i

IMPACT OF WORKING ENVIRONMENT ON EMPLOYEE

PERFORMANCE OF ROSEDALE

A Thesis
Presented to the Faculty
of the College of Business and Accountancy
University of Cebu – Banilad
Cebu City, Philippines

In Partial Fulfillment
of the Requirements for the Degree of
Bachelor of Science in Business Administration

By:

Jheilson S. Dingcong Lerma L. Gedorio

Cherry L. Espejon Cherry O. Parot

Fel B. Tapao

December 2021
 ii

UNIVERSITY OF CEBU-BANILAD

RESEARCH OFFICE

APPROVAL SHEET

IN PARTIAL FULFILLMENT of the requirements for the Degree of Bachelor of

Science in Business Administration, this thesis entitled, “Impact of Working Environment on
Employee Performance of Rosedale” prepared and submitted by Lerma Gedorio, Jheilson
Dingcong, Cherry Espejon, Cherry Parot and Fel Tapao has been duly examined, accepted and
approved for the oral examination.

LYNDON CARLOS OGOC, CPA

Adviser

ACCEPTED as partial fulfillment of the requirements for the Degree of Bachelor of

Science in Business Administration.

DR. CHRISTOPHER BIORE, CPA

Dean – College of Business and Accountancy

APPROVED by the tribunal of the Oral Defense with the grade of PASSED.

DR. CHRISTOPHER BIORE, CPA

Chairman

LILIA DELA CRUZ, CPA MARVIN NARAJA, CPA

Member 1 Member 2

ROSELITA DOMING, MA Ed.-Mathematics

Statistician

Date: December 2021

 iii

ACKNOWLEDGEMENT

This study would not reach to its peak of success without the help of these

specified individuals where the researchers are beyond thankful at.

First and foremost, thanks to God, the Almighty, for his showers of

blessings throughout our research work that we were able to complete the research

successfully.

To our research instructor, Ms. Roselita Doming, for giving us the

opportunity to do research and providing us with the materials and samples

throughout our work. 

To our research adviser, Mr. Lyndon Carlos Ogoc, for the effort, patience,

understanding, cooperation and aid in accomplishing this study and it was a great

privilege and honor to work and study under his guidance.

To our fellow classmates and friends, for helping us during our study,

offering advice, and supporting us through the entire process.

Lastly, we would like to thank our beloved parents for the love, prayers, for

supporting us emotionally and financially, and for encouraging us in all of our

pursuits and inspiring us to follow our dreams.

 iv

DEDICATION

The researchers of this study dedicate this research output to the Business

Administration students, future proponents of researches, and other individuals that

would like to utilize this humble research in their future literary works.

To our family, friends, and all those who continue to encourage us to do our

best, as well as those who are vigilantly monitoring our well-being until we

complete our research.

To our Almighty God, our number one supporter that makes us believe that

we can do it, the one who blessed us with the courage to go on and showered us

with blessings.
 v

TABLE OF CONTENTS

Page

Title Page i

Approval Sheet ii

Acknowledgement iii

Dedication iv

Table of Contents v

CHAPTER

1 THE PROBLEM AND ITS SCOPE 1

INTRODUCTION 1

Rationale of the Study 1

Theoretical Background 4

THE PROBLEM 10

Statement of the Problem 10

Statement of Null Hypothesis 11

Significance of the Study 11

RESEARCH METHODOLOGY 14

Research Design 14
 vi

Research Environment 14

Research Respondents 15

Research Instrument 15

Dry Run Procedure 17

Content Validation 17

Research Procedures 18

Statistical Treatment 19

Ethical Considerations 20

Trustworthiness of the Research 20

DEFINITION OF TERMS 23

REFERENCES 24

APPENDICES 27

Appendix A – Research Instrument 27

Appendix B – Location Map 31

Appendix C – Transmittal Letter – Dean 32

Appendix D – Transmittal Letter – Store 33

Appendix E – Informed Consent Form 34

CURRICULUM VITAE 37
 vii

LIST OF FIGURES

Figure Description Page

1 Research Flow Chart 14

viii
 1

CHAPTER 1
THE PROBLEM AND ITS SCOPE

INTRODUCTION
Rationale

Working Environment takes part of giving effect towards the employees’

performance in the business. It can create an impact on employees’ performance

either towards the negative or positive outcome (Chandrasekar,2011). According to

Dan Rodriguez (2017), the CEO and Managing Director of Hays, that they always

hear every day from candidates looking for a company culture that fits with their

core values. Strong leadership, open communication, work-life balance, and career

development will help them grow in that certain workplace environment. The

social environment, information technology, and the flexible ways of organizing

work systems have changed the work environment throughout the years (Hasun &

Makhbul,2005).

The problem of making changes is the adjustment of the employees once the

new policy and layout of the workplace have begun in their stead while working in

that environment. Based on a 2017 survey by Hays recruitment firm, less than half

(44%) of respondents are happy in their current role and 81 percent said they

would consider leaving their current role for the right fit of environment. The

employees today don’t look more into the paycheck rather they are looking for the
 2

right fit of environment. Failing to give attention to the employees' rights, respect

and caring relationship in the workplace can mean work disengagement (Rivanto et

al, 2017; Abun et al, 2020).

Employees are motivated to work because of a pleasant physical working

environment. The work environment is very important in determining how

enjoyable work is (Birla,2013). Employees' mobility, attentiveness, sensory and

physical connection to job duties, and engagement are all assisted by a pleasant,

adaptive, and appealing physical office environment. It improves the employees'

physical and mental well-being. It not only helps them build and maintain their

functioning capacity, but it also helps them improve it. This occurs because one's

cognitive, emotional, and physical well-being are all influenced by one's work

environment (Satyendra, 2019). Employee engagement and productivity are

dependent on a well-designed, user-friendly physical working environment.

Moreover, another important component in improving the office

environment is effective communication (Vartika Kashyap, 2019). An organization

that effectively communicates throughout the workplace is more likely to prevent

problems with performing daily processes and is less likely to experience incorrect

occurrences. Noise harms communication; annoyance levels rise and productivity

falls as noise persists and becomes louder. The reason for this is that when noise

levels rise, verbal communication becomes increasingly difficult.

 3

As of the recent data released by the Philippine Statistics Authority (2021),

in January 2021, the employment rate was 91.3 percent, which was the same as in

October 2020. This indicates that out of a total workforce of 45.2 million Filipinos,

41.2 million were employed in January 2021. This forecast is lower than the 94.7

percent published in January 2020. According to Davidescu et al (2020), The labor

market is constantly changing, and the role of the employee is incredibly important

in those adjustments.

Based on the current review and research articles, this study aims to

determine the impact of working environment on employees’ performance in

Rosedale Commercial Building in Nasipit, Talamban, Cebu, Philippines. This

study will contain a specific type of environment of what causes the lack of

performance of each employee. It will cover the physical work environment,

human work environment, and organizational work environment that can create a

negative outcome of the employee’s performance in the industry. It will also

provide evidence that communication, noise, and workplace structure can be

reflected in Rosedale Commercial Building. This research paper will be able to

give a thorough summary of how employees’ environment is valued in an

industrial firm.
 4

Theoretical Background

This study is anchored on the Human Relations theory by Elton Mayo which

proposed that employees were motivated primarily by pay. Mayo stated that the

person is motivated by social needs, wanting reward, on-the-job relationships, and

responding more to workgroup pressures than to internal control. The workers will

perform effectively, efficiently, and excellently at work if the work environment is

conducive.

A conducive work environment ensures the well-being of employees which

invariably will enable them to exert themselves to their roles with all vigor which

will translate to higher performance (Akinyele, 2007). Also, the core aspect of

Human Relationship theory is that when workers were being observed and

included in the research, they will be felt more important and valued by the

company. This may result as their productivity and motivation levels went up

significantly. This represented a big departure from many of the classical theories,

particularly Fordism, because it went against the notion that management needed

to control workers and remove their autonomy at every step. Hence, it showed that

by engaging with workers and considering their requirements as well as their

needs, companies could benefit from increased productivity. However, Mayo

 5

argued that managers needed to encourage good communication with workers and

developed a connection with their employees, which runs counter to Taylor and

Ford's claims that managers needed to focus on organization goals and completely

control the workers. However, Mayo emphasized that employees will be more

productive if they will be provided with feedback on their job performance.

Employees need recognition for a job well done and reassurance that their opinion

matters within the workplace to be motivated to perform. Employees' appreciation

may be a human need that when they feel appreciated and recognized for their job

well done they will be more connected and productive to work. This also leads

employees to greater employee engagement which creates a positive overall

workplace.

It was further supported by Reinforcement theory by B.F Skinner, a

psychologist who developed an interesting but controversial technique for

motivation. This approach is called positive reinforcement or behavior

modification where in it holds that individuals can be motivated through proper

design of their work environment and praise for their performance and that

punishment for poor performance produces a negative result. Punishment is said to

have a harmful effect on the motivation and performance of the employee.

According to Johari and Yahya (2009) views, job performance has become

one among the many indicators in managing organizational productivity. It is the

 6

quality standard of the workplace environment that the majority impacts the level

of employee motivation and subsequent performance. The key factors within the

workplace environment greatly impact an employee’s level of motivation and

performance.

According to Boles et al. (2004), when the workers are physically and

emotionally had the desire to work, their performance outcomes shall be increased.

Moreover, they also stated that having a proper workplace environment helps in

reducing the number of absenteeism and thus can increase employees’

performance. Employees whose performance is affected by the workplace

environment are those that always complain about their discomfort and

dissatisfaction at the workplace.

Working environment can be anything that exist around the employee and

can affect how he or she performs his or her duties. To support this, consistent with

Bushiri (2014), working environment are consists of physical work environment

and non-physically attached to the employees that cannot be separated from the

business development of employee performance. According to Huysamen (1997),

the working environment is defined as physical work environment, human work

environment, and organizational environment. The physical work environment is

the physical aspect of the working area such as place, lighting, temperature, air

quality, noise conditions, etc. The human work environment is the relationship
 7

between the employees with their peers in the organization. The organizational

work environment is the procedures and organization system that runs in the

workplace such as the organizational culture of the firm, the organization structure,

the organization administration and the organization procedures. To support this,

according to the study of Edward Tio (2014), it revealed that the overall model of

work environment proposed by Huysamen (1997) have significant influence

towards employee job satisfaction and performance.

The working environment of the firm is additionally a crucial factor that

features a significant impact on an employee’s performance, fulfilling their

intrinsic, extrinsic, and social needs, forming the basis if he or she will stay in an

organization, as well as being the key determinant of quality in work and

performance levels (Haynes, 2008). A positive working environment therefore

features a multitude of benefits to an organization.

As discussed in the study of Sinnappan (2017), it stated that the working

environment has affected the working performance level of the employees. Also, in

his study, it stated that teamwork actually plays a huge role in determining their

peer’s performance level. Having human contact on a day to day basis does affect

their motivation level and also the quality of work. The employees said that they

might got to feel happy whenever they are at the workplace otherwise it would

jeopardize their performance level.

 8

To better understand the effectiveness on jobs, it is important to learn about

the connections between employees’ performance, people and situation factors.

Employees’ performance is a very significant factor influencing profitability of any

organization (Bevan, 2012). Performance is valuable for organization as

employees’ performance leads to business success. Also, performance is essential

for individuals, as achieving tasks can be a source of satisfaction (Muchhal, 2014).

According to Haynes (2008), extensive amount of literature is available on

effects of workplace environment on employee performance (Osealan 1999,

Leaman and Bordass 2000, Croome 2000). Haynes explained that the previous

researches have been conducted by establishing a link between the physical

component of working environment and the employees’ performance. Some of the

literature also acknowledged influence of social dimension of workplace

environment i.e. the behavioral component, also impacts the employees’

performance but there is little empirical research available to support the idea.

Haynes (2008) described physical work environment and behavioral

environment as the physical work environment consist of components that relate to

employees’ ability to physically connect with their work environment. While,

behavioral environment consists of components that relate to how well the

employees connect with each other and the impact the work environment can have

on the behavior of individuals.

 9

Based on the study of Impact of Workplace Environment on Employee

Performance (Satyendra, 2021), a good organization is one which takes care of its

employees. This is often done by paying attention to their workplace environment.

This is because the employees spend substantial part of the time of their lives at the

workplace while carrying out their work. Hence, workplace environment

influences their cognitive and emotional states, concentration, behavior, actions,

and abilities. It plays an important role in the employees’ engagement as well as in

their performance. In fact, workplace environment has a big contribution for the

organization in maintaining a high level of employees’ productivity and hence the

organizational productivity.
 10

THE PROBLEM

Statement of the problem

This study will determine the impact of working environment towards the

level of performance of the employees working at Rosedale commercial building

located in Nasipit, Talamban, Cebu. As a basis of the findings of the study, a

strategic plan will be developed to enhance the working environment of the

enterprises for the benefit of the employees.

Specifically, this research will seek to address the following sub-problems:

1. What is the socio-demographic profile of employees in terms of:

1.1 Age

1.2 Gender

1.3 Civil Status

1.4 Work Position

2. How do the following dimensions of work environment affect Work

performance?

2.1 Physical Environment

2.2 Human Environment

 11

2.3 Organizational Environment

3. To what extent does working environment affects employees’ performance in

terms of Self-Rated Task Performance?

4. From the results of the study, what recommendations could be made to SME

business owners to improve employee performance?

Statement of Null Hypothesis

The following null hypothesis will be tested at a 0.05 level of significance.

Hø: There is no significant relationship between the respondents' assessment

to the impact of working environment and their performance.

Significance of the Study

The possible findings of this study will be significantly beneficial to the

following stakeholders:

Managers and Owners. Business Owners and Managers will be able to

know the impact of the working environment in to their employees. This study will

help them to monitor and formulate strategic plans to address risk such as

workplace infrastructure, communication barriers, health and possible problems

that focuses on the performance of their employees.

Employees. This study will help employees to be aware about the factors

such as the physical, human and organizational environment that really affect their
 12

performance of delivering product and services to their customers. It will help

them get feedback of the possible reason why they can’t cope up with their best

performance of these major factors.

Future Entrepreneurs. Future Entrepreneurs will know how to build and

establish a good relationship to their new employees not only by giving SSS, Pag

ibig, Philhealth, overtime and night differential bonuses but also by eliminating

possible risk and harm that can create bad connection and barrier in the new

workplace environment and peers.

Operations Management Students. Operation Management students will

know the specific working condition that will affect employees’ performance in

business industries. This study will help students to gain more information of how

to solve the uncertainties of the working environment and how to increase the

performance of the employees in the operation.

Researchers. This study will help the researchers be knowledgeable and

aware of the challenges confronted by the employees in the working environment.

This study will also assist the researchers in making new ideas and use this study

as a basis in formulating strategic plan in employee’s working environment and

performance.
 13

Future Researchers. This study will guide future researchers, which may

serve as a reference and more contribution to the studies related to the impact of

working environment on employee’s performance.

 14

RESEARCH METHODOLOGY

Research Design

The study will utilize a quantitative research method that involves collecting

and analyzing data through the use of statistical tools. Specifically, a descriptive

survey research method will be utilized in the conduct of this study. The said type

of research will be used in the study which the researchers will be focusing on the

impacts of working environment on employee performance.

Input Process Output

Respondents profile Descriptive method Proposed

Impacts of working utilizing the recommendations to
environment towards researcher’s SME business owners
employees questionnare to improve employee
performance Data gathering performance
Data processing
Analyzing of data

Figure 1: Research Flow Chart

Research Environment

This study will be conducted respectively at Rosedale Place through a

survey questionnaire form. The respondents of this study are employees of the
Rosedale Place commercial building. It is located at Gov. M. Cuenco Ave., Nasipit
 15

Talamban Cebu City, 6000 Cebu. The commercial building is in between Dona
Rita Village and University of San Carlos Talamban. It has a Fast Food Chain
Restaurants, Stall Milktea Station and Korean Convenient Store (See Appendix B–
Location Map).

Research Respondents

This study will use simple random sampling method in selecting the
respondents. The respondents of this study will be the Fast Food Chain
Restaurants, Stall Milktea Station, and Korean Convenient Store. The employees
had a population of fifty(50).

Research Instrument

This study will utilize a researcher-made questionnaire through a survey

questionnaire forms as an instrument in gathering the data. The questionnaire is
designed to investigate the impact of the working environment towards the
performance of the respondents.

The questionnaire is composed of three (3) section:

 Section A is on the demographic profile of the employees which

contains the age, gender and civil status.
 Section B focuses on the impacts of working environment towards
employee’s performance which contains the physical environment,
human work environment and organizational environment.
 Section C is the employee’s performance. It is in this part of the
survey that the employees working conditions at their workplace base
on the task performance and psychological resilience.
 16

The research instrument is formulated in a modified Likert scale structure,

with a 4-point scale, ranging from “strongly agree” (SA), through “agree” (A), to

“disagree” (D), to “strongly disagree” (SD). Subjects will then be instructed to

respond to their degree of agreement or disagreement on the statements provided

whether or not they deem such statements to be an impact (See Appendix A-

Research Instrument).

The following are the mean ranges with the following response category and

verbal interpretation:

Rating Scale Response Category Verbal Interpretation

This category means that
4 Strongly Agree (SA) the respondent is strongly
agreeing to the factors
affecting employee
performance
This category means that
3 Agree (A) the respondent is
moderately agreeing to
the factors affecting
employee performance
This category means that
2 Disagree (D) the respondent is
moderately disagreeing to
the factors affecting the
employee performance
This category means that
1 Strongly Disagree (SD) the respondent is strongly
disagreeing to the factors
 17

affecting employee
performance

Dry run procedure

Prior to the actual data gathering, the researchers will conduct a dry-run

procedure in the form of pilot testing with respondents to test the instrument's

reliability to be used in collecting data. Twenty (20) employees from Rosedale

Business Center in Nasipit, Talamban, Cebu, Philippines will answer the survey

instrument during the pilot testing. This number of respondents will be enough to

test and ascertain if the survey questionnaire is ready and reliable to be forwarded

for the final conduct of the study. The result will serve as a basis to guide the

researchers for the large-scale investigation, which will be performed to the

selected fifty (50) sample size of employees of Rosedale commercial building.

The Cronbach’s Alpha will be computed to verify if the survey instrument is

reliable and consistent for the final administration of the research. 

Content Validation

Prior to the actual conduct of the survey, the research-made instrument will

undergo content validation to determine the validity of the instrument that will be

used in this study. This will ensure the efficacy and appropriateness of the survey

instrument to be used in the study by checking whether or not such sufficiently

 18

caters to the scope and purpose of the study. Further corrections and suggested

revisions, if the content validator deems necessary, will also be presented to ensure

the validity of the survey questionnaire before actual data gathering.

Research Procedures

Data Collection. To acquire the necessary information for the study, a letter

will be sent to the Dean of the College of Business and Accountancy asking for

permission to allow the researchers to survey the selected employees of Rosedale

Commercial Building in Nasipit, Talamban, Cebu (See Appendix C: Transmittal

Letter - Dean). Following approval, a transmittal letter will be sent to the human

resource manager of the chosen subject, requesting permission to survey because

their employees are the primary respondents in this study (See Appendix D:

Transmittal Letter - Store). Finally, after the approval of the said letter, an

informed consent form will also be prepared and presented to the respondents of

this study before the conduct of the actual survey (See Appendix E: Informed

Consent Form).

The conduct of the survey will be done face-to-face to acquire more accurate

and reliable information. Amidst COVID-19 pandemic, the researchers will adhere

to all safety protocols for the safety of both respondents and researchers. In

accordance, the researchers will only hand out the survey questionnaires to the
 19

human resource manager, and the human resource department will distribute the

survey questionnaires to the employees during their vacant time to avoid any work

interruptions. Moreover, the data gathered from the face-to-face survey will be

reviewed, counted, translated, and analysed before performing any statistical

treatment.

Statistical Treatment

The data gathered from the respondents will be subjected to different

statistical tools. The following statistical tools will be utilized to ease the analysis,

tabulation, and interpretation of the data.

Simple Percentage will be utilized to organize and analyze the data

concerning the profile of the respondents. The formula is as follows:

f
P= x100
N
Where: P = Percent

f = Frequency

N = Population

100 = Constant
 20

Weighted Mean will be utilized to analyze the data on the age, gender, civil

status and work position as they relate to the impact of working environment on

the performance of the respondents.

Chi-Square Test of Independence will be utilized to calculate and analyze

data to see if there is a significant relationship between the respondents' assessment

to the impact of working environment and their performance.

Ethical Considerations

The research will strictly adhere to the ethical principles of autonomy,

beneficence, non-maleficence, and justice in the conduct of the research. The

proponents will ensure that due respect for the independence and self-

determination of the respondents will be applied throughout the conduct of the

study. The proponents are expected to provide the truth at all times to the

respondents and obtain proper consent for any interactions needed relating to the

study. Any personal information and other data gathered will be deemed

confidential in all material respects and utilized solely to realize the study and will

be erased after six months.

The research instrument is developed to prevent harm towards others and

ensure to address specific questions relevant to the study solely. Furthermore, the

output of this study will be grounded towards the provision of a recommendation

 21

that will be equally beneficial for the business, employees, and future researchers

alike.

Trustworthiness of the Research

With respect to the credibility of the study, the collection of the data shall be

done through a face-to-face setting to ensure that if questions arise from the

respondents, researchers can attend to their concerns. In addition, to ensure the

safety of both the proponents and respondents of the research, the researchers shall

follow all the necessary health protocols and wear the necessary equipment to

ensure a safe environment. The information about the research and the data

analysis will be recorded and disclosed to the respondents. It shall be utilized in

analyzing the data concerning all the proper procedures.

For transferability, the results and output of the study shall be presented to

the involved respondents and other organizations that require the information. As a

result, the findings of the study can be used by different organizations to formulate

and execute various strategical movements and programs that will help the

business environment and employee performance.

For dependability, other researchers in the future may repeat the conducted

research to elaborate and present the consistency of the findings. Furthermore, the
 22

study can be repeated, and identical research findings can be obtained because the

data utilized in the analysis and formulation of the findings were all reliable.

Finally, when it comes to confirmability, all the research findings shall be

obtained and based on the respondents’ responses. The participants’ written

responses shall be precisely analyzed to gather all the quantitative information

through the utilization of the necessary statistical tools obtained by recording and

tallying the given information. Regarding any biases, the researchers shall not

interfere and inflict their own beliefs and shall only record what is provided by the

participants. In that regard, the findings of the study will become consistent with

the responses of the research respondents.

 23

DEFINITION OF TERMS

Working Environment- Is the setting, social features and physical conditions in

which you perform your job.

Physical Working Environment- this term means the physical environment of the
workplace as a whole. This includes; the width of the workspace, privacy of the
workspace, workspace infrastructure, workplace tools, noise in the workplace,
workplace temperature and workplace lighting.

Human Working Environment- this includes the support by the superior, clarity
of information from superior, clear expectation from superior, clear feedback from
the superior, tolerance from superior, friendliness of superior, the support of
colleagues, teamwork of colleagues, colleague’s tolerance, and friendliness of
colleagues.

Organizational Working Environment- this term involves the organization

culture, the organization structure, the organization administration and the
organization procedure.
 24

Performance- it is an action or type of behavior that involves a lot of attention to

detail or to small matters that are important or not.

Rosedale- it is a commercial building with stores like Fast Food Chain

Restaurants, Stall Milktea Station, and Korean Convenient Store where the
research is conducted.

REFERENCES
Journal/Periodicals/Manuals
Aisha, A., Hardjomidjojo, P., & Yassierli. (2013). Effects of Working Ability,

Working Condition, Motivation and Incentive on Employees Multi-

Dimensional Performance. International Journal of Innovation,

Management and Technology, 4(6), 605–609.

https://doi.org/10.7763/ijimt.2013.v4.470

Bucher, T. (2007). Performance management theory: A look from the performer’s

perspective with implications for HRD. Human Resource Development

International, 10:1(59–73). https://doi.org/10.1080/13678860601170294

Abun, D., Ranay, F., Magallanes, T., Encarnacion, M., & Alkalde, F. (2020). The

Philippines Context: Employee Treatment. Proteus-Cahiers des théories de

l’art, Revue indépendante,. Employee Treatment and Work Engagement:

 25

The Philippines Context, 11 (10), 153–175.

https://doi.org/10.37896/PJ11.10/017ff.ffhal-02994669f

Hasun, F. M., & Makhbul, Z. M. (2005). An overview of workplace environment

and selected demographic factors towards individual’s health and

performance enhancement. Synergizing OSH for Business Competitive, 45–

53.

Internet Sources
Bushiri, C. (2014). The Impact of Working Environment on Employees’

Performance: The Case of Institute of Finance Management in Dar Es

Salaam. Digital Library of Open University of Tanzania.

https://core.ac.uk/download/pdf/33424874.pdf

Chandrasekar, K. (2011). Workplace Environment and Its Impact on

Organizational Performance in Public Sector Organizational. International

Journal of Enterprise Computing and Business Systems.

http://www.ijecbs.com/January2011/N4Jan2011.pdf

C/lahi, F. (2021). A Study on the Impact of Work Environment on Employee

Perfprmance. Academia.Edu. https://www.academia.edu/31293891

A_STUDY_ON_THE_IMPACT_OF_WORK_ENVIRONMENT_ON_EM

PLOYEE_PERFORMANCE?
 26

fbclid=IwAR2vMHrPPi22T_yLnLhNaStdy0bYrrPDvu7PN4YVzotjI-

vd_nOiRCn8bC8

Davidescu, A. A. (2020, July 29). Work Flexibility, Job Satisfaction, and Job

Performance among Romanian Employees—Implications for Sustainable

Human Resource Management. MDPI. https://www.mdpi.com/2071-

1050/12/15/6086/htm

Kashyap, V. (2019, May 20). Effective Communication in the Workplace: How

and Why? HR Technologist.

https://www.hrtechnologist.com/articles/employee-engagement/effective-

communication-in-the-workplace-how-and-why/

Olanipekun, L. O. (2016, March 31). WORK ENVIRONMENT AND ITS

IMPLICATION ON EMPLOYEES PERFORMANCE. Lateef O Olanipekun -

Academia.Edu. https://www.academia.edu/23870146

Riyanto, S. (2017, August 14). The Impact of Working Motivation and Working

Environment on Employees Performance in Indonesia Stock Exchange |

Riyanto | International Review of Management and Marketing.

Econjournals.

https://www.econjournals.com/index.php/irmm/article/view/5269
 27

Satyendra. (2019, May 26). Impact of Workplace Environment on Employee

Performance – IspatGuru. Ispatguru. https://www.ispatguru.com/impact-of-

workplace-environment-on-employee-performance/.

Tio, E. (2014). The Impact of Working Environment Towards Employee Job

Satisfaction: A Case Study in PT. X.

https://www.studocu.com/en-au/document/royal-melbourne-institute-of-

technology/digital-marketing/1543-2839-1-sm-none/10954581

APPENDICES
APPENDIX - A
RESEARCH INSTRUMENT

Dear Respondents,
We, the undersigned, are students of Bachelor of Science in Business Administration in
University of Cebu – Banilad Campus are conducting a research study entitled: “Impact of
Working Environment on Employee Performance of Rosedale”. In relation to this, we would like
to respectfully ask permission to allow us to administer this questionnaire to you and spare a few
minutes of your time in answering this research questionnaire. Your participation in this survey
 28

is completely voluntary. We believe that your cooperation in responding to this questionnaire

will give reliable data that would address our research questions and support our study.
In return of this request, the gathered data will be treated with utmost confidentiality and
used for academic purposes only.

Respectfully Yours,
The Researchers:

LERMA GEDORIO CHERRY ESPEJON CHERRY PAROT

Researcher Researcher Researcher

JHEILSON DINGCONG FEL TAPAO

Researcher Researcher
_____________________________________________________________________________________
SURVEY QUESTIONNAIRE
SECTION A: Profile of the Respondents

Instruction: Please input and/or choose the appropriate box that corresponds to your answer.
1. Age: [ ] 18-24 [ ] 25-34 [ ] 35-44 [ ] 45-55

2. Gender: [ ] Male [ ] Female

3. Civil Status: _________

4. Work position: [ ] Cashier/Server staff [ ] Kitchen Staff [ ] Both

SECTION B: Factors of Working Environment

Instruction: Kindly check (✓) the appropriate scores on the Likert Scale that corresponds to your answer
on each indicator statement. The following are the rating scale with corresponding response categories
and verbal interpretation.
Rating Scale Response Category Verbal Interpretation

4 Strongly Agree (SA) - This category means that the

respondent is strongly
agreeing to the factors
affecting employee
 29

performance
3 Agree (A) - This category means that the
respondent is moderately
agreeing to the factors
affecting employee
performance
2 Disagree (D) - This category means that the
respondent is moderately
disagreeing to the factors
affecting employee
performance
1 Strongly Disagree (SD) - This category means that the
respondent is strongly
disagreeing to the factors that
affect employee performance.

SECTION B.1: PHYSICAL WORK ENVIRONMENT

No. Indicator (SA) (A) (D) (SD)

4 3 2 1
4 My work environment is neat and
organized.
5 My work environment presents the
necessary infrastructure to support my
activities
6 My workplace is far from hazard
7 My workplace provides an undisturbed
environment without any noise that gives
me alone time to perform my duties.
8 The workplace has good air quality and
temperature

SECTION B.2: HUMAN WORK ENVIRONMENT

 30

No Indicator (SA) (A) (D) (SD)

. 4 3 2 1
9 My superior provides me a clear feedback
on my performance
10 My superior motivates me to do a better job
11 My superior treats us fairly.
12 I do not face difficulty in approaching my
coworkers
13 I significantly do not miss the physical
interaction with my colleagues

SECTION B.3: ORGANIZATIONAL WORK ENVIRONMENT

No. Indicator (SA) (A) (D) (SD)

4 3 2 1
14 The management has a clear division of
responsibilities
15 The organization clearly communicate its
goals and strategies to me
16 The management gives us incentives and
other benefits like vacation leave, sick leave
and 13th month pay.
17 Our company offer adequate opportunities
for promotions and career development.
SECTION C: Employee Performance

Despite the working conditions in my workplace:

I. Task Performance

No Indicator (SA) (A) (D) (SD)

. 4 3 2 1
18 I will carry out the tasks that the company
expects from my job
 31

19 I will undertake the tasks that my job

formally demands of me
20 I will fulfill the responsibilities specified in
my job position

II. Psychological resilience

No. Indicator (SA) (A) (D) (SD)
4 3 2 1
21 I am able to adapt when changes occur
22 I can deal with whatever comes my way
23 I am not easily discouraged by failure.
24 Under pressure, I stay focused and think
clearly.
25 I believe I can achieve my goals, even if
there are obstacles.
26 I am able to handle unpleasant or painful
feelings like sadness, fear, and anger

APPENDIX B
Location Map of Rosedale Business Center
 32

APPENDIX C
TRANSMITTAL LETTER – DEAN

November 2021

Dr. Christopher Biore, CPA

Chairperson, College of Business and Accountancy
University of Cebu – Banilad
Gov. M. Cuenco Avenue, Banilad, Cebu City

Dear Sir Biore,

 33

Greetings of Peace!
We, the undersigned, are students of the College of Business and Accountancy Department of University of
Cebu – Banilad Campus. We are currently doing a research study entitled: Impact of working environment on
employee performance of Rosedale. This study aims to determine the effects of working environment on employees’
performance in Rosedale that will be used as the basis for the formulation of a proposed strategic plan for effective
working environment.
In line with this, we would like to ask permission to please allow us to conduct a research survey at the
selected stores in Rosedale located at Nasipit, Talamban, Cebu City in partial fulfillment of our research study S.Y.
2021-2022.
Your approval of our request will be vital to the completion of the research study. Should you have any
clarifications, you can contact us thru email: gedoriolerma22@gmail.com or via SMS through 09971864250.
Hoping to allow us gain information. Rest assured that all information will be held confidential and will be only
used for the study.
Thank you and more power!

Respectfully Yours,

LERMA GEDORIO CHERRY ESPEJON CHERRY PAROT

Researcher Researcher Researcher

JHEILSON DINGCONG FEL TAPAO

Researcher Researcher

Noted by:

MR. LYNDON CARLOS OGOC, CPA MS. ROSELITA DOMING

Research Adviser Research Instructor

Approved by:

Dr. Christopher Biore, CPA, MBA

Dean of College of Business and Accountancy
APPENDIX D
TRANSMITTAL LETTER – STORE
November 2021

Mr./Ms./Mrs. ______________
Human Resource Manager of ______________
Banilad Rosedale Place, Gov. M. Cuenco Avenue, 6000 Talamban

RE: Permission to Conduct Research Survey

 34

Dear Maam:

Greetings of Peace!
We, the undersigned, are students of the College of Business and Accountancy Department of University of
Cebu – Banilad Campus. We are currently doing a research study entitled: Impact of Working Environment on
Employee Performance on Rosedale. The purpose of the study is to determine the effects of working environment
on employees’ performance in Rosedale that will be used as the basis for the formulation of a recommendation to
the SME business owners to improve employee performance.
In line with this, we would like to humbly ask permission to please allow us to conduct a research survey
which your employees are the primary respondents of this study at the selected stores in Rosedale located at Nasipit,
Talamban, Cebu City in partial fulfillment of our research study S.Y. 2021-2022.

Your approval of our request will be vital to the completion of the research study. Should you have any
clarifications, you can contact us thru email: gedoriolerma22@gmail.com or via SMS through 09971864250.
Hoping to allow us gain information. Rest assured that all information will be held confidential and will be only
used for the study.

Thank you and more power!

Respectfully Yours,

LERMA GEDORIO CHERRY ESPEJON CHERRY PAROT

Researcher Researcher Researcher

JHEILSON DINGCONG FEL TAPAO

Researcher Researcher

Noted by:

MR. LYNDON CARLOS OGOC, CPA MS. ROSELITA DOMING

Research Adviser Research Instructor

Approved by:

________________
Manager of _______________

APPENDIX E
INFORMED CONSENT FORM

Informed Consent Form for Employees working at Rosedale

[Name of Principal Investigator: Lerma Gedorio]

[Name of Organization: University of Cebu – Banilad]
[Name of Research Proposal: Impact of Working Environment on Employee Performance of Rosedale]
 35

This Informed Consent Form has two parts:

 Information Sheet
 Certificate of Consent

PART I: Information Sheet

Introduction
We are Business Administration students majored in Operations Management from the College
of Business and Accountancy of the University of Cebu – Banilad Campus. We are currently working on
a research study entitled “Impact of Working Environment on Employee Performance of Rosedale”. In
lieu with this, we would like to ask your permission to be one of the respondents in our research. Please
know that your involvement is entirely voluntary. Should you wish not to participate or continue with the
survey, you have all the right to reject or withdraw from the survey, and such a decision will be highly
respected. If there will be any questions on the content of the survey questionnaire that you cannot
comprehend or find confusing, please do not hesitate to ask the researchers. You may rest assured that all
of your responses will be kept entirely private.
Purpose of the study
Employee performance is one of the key factors behind any business’s success, which is why the
management is usually finding ways to increase the level of employee performance and one of it is to
enhance the working environment. Having a good or bad working environment can definitely affect the
employees’ performance in doing their task. This research study seeks to determine the impact of working
environment on employees’ performance of Rosedale. The goal of this study is to proposed a
recommendation to the SME business owners to improve the employees’ performance.
Type of Data Collection Method
This study shall utilize survey questionnaires as the research instrument for the data collection.
Participant Selection
The participants of this study are the employees of the chosen stores located in Rosedale
Commercial Building.
Voluntary Participation
In this case, your participation in this survey is entirely voluntary. You may decline to participate
in this survey at any time, and it will not be used against you or your reputation. However, if you choose
to participate, your assistance will be much appreciated.
Procedures and Protocol
In this study, a survey questionnaire will be utilized to gather the data necessary for this study’s
conduct. During your vacant time, you will be asked to complete a questionnaire. The survey
questionnaire will be answered in a Likert-scale fashion provided with statements, and you will respond
according to your degree of agreement or disagreement with the said statements. All information gathered
will be dealt with the utmost confidentiality and will be used only for the sole purpose of this study. No
other person aside from the researchers and Mr. Lyndon Carlos Ogoc, CPA, their adviser, will have
access to all the data gathered. The questionnaires will be destroyed after six months.
 36

To ensure that you fully understand the purpose of the study, the researchers will initially go over
the purpose of the research as well as the participants’ intended benefits.
Duration
The research takes place for six months. The human resource manager will ask you to come to the
office to answer the questionnaire during your free time or any of your convenient time. The survey
questionnaire consists of 26 essential questions or statements and will be answered in 20 minutes or less.
Risks
We would like you to provide an honest and authentic assessment of the issues you have faced or
are now facing about your working environment that affects your performance.
Benefits
This study is being carried out to develop and proposed recommendations to SME business
owners to enhance their working environment for the improvement of the employee’s performance.
Reimbursements
You will not be provided with any form of payment should you decide to participate in the
survey.
Confidentiality
The acquired information in this study reflects and manifests employees’ experiences on their
respective working environment. All data obtained throughout the study will be handled with the highest
confidentially in line with the Data Privacy Act to preserve the anonymity of all study participants. The
presentation of the findings will be done in a general manner to protect the respondents’ identity and
privacy. This means that no information will be shared with anybody else other than the researchers of the
study and their adviser. The findings will be presented in a generalized form to preserve the respondents’
identity and privacy.
Sharing the Results
The findings of the study will be shared with other parties from other industries who may find the
study relevant or valuable. Rest assured, the results will be presented in a general manner without
disclosing any names or specific distinguishing characteristics of the participants in any part of the paper.
Right to Refuse or Withdraw
You have the freedom to not participate in the study or to stop participating at any time. Your
decision will be accepted with the utmost respect and will not be held against you.
Whom to Contact
Even though the study has already started, you can ask any questions you have now or later.
Please contact one of the following individuals if you have any additional questions:
Mr. Lyndon Carlos Ogoc, CPA, (Research Adviser) at ogoclyndoncarlos1989@gmail.com
Ms. Lerma Gedorio (Lead Researcher) at gedoriolerma22@gmail.com
Mr. Jheilson Dingcong (Researcher) at dingcongjheilson1@gmail.com
 37

Ms. Cherry Espejon (Researcher) at espejoncherry5@gmail.com

Ms. Cherry Parot (Researcher) at cherryparot@gmail.com
Mr. Fel Tapao (Researcher) at tapaofel555@gmail.com
This research study will be assesed and approved by the research panel at the University of Cebu
and a committee to ensure that researchers have completed the study correctly. Do not hesitate to contact
the University of Cebu – Banilad at 032-233-8888, local 7133, if you have any questions for the panel.
PART II. Certificate of Consent
I have read and comprehended the preceding information. I have had the opportunity to ask
questions regarding it, and all of my queries have been satisfactorily answered. I willingly agree to
engage in this study as a participant.
Print Name of the Participant ___________________________
Digital Signature of the Participant _______________________
Date ___________________________
Day/Month/Year

CURRICULUM VITAE

LERMA L. GEDORIO
Pagsabungan, Mandaue City, Cebu
09971864250
gedoriolerma22@gmail.com
Fb: Lerma Gedorio
 38

________________________________________________________________________
PERSONAL INFORMATION
Date of Birth : May 22, 2000
Age : 21
Birthplace : Lying-In Clinic, Consolacion, Cebu
Religion : Roman Catholic
Civil Status : Single
Gender : Female
Height : 5’1
Citizenship : Filipino
EDUCATIONAL ATTAINMENT
Tertiary : University of Cebu – Banilad Campus (*BSBA 4th Year)
Gov. M. Cuenco Ave, Cebu City, Cebu
2018 – 2021
Secondary : University of Cebu- Banilad SHS Department
Gov. M. Cuenco Ave, Cebu City, Cebu
2016 – 2018
Primary : Pagsabungan Elementary School
Pagsabungan, Mandaue City, Cebu
2006 – 2012

JHEILSON S. DINGCONG
Pilapilan, Yati Liloan, Cebu
09294791368
dingcongjheilson1@gmail.com
Fb: Jheilson Dingcong

________________________________________________________________________
 39

PERSONAL INFORMATION
Date of Birth : December 12, 1998
Age : 22
Birthplace : Cebu Doctors Hospital
Religion : Born Again Christian
Civil Status : Single
Gender : Male
Height : 5’8
Citizenship : Filipino
EDUCATIONAL ATTAINMENT
Tertiary : University of Cebu – Banilad Campus (*BSBA 4th Year)
Gov. M. Cuenco Ave, Cebu City, Cebu
2018 – 2021
Secondary : University of Cebu Lapu-Lapu Mandaue SHS Department
A.C, Cortes Looc Mandaue, Cebu City
2016 – 2018
Primary : Yati Elementary School
Yati, Liloan Cebu City
2006 – 2012

CHERRY L. ESPEJON
Tipolo, Mandaue City, Cebu
09084156204
espejoncherry5@gmail.com
Fb: Cherry Cheng

________________________________________________________________________
 40

PERSONAL INFORMATION
Date of Birth : June 5, 1999
Age : 22
Birthplace : Southern Leyte
Religion : Roman Catholic
Civil Status : Single
Gender : Female
Height : 5’2
Citizenship : Filipino
EDUCATIONAL ATTAINMENT
Tertiary : University of Cebu – Banilad Campus (*BSBA 4th Year)
Gov. M. Cuenco Ave, Cebu City, Cebu
2018 – 2021
Secondary : University of Cebu- Lapulapu Mandaue
A.C Cortes Ave., Mandaue City, 6014 Cebu
2016 – 2018
Primary : Colegio de la Inmaculada Concepcion -Cebu
Gorordo Avenue, Cebu City
2006 – 2012

CHERRY O. PAROT
Mehitabel Talamban, Cebu City
09771412800
cherryparot@gmail.com
Fb: Cherry Ochea Parot

_____________________________________________________________________

PERSONAL INFORMATION
 41

Date of Birth : March 10, 1995

Age : 26
Birthplace : Looc Danao City
Religion : Roman Catholic
Civil Status : Single
Gender : Female
Height : 5’0
Citizenship : Filipino

EDUCATIONAL ATTAINMENT
Tertiary : University of Cebu – Banilad Campus (*BSBA 4th Year)
Gov. M. Cuenco Ave, Cebu City, Cebu
2017 – 2021
Secondary : Cabucgayan National School of Arts and Trades
Cabucgayan, Biliran Leyte
2008 - 2012
Primary : Bunga Elementary School
Bunga, Cabucgayan, Biliran Leyte
2003 - 2008

FEL B. TAPAO
Canduman, Mandaue City, Cebu
09235238387
tapaofel555@gmail.com
Fb: Fel B. Tapao
________________________________________________________________________
PERSONAL INFORMATION
 42

Date of Birth : October 26, 1997

Age : 24
Birthplace : Bukidnon
Religion : Roman Catholic
Civil Status : Single
Gender : Male
Height : 5’4
Citizenship : Filipino
EDUCATIONAL ATTAINMENT
Tertiary : University of Cebu – Banilad Campus (*BSBA 4th Year)
Gov. M. Cuenco Ave, Cebu City, Cebu
2018 – 2021
Secondary : Canduman National High School SHS Department
Canduman, Mandaue City, 6014 Cebu
2016 – 2018
Primary : San Miguel Elementary School
San Miguel, Maramag, Bukidnon
2004 – 2010

LYNDON CARLOS N. OGOC

Bldg 15, Unit 414 Urban Homes, Tipolo Mandaue
City
+639177040325/+639437024730
ogoclyndoncarlos1989@gmail.com

_____________________________________________________________________
I. WORK EXPERIENCES
 43

COLLEGE INSTRUCTOR
University of Cebu
Banilad, Cebu City
June 2013- Present

Field of expertise: Human Resources Management; Leadership; Organizational

Behavior; Sales and Marketing; Personality Development

HUMAN RESOURCES SPECIALIST

Employee Relations
Teleperformance Cebu
June 2015-June 2016

ACCOUNT EXECUTIVE
Canon Marketing Phils., Inc
Unit 15, The Gallery, Mabolo, Cebu City
March 2013- July 2013

ORDER MANAGEMENT SPECIALIST

Global Supply Chain Operations – Asia Pacific Customer Operations
Lexmark Research and Development Corporation
Cebu City
June 2010-March 2013

REVENUE AUDIT TRAINEE

Corporate Audit Department
Crown Regency Hotel and Towers
Osmena Blvd., Cebu City
October 2009-February 2010

II. EDUCATIONAL BACKGROUND

Post-Graduate: Doctor of Philosophy in Business Administration

(Ph.D. BA)
Scholar, Commission on Higher Education (CHED)
University of San Carlos – Cebu
October 2016-present

Certification in New Enterprise Planning

University of the Philippines – Open University
 44

June 2015-December 2015

Recognized with High Distinction

Juris Doctor (Law)

University of Cebu -Banilad
June 2013- June 2014

Master in Business Administration

Southwestern University
Graduated: May-2012
Cebu City, Philippines

Tertiary: BS Management Accounting

University of San Carlos-Cebu City
S.Y. 2006-2010
Academic Achievement awardee

Secondary: University of Eastern Philippines Laboratory High School

Graduated with Honors and Awards

Primary: University of Eastern Philippines Laboratory Elementary

School
Graduated with Honors

III. ORGANIZATIONAL AFFILIATION

Life and Leadership Coach (Leadership Excellence Achievement Program)

Organizational Change Consultants, Inc. (OCCI) - Grateful People
Community
July 2017-present

Volunteer Staffer
Foundation for Leadership Excellence (FLEX)
Advance Leadership Course (ALC)
Organizational Change Consultants, Inc. (OCCI) - Grateful People
Community
June 2016- present
 45

President, Enhancing Leadership and Intelligence of Today’sExecutives

(ELITE)
Graduate School of Business, University of San Carlos Cebu City
August 2017-present

Associate Unit Manager/Financial Advisor

Philam Life Cebu
June 2016-present

Resource Speaker
Entrep 101/Enterprise Development Seminar
Department of Trade and Industry (DTI)
December 2015-December 2016

Volunteer Speaker
Financial Literacy and Business Planning
Overseas Workers Welfare Administration (OWWA)
September 2016-present

Counselor, HIV/AIDS Awareness Campaign

LOVE YOURSELF, INC.
September 2012-March 2015

Chairman (2013)/ Member (2010-2012)

Lexmark Supply Chain Events Management Team
July 2010-March 2013

Volunteer/Facilitator
Samar Environmental Advocates (SEA, Inc.)
June 2005-March 2006

IV. TRAININGS/SEMINARS ATTENDED

Leadership Enhancement Achievement Program

Philam Life Center, Cubao
July 2017

Leadership Excellence Achievement Program (LEAP)

Advance Leadership Course (ALC)
Foundations for Leadership Excellence (FLEX)
 46

Cebu City, Philippines

May 2016- November 2016

High Impact Presentation Skills

Lexmark Research and Development Corp.
December 23, 2012

Practical Problem Solving Training

Lexmark International, Inc.
October 12-14, 2011

Communications Training
Sergio Mendez (Lexmark - Europe)
Lexmark Research and Development – Plaza 1, Cebu City
January 12, 2011

Fraud Seminar
University of San Carlos- Junior Philippine Institute of Accountants
November 2008

7th Young Economists’ Convention

De La Salle University in partnership with the University of San Carlos
October 2008

VI. CHARACTER REFERENCES

Ms. Irish G. Concepcion

Audio-VisualCenter-Librarian
University of San Carlos-Cebu City
Contact no.: +639088955339
Landline: (032) 253-1000 local 198

Mr. Niel Kintanar, MA

Psychologist, University of San Carls
Contact no.: +639173076255

Dr. Lauro Silapan

Coordinator, Graduate School Programs
University of San Carlos School of Business and Economics
 47

+639178924722