Workplace Design Features, Job Satisfaction, and Organization Commitment

Abstract

Of late, there has been growing awareness among organizations as to the importance of green issues. This article seeks to examine how workplace design features of a green building contribute to the formation of employee organization commitment (OCM) through better job satisfaction (JST) within employees. Based on a comprehensive literature review, a theoretical model was proposed for investigation. Three putative paths linking workspace (WSP) to JST, departmental space (DSP) to JST, and JST to OCM were then tested relying on a survey data of 356 employees collected from three Leadership in Energy and Environmental Design (LEED)-certified companies, namely Indian Tobacco Company (ITC), Suzlon Energy Ltd, and Olympia Technology Park uses structural equation modeling (SEM) methodology as prescribed by Hair et al. Significant evidences were witnessed in support of all three purposed paths. The study drew data only from the greencertified organization. Future research should involve other green organization or larger sample of green building. The size and character of the sample were restricted by organizational constraints. Keywords green building, workplace design feature, JST and organization commitment, Leadership in Energy and Environmental Design (LEED)

Effect of job design and organizational commitment to employee retention in a lighting company

“…This fact helps to explain how important job design in the effort of increasing organizational commitment. The research result is done by Bangwal et al (2017), that there is a significant relationship between job design and organization commitment. The finding shows employee acknowledgment of the design feature of their working space in the green building.…”

Turning the Mirror on the Architects: A Study of the Open-Plan Office and Work Behaviors at an Architectural Company

“…However, research findings on its impact on business, health, and social relationships outcomes have been mixed. On the one hand, some studies show that employees, who are satisfied and content with their open-plan office, reported higher job satisfaction (Veitch et al, 2007 ; Bangwal et al, 2017 ), increased organizational commitment (Bangwal et al, 2017 ), positive coworkers' relations and collaboration (Zahn, 1991 ), and better rapport with supervisors (Sundstrom et al, 1980 ), mainly because of close proximity to other coworkers. On the other hand, a bunch of studies indicate that enclosed private offices outperform open-plan offices with respect to health status (Bodin Danielsson and Bodin, 2008 ), sick leave rates (Bodin Danielsson et al, 2014 ), job satisfaction (Oldham and Brass, 1979 ; De Croon et al, 2005 ; Bodin Danielsson and Bodin, 2008 ), and social relations (Oldham and Brass, 1979 ; Sundstrom et al, 1982 ; Kaarlela-Tuomaala et al, 2009 ), mainly due to lack of privacy in open-plan office environment (Rashid and Zimring, 2008 ; Laurence et al, 2013 ).…”

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