained 82.3% of the variance in job satisfaction, and the financial working environment explained 76.2% of the variance in job satisfaction. Meanwhile, the physical working environment had an insignificant impact on job satisfaction (Taheri et al., 2020).
This study explored the impact of working environment on employee job satisfaction among manufacturing firms in Malaysia. Specifically, the study objectives included the following: to establish the effect of furniture on job satisfaction, to find out the effect of equipment on job satisfaction, to determine the effect of noise on job satisfaction, to assess the effect of light on job satisfaction, to evaluate the effect of temperature on job satisfaction, and to determine the effect of workstations on job satisfaction (Roni et al., 2024).
The target population included 3000 employees working in manufacturing firms in Malaysia. A sample size of 341 respondents was selected to participate in the study. Data collection was done using a questionnaire. Descriptive statistics such as frequency, percentage, mean, and standard deviation were used to analyze the collected data. Pearson’s correlation analysis was used to establish the relationship between the study variables. Regression analysis was used to assess the effect of independent variables on the dependent variable. The results were presented in tables as deemed fit (Roni et al., 2024).
The results of correlational analysis indicated that furniture, equipment, noise, light, and temperature had a positive and significant relationship with employee job satisfaction. On the other hand, ‘workstation’ had a negative association with employee job satisfaction. The results of regression analysis’s standardized coefficients indicated that furniture contributed 24.9% variance in employee job satisfaction, temperature contributed 19.2% variance in employee job satisfaction, and workstations contributed 24.1% variance in employee job satisfaction. On the other hand, equipment contributed 10.7% variance in employee job satisfaction, sound contributed 3.1% variance in employee job satisfaction, and light contributed 4.1% variance to employee job satisfaction. Overall, the multiple regression model indicated that the independent variables contributed 33% variance in employee job satisfaction (Roni et al., 2024).
Citations
Agna, M.P. (2025). Employees’ work environment and job satisfaction: basis for policy recommendation. International Journal on Science and Technology, 16(1).
Mwasi, C.A. (2022). Influence of working environment on job satisfaction for administrative staff of public universities in Tanzania: A case of the Open University of Tanzania. Unpublished master’s thesis submitted to the Open University of Tanzania.
Nathania, J., Nur, A., Ilzar, D., Sulistiowati, P. and Wenny, P. (2023). The effect of work environment and work-life balance on job satisfaction: work stress as a mediator. Journal of Economics, Management, and Trade, 29(1), 54-65.
Rachman, M.M. (2021). The impact of work stress and the work environment in the organization: how does job satisfaction affect employee performance? Journal of Human Resource and Sustainability Studies, 9, 337-354.
Raziq, A. and Maulabakhsh, R. (2014). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717-725.
Roni, M., Hasan, W.H.W., and Jamil, M.F. (2024). The impact of the working environment on employee job satisfaction. Proceedings of the International Conference on Governance, Management & Social Innovation, Advances in Economics, Business, and Management Research, 282.
Taheri, R.H., Miah, S.M., and Kamaruzzaman, M. (2020). Impact of working on job satisfaction. European Journal of Business and Management Research, 5(6).
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