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Office design: an exploration of worker satisfaction and their perceptions of effective workspaces

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ABSTRACT Recent studies indicate that top-performing companies have higher-performing work environments than average companies. They receive higher scores for worker satisfaction with their overall physical work environment as well as higher effectiveness ratings for their workspaces (Gensler, 2008; Harter et

ABSTRACT Recent studies indicate that top-performing companies have higher-performing work environments than average companies. They receive higher scores for worker satisfaction with their overall physical work environment as well as higher effectiveness ratings for their workspaces (Gensler, 2008; Harter et al., 2003). While these studies indicate a relationship between effective office design and satisfaction they have not explored which specific space types may contribute to workers' overall satisfaction with their physical work environment. Therefore, the purpose of this study is to explore the relationship between workers' overall satisfaction with their physical work environments and their perception of the effectiveness of spaces designed for Conceptual Age work including learning, focusing, collaborating, and socializing tasks. This research is designed to identify which workspace types are related to workers' satisfaction with their overall work environment and which are perceived to be most and least effective. To accomplish this two primary and four secondary research questions were developed for this study. The first primary question considers overall workers' satisfaction with their overall physical work environments (offices, workstations, hallways, common areas, reception, waiting areas, etc.) related to the effective use of work mode workspaces (learning, focusing, collaborating, socializing). The second primary research question was developed to identify which of the four work mode space types had the greatest and least relationship to workers' satisfaction with the overall physical work environment. Secondary research questions were developed to address workers' perceptions of effectiveness of each space type. This research project used data from a previous study collected from 2007 to 2012. Responses were from all staff levels of US office-based office workers and resulted in a blind sample of approximately 48,000 respondents. The data for this study were developed from SPSS data reports that included descriptive data and Pearson correlations. Findings were developed from those statistics using coefficient of determination.

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2013

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Electronic Communication for Professionals—Challenges and Opportunities

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The 21st-century professional or knowledge worker spends much of the working day engaging others through electronic communication. The modes of communication available to knowledge workers have rapidly increased due to computerized technology advances: conference and video calls, instant messaging, e-mail,

The 21st-century professional or knowledge worker spends much of the working day engaging others through electronic communication. The modes of communication available to knowledge workers have rapidly increased due to computerized technology advances: conference and video calls, instant messaging, e-mail, social media, podcasts, audio books, webinars, and much more. Professionals who think for a living express feelings of stress about their ability to respond and fear missing critical tasks or information as they attempt to wade through all the electronic communication that floods their inboxes. Although many electronic communication tools compete for the attention of the contemporary knowledge worker, most professionals use an electronic personal information management (PIM) system, more commonly known as an e-mail application and often the ubiquitous Microsoft Outlook program. The aim of this research was to provide knowledge workers with solutions to manage the influx of electronic communication that arrives daily by studying the workers in their working environment. This dissertation represents a quest to understand the current strategies knowledge workers use to manage their e-mail, and if modification of e-mail management strategies can have an impact on productivity and stress levels for these professionals. Today’s knowledge workers rarely work entirely alone, justifying the importance of also exploring methods to improve electronic communications within teams.

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2018

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心理授权对知识型员工工作投入度的影响研究:组织创新氛围的调节作用

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在科创企业中,知识型员工占据绝大比重,如何调动知识型员工的工作积极性,激发其更有效地投入时间和精力、贡献知识对企业持续成长十分关键。现有研究关注到授权管理对员工激励的重要性,但仅强调制度形式上的授权,忽视了员工主观感知层面的授权,授权激励的有效性难以保障。另外,由于知识型员工的自主性、独立性较高,管理者仅强调结果性激励,忽视了员工在过程中需要的帮助和支持,从而难以提高工作效率。本研究从心理感知视角出发,探讨了知识型员工的心理授权和工作投入度之间的关系,并进一步分析组织创新氛围的调节作用。本研究收集了8家科创企业,共421份有效问卷,通过信度、效度和共同方法偏差分析后,利用回归分析验证了心理授权对工作投入度的促进作用。具体来看,心理授权前三个维度的工作意义、自主性、自我效能对工作投入度三个维度活力、奉献和专注都有正向的促进作用,而第四个维度工作影响对奉献的正向作用显著,对其他维度的影响不显著。在组织创新氛围的调节方面,发现领导躬行、上级支持、团队协力正向调节自主性与奉献之间的关系,而在其他关系中的影响不显著。意味着当员工能够自行安排工作实施方式和进度时,充分的组织支持能够提高其投入时间和精力意愿,而对于体现工作精神状态的活力和专注没有显著影响。另外,组织促进,即组织宽松自由的氛围,负向调节自主性与工作专注度的关系,意味着高度工作授权和过于宽松的氛围,容易滋生懒散行为,反而会降低工作效率。
在实践方面,科创企业需要充分关注员工主观感知到的工作授权,并在工作目标和内容明确的情况下,对工作方式和进度进行有效控制。其次,企业领导者要以身作则,打造和谐和互相帮助的文化氛围,以保证员工在日常工作可获得足够的帮助。另外,工作授权需要张弛有度,过度宽松的工作方式和氛围容易降低员工的专注度,反而会降低工作效率。

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2022