The effects of activity-based workplaces on contributors to organizational productivity: A systematic review

Masoudinejad, Sepideh; Veitch, Jennifer A.

doi:10.1016/j.jenvp.2022.101920

Cited by 9 publications

(5 citation statements)

References 48 publications

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“…The open answers in the current study revealed that working from home was perceived as offering better opportunities for efficiency in task performance compared to the AFO solution on the university premises. In relation to a general shift among office workers toward working more from home after the pandemic, Masoudinejad and Veitch (2022) similarly pointed out in their conclusion that people have realized that the home office may offer better opportunities, for example, for work that requires concentration. When designing office environments, it is crucial to pay great attention to work processes (Nooij et al , 2023; Häne et al , 2020).…”

Section: Discussionmentioning

confidence: 99%

“…A recent review indicates that cellular offices are perceived more favorably than AFOs in terms of environmental satisfaction, social relations, personal space, cognitive performance, work output, job satisfaction and commitment, job characteristics and health and well-being (Masoudinejad and Veitch, 2022). Environments that support staff attention and focus are associated with increased job satisfaction, social relations and health and well-being (Masoudinejad and Veitch, 2022). As such, it is crucial to establish designated quiet zones within AFOs to facilitate focused work that requires concentration.…”

Section: Previous Research Into Activity-based Offices and Activity-b...mentioning

confidence: 99%

“…Distraction caused by the background environment, such as uncontrollable noise (Jahncke and Hallman, 2020) and lack of privacy (Marzban et al , 2022) are among common work environment-related issues in AFOs. A recent review indicates that cellular offices are perceived more favorably than AFOs in terms of environmental satisfaction, social relations, personal space, cognitive performance, work output, job satisfaction and commitment, job characteristics and health and well-being (Masoudinejad and Veitch, 2022). Environments that support staff attention and focus are associated with increased job satisfaction, social relations and health and well-being (Masoudinejad and Veitch, 2022).…”

Section: Introductionmentioning

confidence: 99%

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Consequences of implementing activity-based flexible offices in academia: a follow-up study of perceived changes in the physical and psychosocial work environment after relocation

Toivanen,

Berthelsen,

Muhonen

2023

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Purpose This study aims to investigate university staff relocation from multiple separate buildings to a new building with activity-based flexible offices (AFOs) at a University in Sweden. The aim was to assess staff perceptions of the physical and psychosocial work environment and whether there were any changes in these perceptions before and after the move. Design/methodology/approach A mixed-methods design was used, analyzing closed-ended survey data at two time points (T1, n = 169 and T2, n = 160) and open-ended responses (n = 180) at T2. Findings The main findings revealed that employees started working more from home and that there were significant decreases in perceptions of the physical and psychosocial work environment, as well as job satisfaction, after the move to the new premises. Practical implications A comprehensive analysis of existing work processes, tasks and collaborations is crucial when planning new university premises. The planning process needs to be done in close collaboration with different stakeholders with multiple perspectives. Originality/value Introduction of AFOs in an academic setting can lead to negative consequences for occupational health and efficiency.

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Section: Discussionmentioning

confidence: 99%

Section: Previous Research Into Activity-based Offices and Activity-b...mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Consequences of implementing activity-based flexible offices in academia: a follow-up study of perceived changes in the physical and psychosocial work environment after relocation

Toivanen,

Berthelsen,

Muhonen

2023

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“…Many studies also found that open offices actually had negative impacts on employee relationships. 7 Not having easy access to private spaces makes it difficult to have urgent sensitive conversations when they come up in the course of our workday. While Bell being in an open office as an associate university librarian seems laudable-since managers at most institutions still have private offices-it is likely to make him less accessible to the people he manages.…”

Section: The Real Impact Of Open Officesmentioning

confidence: 99%

Neither open nor equitable: The high cost of open offices

Farkas

2023

CRLN

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When it Comes to Our Workspaces," is propaganda for open offices masquerading as "an objective look at the open office environment." 1 Bell minimizes the costs that open offices pose to employee well-being and to the functioning of the organization, and falsely equates the move to open offices with greater openness and equity. While I don't disagree that there are ways to use design to mitigate some of the harm to employees and their ability to work productively in open offices, research suggests there will still be significant harm and it will not be felt equally. As a fellow open office dweller, I felt it was important to offer another perspective, supported by scholarship on the topic.Bell suggests in his article that the verdict on open offices is mixed and that it's just as easy to find evidence supporting open offices as critiquing them. In looking at systematic reviews on the topic, including several that have been published over the past three years, I found this to be far from the case. In fact, the scholarly consensus on open offices is uniformly negative and the move to open offices comes with many detrimental impacts on employee well-being, organizational health, and work output.

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“…In the form of maximum job productivity to achieve the predetermined goals (Sarwono and Bernarto, 2020). Company management must take note of the employee's commitment to their jobs if they want to attain high production (Masoudinejad and Veitch, 2023). Being loyal is a mental attitude that can motivate someone to be able to control themselves and work harder, faster and better.…”

Section: Introductionmentioning

confidence: 99%

How does millennial employee job satisfaction affect performance?

Indrayani,

Nurhatisyah,

Damsar

et al. 2023

HESWBL

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PurposeThis study aims to test and analyze the effect of continuous commitment, task complexity, competence and personal value on employee performance millennial intervening job satisfaction.Design/methodology/approachThis research method is quantitative with a sequential explanatory design, then data collection through a questionnaire, with a sample of 205 respondents—data analysis using Structural Equation Model (SEM) with the software Linear Structural Relationship (LISREL).FindingsThe results of research on the performance of millennial employees with intervening work satisfaction showed that continuous commitment (2.49), task complexity (2.74) and professional competence (2.0) had a significant effect. This means that the performance of millennial employees will increase if they get job satisfaction. With satisfaction, the commitment and competence of millennial employees are high. While the research results for the performance of millennial employees have a direct influence, only professional competence (2.27) and task complexity (4.06) are significant. This means that as high as professional competence is characterized by intellectual, emotional mood and attitude, owned by millennial employees, the resulting performance is increased even with complex tasks.Research limitations/implicationsThe findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.Originality/valueThis research's contribution to millennial workers is to help them improve and develop their performance, allowing them to compete more effectively. The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.

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The effects of activity-based workplaces on contributors to organizational productivity: A systematic review

Cited by 9 publications

References 48 publications

Consequences of implementing activity-based flexible offices in academia: a follow-up study of perceived changes in the physical and psychosocial work environment after relocation

Consequences of implementing activity-based flexible offices in academia: a follow-up study of perceived changes in the physical and psychosocial work environment after relocation

Neither open nor equitable: The high cost of open offices

How does millennial employee job satisfaction affect performance?

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