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1st attempt By Grace Nyanding

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Submitted to Troy University on 2020-03-01

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Submitted to Universiti Tunku Abdul Rahman on 2017-08-28

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Submitted to Universiti Malaysia Sarawak on 2019-10-28

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Submitted to Institute of Research & Postgraduate Studies, Universiti Kuala Lumpur
on 2020-09-08

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Submitted to University of Mindanao on 2019-02-04

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Suharno Pawirosumarto, Purwanto Katijan Sarjana, Rachmad Gunawan. "The effect
of work environment, leadership style, and organizational culture towards job
satisfaction and its implication towards employee performance in Parador Hotels and
Resorts, Indonesia", International Journal of Law and Management, 2017

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Submitted to Universiti Selangor on 2013-04-03

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Submitted to Ajman University of Science and Technology on 2017-01-21

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Muhamad Izzuddin Zainudin, Abdul Kadir Othman, Faridah Hassan, Ahmad Syahmi
Ahmad Fadzil, Al-Amirul Eimer Ramdzan. "Islamic Working Environment,
Organizational Commitment and Employee’s Job Satisfaction and Performance in
Service Industry in Malaysia: A Conceptual Paper", ADVANCES IN BUSINESS
RESEARCH INTERNATIONAL JOURNAL, 2020

< 1% match (student papers from 01-Apr-2019)

Submitted to Postgraduate Schools - Limkokwing University of Creative Technology
on 2019-04-01

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2019-05-20

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Submitted to National Economics University on 2020-01-11

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Submitted to Amity University on 2017-07-25

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Darwish A. Yousef. "Satisfaction with job security as a predictor of organizational
commitment and job performance in a multicultural environment", International
Journal of Manpower, 1998

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Submitted to Kolej Universiti Poly-Tech MARA on 2020-10-21

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Submitted to University of South Africa on 2014-05-23

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Submitted to University of Ulster on 2016-12-13

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Amdan, Suhaiel, Ramlee Abdul Rahman, Siti Asiah Md. Shahid, Saridan Abu Bakar,
Masrur Mohd Khir, and Nur Atiqah Rochin Demong. "The Role of Extrinsic Motivation
on the Relationship between Office Environment and Organisational Commitment",
Procedia Economics and Finance, 2016.

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Suriyati Harun, Yasmin Yahya, Nurashikin Saaludin, Wan Suriyani Che Wan Ahmad.
"Comparison of ordinary least square and mixed-effect regression models for
estimation of tree diameter increment", Proceedings of the 9th International
Conference on Ubiquitous Information Management and Communication, 2015

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Submitted to Institute of Graduate Studies, UiTM on 2012-02-07

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Submitted to University of East London on 2020-12-08

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Submitted to University of Huddersfield on 2011-01-28

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Submitted to Bahrain Polytechnic on 2020-06-08

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Submitted to Universiti Tenaga Nasional on 2012-12-17

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Submitted to Universiti Teknologi Malaysia on 2014-06-03

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Paul Poisat, Michelle R. Mey, Gary Sharp. "Do talent management strategies
influence the psychological contract within a diverse environment?", SA Journal of
Human Resource Management, 2018

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Submitted to Ghana Technology University College on 2016-01-13

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Submitted to Universiti Teknologi Petronas on 2020-12-10
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< 1% match (student papers from 15-Dec-2016)

Submitted to Universiti Malaysia Sarawak on 2016-12-15

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Submitted to uvt on 2019-07-31

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Negussie Boti, Sultan Hussen, Gistane Ayele, Abera Marsha et al. "Community
Perception and Attitude towards people with schizophrenia among residents of Arba
Minch Zuria District, Arba Minch Health and Demographic Surveillance System sites
(AM-HDSS), Ethiopia. Cross-section study", Cold Spring Harbor Laboratory, 2019

ISSUE IDENTIFICATION The work environment is the context between social

features and physical conditions in which employees perform their jobs. The
work environment elements can affect employee’s emotions, co-worker
relationship, co-worker cooperation, competencies, and employee’s health.
The significant aspects of the work environment include the physical
environment, company culture, and working conditions. The success of
workers in an organization is an essential part of sustaining the efficiency
achieved by the company. Unfortunately, most of the working environment of
the company or organization has been deemed dangerous and hazardous.
The problem that usually arises among employees is how efficient the work
environment that can boost the employee’s productivity hence will increase
the employee’s performance. The working environment therefore affects the
intellectual and motivational conditions, concentration, behavior, actions, and
skills of the employee. In addition, Miri City Council have five departments,
two divisions and six section includes Administration Department, Engineering
Department, Treasury Department, Rating and Valuation Department, Public
Cleansing and Maintenance Department, Landscaping Division, Laws and
Contracts Division, Public Health Section, Car Park Section, Miri Public Library,
Enforcement Section, Public Relation Section and Sustainable Development
Goals Section. Every department, division and section have different office
design and layout that will create different work environment as well as the
employee’s performance. According to the research study by Khaled and
Haneen (2017) shown that variables in the work environment have impacted
the job performance of the employee. The most adverse effect that influences
the work performance of the employee is the noise based on the analysis and
then accompanied by uncomfortable office chairs, inadequate ventilation, and
eventually, poor lighting conditions. Furthermore, the study by Saidi, Nur &
Michael, Florianna & Sumilan, Helmi & Omar Lim, Sheilla Lim & Jonathan,
Victoria & Hamidi, Hana & Ahmad, Abg. (2019) shown that shows there is a
significant relationship between the working environment and employee
performance. Apart from that, the study indicates that there are direct
relationship between job safety and security, physical working environment,
relationship with coworker, supervisor support and working hour with
employee performance, also the study identify that support by supervisor
has the strongest impact on employee’s performance. RESEARCH
OBJECTIVES The research objectives that had been highlighted in this study
is; RO 1: To investigate the relationship between the work environment and
employee performance at Miri City Council. RO 2: To identify the work
environment factor that affect the employee performance. RESEARCH
QUESTIONS RQ 1: Is there any relationship between the work environment
and the employee performance at Miri City Council? RQ 2: Which
environment factor that affect the employee performance? SCOPE OF THE
STUDY This study investigates the relationship between the work
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environment factors and employee performance at the Miri City Council. This
study had some benefits, especially to an organization, employees, and
future research. The finding of this study was added to the existing
knowledge regarding this topic. Thus, this study will provide some beneficial
information to the organization, especially in terms of office environment
aspects and employee job performance, apart from providing some
information regarding this research topic. Therefore, Miri City Council can
identify the work environment factors that affect employee performance.
Furthermore, this study will help the Miri City Council to provide a productive
and conducive work environment. Thus, the employee's performance will
increase in line with the productive work environment. Usually, the
employee's job performance can be affected by the work environment's
productivity and efficiency. Thus, a healthy work environment can increase
the employee's motivation and job performance by maintaining a positive
outcome in a stressful atmosphere. The most significant factor that affects
workers' morale and satisfaction, and how efficient and successful they can
be, all goes down to their work environment. In addition, employees need an
efficient and comfortable work environment to increase their job
performance. Thus, this study will identify the work environment factors that
affect the employees' job performance at Miri City Council. Last but not least,
the significance of this study is particularly important for future researchers
who want to learn more about the relationship between the work
environment and job results. For the future researchers that will cover this
topic, all the knowledge from this study will provide a valuable guide.
Prospective researchers can also use this study as a guide to compare the
findings. LITERATURE REVIEW INTRODUCTION Before any discussion could
be entered to further investigate the relationship between the independent
variable, which is the work environment factors dependent variables, which is
employee performance. The work environment factors include the physical
work environment, supervisor support, co-worker relationship, job security
and safety and working hour. It is important to review the background on
which the result was built. Then, this chapter begins with discussing the
scenario of the work environment that was practiced in the organization or
company its association with the employee performance. Besides that, this
chapter illustrated the research framework, which was a conceptual
framework of this study. DEPENDENT VARIABLE EMPLOYEE PERFORMANCE
The performance of employees in an organization is an essential aspect of
maintaining the productivity created by the company. Unfortunately, their
working atmosphere has been considered hazardous and unhealthy in most
industries or organizations. In addition, employee performance is defined as
how an employee fulfils their job responsibilities and performs the tasks
needed. It refers to their output's effectiveness, consistency, and
performance. The performance also contributes to the company's
assessment of how valuable an employee is to the organization (Giga and
Hoel 2003; Hill & Aylwin 2005; For instance, the study by Giga and Hoel
(2003) indicate that employee performance can be measure through how well
the workers were executed all the job and task given. The study also
indicated that most employee's performance is being assessed annually or
quarterly basis in order to help them identify areas for improvement.
Employee performances are usually affected by the different factors
contributing to the work environment. An organization is simply a
combination of personnel, practices, and procedures. With the support of
environmentally friendly policies and positively motivated workers, it can be
efficiently managed. Moreover, according to Hill & Aylwin (2005),
performance can be described in many terms such as the employee's
productivity, motivation and retention of the employee, apart from that
performance also related to the employee's knowledge and skills at work and

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also the creativity and innovative level of an employee, how well the
employees can adapt with the business and technological advancement, the
employee's attendance and absenteeism, how customer react towards the
company and also the improvement of the total operating expense of the
company. Thus, employee performance can be described in many ways, and
this study is to identify the relationship between the work environment and
employee performance in terms of how well the employee can perform their
task in accordance with how comfortable is their work environment. Oswald
(2012) indicates that employee performance is about how competent,
productive, responsive, and effective the employee in the workplace, which is
almost similar to Hill and Aylwin (2005). Furthermore, the study by Nanzushi
(2015) indicates that employee performance is an important part of the
company as it can help the company to increase its expenditure. Every
company needs their entire employee to perform in order to meet the
company goals and deliver the goods successfully and also to achieve a
competitive advantage highly. There are several factors that are described by
Nanzushi (2015) towards the success of the employees' performance,
including the physical work environment, supervisor support, co-worker
relationship, job security and safety, and the working hour. Based on the
study, all the work environment factors have a significant relationship with
employee performance. Besides that, the study inferred from the results that
physical environment factors, reward, management/leadership style,
preparation and growth, and work-life balance were work environment
factors that impacted employee performance. The results showed that
workers of their companies were not satisfied with the management style and
promotions. The relationship between work environment and employee
performance has been studied by a significant number of researchers as
Saidi, Nur & Michael, Florianna & Sumilan, Helmi & Omar Lim, Sheilla Lim &
Jonathan, Victoria & Hamidi, Hana & Ahmad, Abg. (2019) indicate that there
is a significant relationship between job security and protection, physical
work environment, a co-worker relationship, supervisor support, and work
hours with the employee performance and supervisor support has the
greatest effect on the employee performance. INDEPENDENT VARIABLES
WORK ENVIRONMENT The working environment consists of two broader
dimensions, such as work and context. Work includes all the job's various
characteristics, such as how the job is done and completed, including tasks
such as training activities, supervision of the workers' tasks, a sense of job
satisfaction, a variety of tasks, and the importance of a task. Many research
papers have focused on the work environment aspect that effects the
employees job satisfaction. Results have shown that there is a positive link
between work environment and employees’ job satisfaction. Furthermore,
the factors of job satisfaction, known as the context of physical working
conditions and social working conditions, has been defined by some studies
by Raziq and Maulabakhsh (2015); Dindin and Muhammad (2018);
Kamarulzaman, Saleh, Hashim and Abdul (2011); Saidi, Nur & Michael,
Florianna & Sumilan, Helmi & Omar Lim, Sheilla Lim & Jonathan, Victoria &
Hamidi, Hana & Ahmad, Abg. (2019). For example, the study by Raziq and
Maulabakhsh (2015) stated that several work environment factors which
affect job satisfaction includes supervisor support, relationships with
colleagues, job safety and security, working hours, and esteem needed. The
relationship between work environment and employee performance has been
studied by a significant number of researchers as Kamarulzaman, Saleh,
Hashim and Abdul (2011) indicate that a comfortable working environment is
important to enable employees to focus and do their job perfectly. In
addition, the study by Dindin and Muhammad (2018) also shown that the
working environment has a significant influence on the employee
performance and this indicates that the employee performance increase in

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line with how comfortable the employee in the workplace. A large number of
work environment studies have been conducted to investigate the
relationship between work environment and employee performance. For
instance, one study by Saidi, Nur & Michael, Florianna & Sumilan, Helmi &
Omar Lim, Sheilla Lim & Jonathan, Victoria & Hamidi, Hana & Ahmad, Abg.
(2019) stated that work environment has a positive influence on employee
performance. Besides that, the study also indicates that there is a significant
relationship between job security and protection, physical work environment,
co-worker relationship, supervisor support, and work hours with the
employee performance and supervisor support has the greatest effect on the
employee performance. Hence, the employee performance have a significant
relationship with the work environment. 1. PHYSICAL WORK ENVIRONMENT
The work environment is consisting of physical factors that include office
layout and design. A comfortable work environment is one of the most
important elements in boosting the employee’s productivity as well as their
performance. Previous researchers stated that physical working environment
one of the factors that affect the employee’s performance is the comfortable
physical work environment (Chandrasekar 2011; Jain and Kuar 2014; Saidi,
Nur & Michael, Florianna & Sumilan, Helmi & Omar Lim, Sheilla Lim &
Jonathan, Victoria & Hamidi, Hana & Ahmad, Abg. 2019) Various studies have
been carried out to identify the relationship between the physical work
environment and employee performance. According to Chandrasekar (2011),
a conducive physical work environment can reduce absenteeism and enhance
employee performance. Besides that, the company had to strengthen the
physical workplace environment to retain employee performance. Therefore,
companies need to start paying more attention to physical work environment
as it can boost the employee's performance and employees feel more
enthusiasm in work. Besides that, Chandrasekar (2011) said that comfort
level could be enhanced by creating a workspace that suits a person's
character or as per their preferences. Comfort level can be enhanced by
applying for a soothing paint job on the offices' walls, keeping green plants in
the workspace or even small flower pots on a desk, an aquarium with fishes
or even tasteful artwork on the wall of the cubicle would do the trick. It
depends on the individual's preference and if it is feasible for the options
above to be carried out. However, the workspace has to be kept tidy and neat
as well as to sustain a good comfort level. As indicated by Jain and Kaur
(2014), three aspects of the work environment were the physical workplace
environment, the social working environment and the emotional work
environment. In accordance with being an efficient organization that
concerned with the employee’s welfare, they must provide their employees
with a pleasant work environment as it can help the employees to
concentrate on their task and became more productive in the workplace.
Besides that, the study by Jain and Kuar (2014) also indicates that there is a
significant relationship between physical work environment and employee’ s
performance which include the workplace lighting, temperature, noise, office
layout and fresh air. These physical work environment factors can cause
health discomfort among the employees, leading to decreasing employees
‘performances. Moreover, the study by Saidi, Nur & Michael, Florianna &
Sumilan, Helmi & Omar Lim, Sheilla Lim & Jonathan, Victoria & Hamidi, Hana
& Ahmad, Abg. (2019) indicated that there is a significant relationship
between physical working environment and the employee performance. This
result is supported by Abdul Rahman (2012) that stated the comfortable
work environment can be classified into three categories: physical, functional,
and psychological. Physical comfort in the workplace environment includes
hygiene, safety, and accessibility without which a building is uninhabitable.
These are considering as basic human needs, especially in the office.
Functional comfort refers to the ergonomic support for users’ performance of

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activities and work related tasks. 2. SUPERVISOR SUPPORT Supervisor

support is an intervention that is provided by a senior member of a
profession to a junior member of that same profession. Various studies have
shown that supervisor support is considered as a part of communication
because the interaction between supervisor and employee is needed and
importantly it should be a positive interaction, Chandrasekar (2011). This
statement also supported by Kuruparensothynathan, Prathayini &
Vimalendran, Ganga & Maryselesteena, V. (2016). Supervisors are the key
person who binds relationship with employees in order to be working
together. This can be achieved by conducting an informal monitoring to create
mutual understanding and satisfaction between supervisors and their
employees. One of the ways to achieve this is by providing assistance such as
guidance on the operational process to their employees if there is a new
operational procedure. As said earlier, the interaction between supervisors
and employees will create a bond or relationship and commitment is required
from both parties to establish a good bonding. This commitment includes
sharing information and giving support and guidance in order to complete a
task. It can also be in the form of recognition, feedback and reward from the
supervisor to the employee, Kuruparensothynathan, Prathayini &
Vimalendran, Ganga & Maryselesteena, V. (2016). Thus, support from the
supervisor has a positive effect on an employee’s performance. A supervisor
plays an important role to their subordinates as their continuous support is
always needed for guidance and to provide the right information in order to
get a task complete within the timeline, Thiruchelvan, S. (2017). 3. CO-
WORKER RELATIONSHIP Relation with co-workers includes relation with
employees who are at the same hierarchical level and have no authority over
one another. Awan, A. G., & Tahir, M. T. (2015), it was mentioned that a good
relationship with co-worker can develop a conducive work environment and
increase the employee’s performance. Based on the analysis made by the
researcher, it was proven that the relationship with co-worker had strong
positive impact with employees’ performance. Besides that, co- worker’s
relations and peers support will motivate employees to perform the tasks and
feel comfortable in the organization. In addition, the study by Saidi, Nur &
Michael, Florianna & Sumilan, Helmi & Omar Lim, Sheilla Lim & Jonathan,
Victoria & Hamidi, Hana & Ahmad, Abg. (2019) was found that there is a
substantial relationship between co-worker relationship and employee
performance as good relations with co-workers were helpful in developing a
conducive working environment. The results are also proved from Ariani, D.
W. (2015), who pointed out that good relation with co-worker’s influence
employee level of performance. For instance, the study indicates that co-
worker relationship plays a vital role in order to improve employee
performance as employees needed more motivation in completing their task.
Workers that have a good relationship with other employees in the company
may feel responsible and obligated to reciprocate in order to support them
reach the company’s objectives. Various studies have been carried out to
identify the relationship between the co-worker relationship and employee
performance. Raziq, A., & Maulabakhsh, R. (2015) indicates that social
support from co-workers at the workplace could give different effects on job
stress and health indicators as relationship in the workplace is important in
order to increase the employee’s productivity and boost their performance. 4.
JOB SAFETY AND SECURITY Job security means the employee are confident
that the company will keep them on board, regardless of the forces that
affect the business. Job safety and security, which is one of the most
important work environment factors, should be strictly imposed at the
workplace in creating a comfortable working environment and flexible
working condition for the employees. There is a significant relationship
between job safety and security and employee performance as it can enhance

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the employee’s motivation and can guarantee the quality of employee’s job.
Job safety and security guarantee the employees with their promotions,
compensation and benefits, safety in workplace, and career development,
thus if organizations had low job safety and security towards the employees
then they will not complete and do their job or task properly which will lead
to the lower employee performance. (Saidi, Nur & Michael, Florianna &
Sumilan, Helmi & Omar Lim, Sheilla Lim & Jonathan, Victoria & Hamidi, Hana
& Ahmad, Abg. 2019; Raziq, A., & Maulabakhsh, R. 2015; Samat, Hamid,
Awang, Juahari, Ghazali, & Nawi 2020). Various studies have been carried out
to identify the relationship between the job security and safety with employee
performance. According to Saidi, Nur & Michael, Florianna & Sumilan, Helmi &
Omar Lim, Sheilla Lim & Jonathan, Victoria & Hamidi, Hana & Ahmad, Abg.
(2019) indicates that job safety and security contributes in boosting the
employee’s performance and also can develop loyalty among employees and
to ensure that they have a sense of commitment and in order to decrease the
employee turnover, it is important to ensure a stable job for the employees.
In addition, the study by Yousef, D. A. (1998) shown that employees who are
satisfied with job security, perform better than those who are not satisfied
with job security. The study indicates that satisfaction with job security
increases with the increase in age, education, number of children, job level,
monthly income, tenure in present job, tenure in present organization. Thus,
this simply means that the employee’s performance is affected by the job
safety and security as it can motivate the employees in performing their task.
5. WORKING HOUR Working hours refers to programs, policies and practices
initiated by employees in scheduling working hours and adjusting the length
of working time to meet their preferences, Collewet, M., & Sauermann, J.
2017; Golden 2012; Henly and Lambert 2010. Various studies have been
carried out to identify the relationship between the working hour and
employee performance. For instance, the study by Henly and Lembert 2010
indicates that the employees felt that flexible working hours in organizations
would enhance their performance due to the flexibility of the working time.
They can go to work and finished their work at any time as long as the eight
hours of the working period is completed within a day. Besides that, the
effect of working time flexibility often interacts with the duration of working
hours as it reduces the incidence of work-related injuries, illnesses and time
stress. This study has shown that there is a significant relationship between
working hours and employee performance. In addition, the study by Golden
2012 shown that flexible working hours can increase the employee
performance as employee are more likely to be happier when they have more
control over their work hours. Besides that, employee that bounded by rigid
work hours tend to spend more time by looking at the clock rather than being
fully focus and concentrate on their work. So, a flexible work schedule
enables employees to work when and where they are the most productive.
According to Saidi, Nur & Michael, Florianna & Sumilan, Helmi & Omar Lim,
Sheilla Lim & Jonathan, Victoria & Hamidi, Hana & Ahmad, Abg. (2019)
investigated about the relationship between working hour and employee
performance and the result stated that there is a positive significant
correlation on employee performance as employees. As employees can
perform well and comfortable if the organizations allow freedom in scheduling
their work time and adjusting their own length of work hours. Conceptual
Framework Figure 1: Sources from Saidi, Nur & Michael, Florianna & Sumilan,
Helmi & Omar Lim, Sheilla Lim & Jonathan, Victoria & Hamidi, Hana & Ahmad,
Abg. (2019). This study will describe the theoretical contribution through a
conceptual framework which serves as a prior theory. The conceptual
framework above is adapted from the research study by Saidi, Nur & Michael,
Florianna & Sumilan, Helmi & Omar Lim, Sheilla Lim & Jonathan, Victoria &
Hamidi, Hana & Ahmad, Abg. (2019). Based on the conceptual framework

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above, the employee performance is affected by several factors which are job
safety and security, physical working environment, relationship with co-
worker, supervisor support and working hours. Besides that, figure 2 illustrate
that the employee performance as the dependant variable, meanwhile the job
safety and security, physical working environment, relationship with co-
worker, supervisor support and working hours is act as the independent
variables. Moreover, the result founded that there is direct relationship
between job safety and security, physical working environment, relationship
with co-worker, supervisor support and working hour with employee
performance. Support by supervisor has the strongest impact on employee’s
performance. Previous researchers focused on the relationship between
physical working environment and job satisfaction () also found that there is
a significant relationship between work environment and employee’ s job
satisfaction. METHODOLOGY Introduction The research technique was the
purposeful examination expected to propel one’s data and comprehension of
a subject. This chapter would clarify the purpose of interest of the research
design to be used, target population, sampling frame, sample size drawn
from the population for information accumulation, research instrument used
for data collection, validity and reliability of the instrument and the methods
for each information investigation to fulfil the research objectives as well as
the research questions applied in this study. Research Design Research
design was the researcher’s overall strategy for answering the research
question (Singh, Fook, & Sidhu, 2015). The choice of the design would be
the first decision the researcher will make about how the study would be
conducted especially if the design was quantitative, qualitative or utilizing
both. This research study was a quantitative study. In consequences, an
interpretation of descriptive analysis was attempted to answer the questions
regarding the relationship between work environment and employee
performance at Miri City Council. The descriptive statistics will be used to
describe, examine and summarize the main features of the collected data
quantitatively. In addition, this approach defines the relationship that occurs
in this study as it will define and collect data on aspects of the work
environment that influence the performance of employees at Miri City Council.
Descriptive analysis was selected because it has the advantage of producing
the good amount of responses from wide range of people as in my case I
have 101 total respondents as my sample size is 164 and this technique will
summarize the data for this study. This design often includes meaningful and
detailed descriptions of the circumstance and attempts to clarify the
interpretation and behavior of the data collected. The data will be collected at
selected department and section at Miri City Council which is administration
department, engineering department, rating and valuation department,
treasury department, public relation section, public health section and car
park section as these department and section are inside the main building.
This study will identify the relationship between work environment and
employee performance at Miri City Council by analyze the questionnaires that
is distributed to selected departments at Miri City Council. Furthermore, the
study by Saidi, Nur & Michael, Florianna & Sumilan, Helmi & Omar Lim,
Sheilla Lim & Jonathan, Victoria & Hamidi, Hana & Ahmad, Abg. (2019), are
using the data collected from respondent of North Kuching city council that is
approximately 250 respondents. Moreover, the advantage with this design is
that it helps to find the point of views of the data collected. The design
however has some few flaws of which the researches must be aware and try
to reduce its severity. Besides that, respondent is likelihood to give the
answers that researchers not expected as the respondent might not
understand the questions given. Another concern is the possibility of people
responded something that is easy for them without go through the questions
carefully. The population for this study was the workers at Miri City Council.

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This study examines office workers in different offices in order to collect

information required to meet the objectives of the study, secondary data
obtained from books, articles, journals and official websites. Population The
target population refers to the whole group of individuals or events on which
a survey is carried out. In addition, a target demographic has diverse
features, e.g. different genders, different races, different backgrounds of
education, etc. Thus, it is the group from which the researcher wants to
obtain his investigation conclusions. The target population of this study was
the workers at selected department and section at Miri City Council which are
the administration department, engineering department, rating and valuation
department, treasury department, public relation section, public health
section and car park section as these department and section are inside the
main building. The total of staff in this four selected departments and three
selected sections is 164 staff, so the sample size for this study according to
the study by Krejcie & Morgan (1970) from the Table for Determining Sample
Size of a Known Population is 86 respondents which will represent the
population at Miri City Councill. Sample Size According to Salkind (2014),
sample size is a sub-group of targeted population in which results of the
research have a meaning beyond the limited setting for which they were
originally obtained. For this study, the sample size had been determined by
the study by Krejcie & Morgan (1970) from the Table for Determining Sample
Size of a Known Population. Every department at Miri City Council consisted a
different number of staff. So, this study will only have focused to four
departments at the main building of Miri City Council whereas the population
of this study is, N=160, as stated in the convenience sampling technique.
Then, according to Table for Determining Sample Size of a Known Population
by Krejcie& Morgan (1970), the required sample size suggested was S=113.
Sampling Frame Sample frame represents all the elements in the population
from which the sample was drawn (Acharya, Prakash, Saxena, & Nigam,
2013). It was a list of all those within a population who can be sampled, and
may include individuals, household and organizations. This study had
included the workers at selected department and section which are the
administration department, engineering department, rating and valuation
department, treasury department, public relation section, public health
section and car park section as these department and section are inside the
main building. For the purpose of this study, the sampling frame had been
gathered from Human Resource Management officer at Miri City Council.
Random sampling was used as the sample was selected from the population.
Each combination of items from the frame or division known as probability of
occurring in random sampling as well as probability sampling, but these
probabilities are not necessarily equivalent. Random methods of sampling
ensure that bias on who is included in the sample is not implemented. The
questionnaires were handed over to the employees personally after the
approval has been given by my supervisor at Public Relation section.
Sampling Technique Sampling was a process of choosing an adequate number
of the right component from chosen population to make the study of sample
which enables researchers to specify the characteristics of population
component (Acharya, Prakash, Saxena, & Nigam, 2013). In this study,
convenience sampling was used that was a non-probability sampling
technique. This sampling technique was where participants were randomly
selected, and each has an equal chance of being chosen (Acharya, Prakash,
Saxena, & Nigam, 2013). Participants was selected because they were easily
accessible, available at the given time and willingness to participate for this
study. This study focused on the workers at selected department and section
which are the administration department, engineering department, rating and
valuation department, treasury department, public relation section, public
health section and car park section as these department and section are

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inside the main building. Unit of Analysis Unit of analysis was the subject to
be included into the study. Subject could be individual, a dyad (set of two e.g
husband and wife, supervisor and supervisee, employer and employees, and
organization or country. (Trochim, 2020) stated that the unit of analysis was
the level of aggregation of the information gathered during subsequent data
analysis stage. Then, the unit of analysis that had been used in this study
was the individual of workers at selected department and section at Miri City
Council. Instrument This section discussed the type of research instrument or
measurement tools that be used in this study. This study use questionnaire as
the research measurement tools whereas the questionnaire had been adapted
on the various sections of the measurement scale and the statistics to
analyzed the data. The questionnaires are used as the primary instruments
for this research study and it has been distributed to the workers at selected
department and section at Miri City Council. Besides that, the questionnaire is
in bilingual which is English with Malay translation to ease the respondent to
understand the questions. The questionnaire is divided into three sections,
namely demographic information section, work environment section and
employee performance section. Demographic information section included the
respondent personal information such as the respondent’s gender (female
and male), age (18-25, 26-35, 36-45, 46-55 and 56-59), marital status
(married, divorced and single), educational qualification (SPM or equivalent,
Diploma or equivalent, Degree, Master, PhD and others), length of service
(less than a year, 2-4 years, 5-10 years and more than 10 years) and
department or section ( administration department, engineering department,
treasury department, rating and valuation department, public relation
section, public health section and car park section). The type of the
measurement technique used to measure the respondent demographic
information was a nominal measurement. Then, work environment section
consists of 20 questions. The purpose of this section was to identify the
relationship of work environment and employee performance among the
workers at Miri City Council. This study had included the workers at selected
department and section which are the administration department,
engineering department, rating and valuation department, treasury
department, public relation section, public health section and car park section
as these department and section are inside the main building. The last
section which is the employee performance section which consist of 4
questions. The purpose of this section is to examine the level of employee
performance based on the work environment at the Miri City Council. The
questionnaire is adapted from several research study that related to this topic
includes the study from Nanzushi, 2015 and Muraale and Hassan 2017. These
questionnaire is used to measure the relationship between work environment
and employee performance. The researchers used a simple random sampling
and the questionnaire was divided into eight sections and has a total of 42
items. Then the researcher uses the interval measurement for both work
environment and employee performance section whereas the researcher uses
4 point Likert Scale to measure the level of agreement by the respondents on
the question given including the following values; 1 - Strongly Agree, 2 –
Agree, 3 – Neutral, 4 - Disagree and 5 – Strongly Disagree. Table 1 The
Proportions of the Developed Items and Sources Section Sources
Demographic Information 1. Researcher 2. Nanzushi, 2015 Work Environment
1. Nanzushi, 2015 2. Tetteh, Asiedu, Odei, Bright-Afful, and Akwaboah, 2012
3. Mun, Ying, Lew, Wei and Ning, 2017 Employee Performance 1. Nanzushi,
2015 2. Muraale and Hassan 2017 Validity of Instrument Validity was all
about the test or instruments were using actually measures what need to
have been measured. Then, validity could be described to these terms which
are truthfulness, accuracy, authenticities, genuineness, and soundness (Veera
Pandiyan Kaliani Sundram, 2016). So that, the validity of instrument was to

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measure accuracy in the questionnaire that was designed before the

researcher distributes the questionnaire to the target respondents. It also
helps to ensure the questionnaire was relevant to be answered by
respondents and suitable in this study. Therefore, face validity and content
validity had been carried out to validate the instruments in this study.
According to (Veera Pandiyan Kaliani Sundram, 2016), face validity was the
degree to which an instrument measures the characteristic being investigated
such as grammatical error and appearance of the questionnaires. Second
validation was the content validity that had been used to ensure the
measuring instrument must be including an adequate and representative of
all possible questions that could be asked (Veera Pandiyan Kaliani Sundram,
2016). Then, the content in the questionnaires would be clear, understand
and relevant to the respondent before it was distributed to the respondents.
Data Collection Procedures Data collection for this study was carried out
through questionnaires that has been adapted from previous researcher on
the work environment and employee performance. Hence, the questionnaire
is distributed to the workers at selected department and section which are
the administration department, engineering department, rating and valuation
department, treasury department, public relation section, public health
section and car park section as these department and section are inside the
main building after gets the permission from assistant administrative office,
Puan Dayang Hairoondzuraini. The questionnaires had distributed through
Whatsapp by sharing the google form link to the representative staff at
selected departments and sections. Then the data will be automatically
collected in the Microsoft Excel on the google form. The respondents are
given two weeks to submit their respond through google form and made a
follow-up with the staff representative to complete and submit the google
form. These questionnaires distribution had taken as a sample data in this
study. Table 2 Data Collection Procedures Duration Procedures Description 9
November – 20 Design Questionnaire Questionnaire arranged by consulting
with supervisor based on previous research November 2020 study on work
environment and employee performance. Instrument that guaranteed that it
was contains all the variables studied. 23 November – 27 November 2020
Validity of Instrument The face validity of an instrument and the content
validity of the questionnaire checked by Mr Muhammad Omar 1 December – 4
December 2020 Pre-test A total of 3 questionnaires were distributed
personally to the 3 staff with a random selected department. Then, analyse
and modify the questionnaire according to the responses gained. 27
November – 4 Approval from Miri City Get the approval from Miri City Council
as a target population for actual distribution December 2020 Council of
questionnaire. 7 December – 16 December 2020 Distribute Questionnaire The
actual research conducted by distributing questionnaires to the workers at
selected department and section which are the administration department,
engineering department, rating and valuation department, treasury
department, public relation section, public health section and car park section
4 January – 6 January 2021 Collect Questionnaire Follow-up with the staff
representative to submit the questionnaire that has been completed. 7
January – 11 Analyze Data Collected Check whether the number of the
questionnaire was sufficient and it was analysed January 2020 using Microsoft
Excel. 12 January 2021 Report Writing Data had been analysed. Pre-Test A
pre-test was a questionnaire was tested on a small sample of respondents
before a full-scale study were conducted, in order to identify any problems
such as the questionnaire taking too long to administer or unclear wording. A
total of three questionnaires paper were distributed personally to the three
staff with a random selected department at Miri City Council. With this small
number of people, the researcher would be able to identify most of the major
issues. The period of data collection for pre-test was from 1 – 4 December

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2020 (4 Days). After all, the results for the pretest that was collected shown
satisfactory feedback from the respondents and the questionnaire were
collected had been analyzed. Then, the researcher was making a correction
and a little improvements regarding of respondent’s feedback. First
respondent was Mrs Jenifer Leku Balang from the public relation section. She
suggested on add on the length of services to measure the worker’s
experience with Miri City Councl. Second respondent was Miss Janah from
treasury department. She had made some correction on the name of
department and section that I have write on the questionnaire paper. Besides
that, she also notices some grammar error and word usage on the
questionnaires. For example, the translation for the Bahasa Melayu part are
not accurate. Last but least, Mr Thomas is the third respondent, he is the
supervisor for IT unit. He also suggested on including the length of services
to measure how long the employees work at Miri City Council. Overall
responses from three respondents stated that the questionnaire did not have
any difficulties and it is easy to understand. Thus, the respondents were
understood with the objectives of the question and the instruction given are
clear on how to answer the questionnaire. Then, the questionnaire was
modified after considering all the responses from the three random
respondents. Data Analysis This data gathered had been analyzed by
Microsoft Excel. The finding of the result had been converted in a bar graph.
Then, the data collected were being analyze by convert it into descriptive
statistics which include the mean, mode, median, skewness and kurtosis. This
method had been used to identify the types of leadership style more
preferred to be practices. Other than that, descriptive statistic will be used to
showing the relationship between the two variables that had been studied.
Table 3 Data Analysis Research Objectives Concept/ Construct Measurement
Scale Statistic RO 1: To identify the main Determine whether the work RQ 1:
Is there any relationship Interval Mean variable of work environment
environment have a significant between the work environment Standard
factors that affect employee relationship with the employee factors and the
employee deviation performance at Miri City Council. performance.
performance at Miri City Council? Frequency Mode RO 2: To investigate the
Determine whether the physical RQ 2: Is there any relationship Interval Mean
relationship between the work environment have a between the physical work
Standard physical work environment and significant relationship with the
environment and employee deviation employee performance at Miri employee
performance. performance at Miri City Council? Frequency City Council. Mode
RO 3: To investigate the Determine whether the RQ 3: Is there any
relationship Interval Mean relationship between the supervisor support have a
between the supervisor support Standard supervisor support and significant
relationship with the and employee performance at Miri deviation employee
performance at Miri employee performance. City Council? Frequency City
Council. Mode RO 4: To investigate the Determine whether the co- RQ 4: Is
there any relationship Interval Mean relationship between the co- worker
relationship have a between the co-worker relationship Standard worker
relationship and significant relationship with the and employee performance
at Miri deviation employee performance at Miri employee performance. City
Council? Frequency City Council. Mode RO5: To investigate the Determine
whether the job RQ 5: Is there any relationship Interval Mean relationship
between the job security and safety have a between the job security and
safety Standard security and safety and significant relationship with the and
employee performance at Miri deviation employee performance at Miri
employee performance. City Council? Frequency City Council. Mode RO 6: To
investigate the Determine whether the working RQ 6: Is there any
relationship Interval Mean relationship between the hour have a significant
between the working hour and Standard working hour and employee

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relationship with the employee employee performance at Miri City deviation

performance at Miri City Council. performance. Council? Frequency Mode
FINDINGS This part contained the results of the syudy that generated by the
Microsoft Excel as the information collected from the questionnaire through
google form that are distributed thtough Whatsapp by sharing the link to staff
representative of selected department and section at Miri City Councl. The
important part of this study was included the data analysis form all the
response rates, the demographic information of respondents, such as the
gender, educational level, age, marital status, department/ section, as well as
the working experience. Then, this section followed by the results of data
analysis based on the research question that were developed which is the
descriptive statistic. These analyses used to answer the research questions
about the relationship between the work environment and the employee
performance at Miri City Council. Servay Response Rate From the time of the
data collection which was conducted from 7th December until 16th December
2020, whereas 10 days duration given to the respondent for completing the
distributed ramdomly at the selected departments and sections at the Miri
City Council. At the end, the returned questionnaires were 98 form which
equal to 86.72% response rate. There were 15 more respondents are not
completing the google form. This was due to the constraint of time and the
availability of respondents. In order to get the results of the study, only 98
forms of questionnaires were valid for used in this study. Table 4 Survey
Response Rate Questionnaires Returned Questionnaires Rate (%) 113 98
86.72 Profile Respondents This part presented the results gathered about the
demographic information and background of the respondents in this study.
Hence, the results displayed on the Table 5 through the demographic
information, frequency distribution and percentages rate. The respondent’s
gender, age, length of service, marital status, educational qualification and
department or section. Based on this data, there is no missiong items after
cleaning the data prosess have been carried out. Based on the table below,
first data presented the repondent’s gender which is fall under two categories
known as male and female. It was can concluded that the number of
respondents in this study wa 89 whereas the frequency of male respondents
was 39 staff which equal to 39.80 percent of the rate percentage. Meanwhile,
the frequency of the female respondents wa 59 staff which equals to 60.20
percent. So, this data shows that the majority respondents involved with the
highest number of repondents were female with the difference of 20 staff
from male respondents with 20.4 percent. The second data shown the
frequency and percentage of the respondent based on their age. At initial of
distribution of instrument, the instrument utalized five level of ages that the
respondent can choose, which were 18 – 25 years, 26 – 35 years, 36 – 45
years, 46 – 55 years and 56 – 59 years. Based on the results, the highest
number of repondent’s age were 36 – 45 years with 32 staff ( 32.65 percent).
The ages of 56 – 59 years stated the lowest number of respondents with only
7 staff (7.14 percent). Next, it was illustrated the marital status of the
respondents. There were three statuses that had been focused on this study
which is married, divorced and single. The highest number of respondents
that involved in this study was the married status with 55 staff (56.12
percent) Hence, the lowest number of respondent was the divorced status
with 10 staff (9.90 percent. Meanwhile, the frequency for single status is 33
staff with 33.67 percent. Besides thst, the table below also illustate the
educational level of the respondents. There were six different level of
educational qualification that had been included in the questionnaire which
were SPM or equivalent, Diploma or equivalent, Degree, Master, PhD and
others. As shown in the table below, the majority of respondent that
participated in this study was Diploma or equivalent level with 29 staff (29.59
percent). Then, the least number of educational qualification were PhD

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holders with only six staff (6.12) that participated in this study. Furthermore,
the demographic information below also illustrate the information about the
respondent’s department or section. Based on this study, there were seven
selected department and section that will contributed to giving the data for
this study which are the administation department, engineering department,
treasury department, rating and valuation department, public relation
section, public health section and car park section. Based on the table, the
highest number of respondent were from Treasury Department with 22
(22.45 percent), meanwhile the lowest number of respondent with10 (10.20
percent) staff is Public Health Section. Last but not least, the information of
working experience of respondent involved in this study. From that, there
were four duration of working experience employed in this study. The result
shown the working experience about 2 – 4 years was the highest number of
respondent with 38 staff (38.78 percent). Then, the working experience
about more than 10 years were the lowest number of respondents applied
with the frequency of 12 staff with 12.24 percent rate. Table 5 Demographic
Information Demographic Information Frequency Percentage (%) Gender
Male Female 39 59 39.80 60.20 Age 18 - 25 years 14 14.29 26 - 35 years 26
26 .53 36 - 45 years 32 32 .65 46 - 55 years 19 19.39 56 - 59 years 7 7.14
Marital Status Married 55 56.12 Divorced 10 10.20 Single 33 33.67
Educational qualification SPM or equivalent Diploma or equivalent Degree
Master PhD Other Length of service 16 29 24 12 6 11 16.33 29.59 24.49
12.24 6.12 11.22 Less than a year 2 - 4 years 5 - 10 years More than 10
years 18 38 30 12 18.37 38.78 30.61 12.24 Unit/ Section/ Department
Administration Department Engineering Department Treasury Department
Rating and Valuation Department Public Relation Section Car Park Section
Public Health Section TOTAL 19 12 22 12 12 11 10 98 19.39 12.24 22.45
12.24 12.24 11.22 10.20 100.00 Normality Test The normality test was used
to determine whether sample data that had been drawn are normally
distributed population. If the variables are not properly distributed, this may
influence the validity of the outcomes that were made. Thus, the normality
test was done to ensure that the data are normal in order to run for further
analysis. There are two methods to determine the normality test which were
graphical and numerical method. First method is numerical methods that
present the summary statistics such as skewness and kurtosis, or conduct
statistical tests of normality. According to (Veera Pandiyan Kaliani Sundram,
2016) the data were considered normal if the values for skewness and
kurtosis are between ranges of +2 and -2 for each variable. The skewness
value provides indication of the symmetry of the distribution. On the other
hand, the kurtosis value provides information about the ‘peakedness’ of the
distribution. If the distribution was perfectly normal, it would obtain a
skewness and kurtosis value of 0. For this study, Table 6 illustrated that the
normality test results of skewness and kurtosis for physical work
environment, supervisor support, co-worker relationship, job safety and
security, working hour and employee performance. Then, the results shown a
positive skewness values indicated the clustering of distribution to the left at
the low values (positive skew) which were resulted for the five independnet
variable of the study which were the physical work environment (0.617),
supervisor support (0.239), co-worker relationship (0.755), job safety and
security (0.526), working hour (0.617). Meanwhile, the skewness value for
the employee performance variables shown positive skewness with (0.617)
that indicated the clustering of distribution to the left at the low values
(positive skew). Moreover, the kurtosis values for the physical work
environment (0.764), supervisor support (0.64), co-worker relationship
(0.787), job safety and security (0.636), working hour (0.729), respectively
that shown positive kurtosis indicated that the distribution was rather peaked
(clustered in the centre), with long thin tails. Then, the kurtusis value for the

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emplyee performance variable also shown a positive value of 0.764.

Therefore, the result of normality test shown that the data are normal since
the value for skewness and kurtosis fulfilled the assumptions because it was
in the ranges of +2 or -2 in this study. Second method is graphical method
that was to compare a histogram of the sample data to a normal propability
curve. A graphical tool for assessing normality was the Histogram graph. For
this study, the results can refer to appendices on the normality analysis
diagram (See Appendix C). Table 6 Normality Test: Values for Skewness and
Kurtosis Varibles Skewness Kurtusis Physical Work Environment 0.617
Supervisor Support 0.239 Co-Worker Relationship 0.755 Job Safety and
Security 0.526 Working Hour 0.717 Employee Performance 0.617 0.764 0.64
0.787 0.636 0.729 0.764 Descriptive Statistic The purpose of doing the
descriptive statistic was to describe the characteristics of distribution. Other
than that, to check the variables for any violation of the assumption
underlying the statistical techniques that will use to address research
question. Descriptive analysis can be read by see the total mean for each
variable. Based on the Table 7, the mean value and standart deviation value
for the physical work environment (Mean=2.17, Std=0.92), supervisor
support (Mean=2.28, Std=0.95), co-worker relationship (Mean=2.06,
Std=0.88), job safety and security (Mean=2.15, Std=0.85) and working hour
(Mean=2.21, Std=0.86). Meanwhile the mean value for employee
performance variable is 2.17 and the standar deviation value is 0.92. Overall,
the highest mean was suppervisor support variables with 2.28 and the lowest
mean value is co-worker relationship with 2.06. From that, supervisor support
is the strongest aspect that affected the employee performance because the
highest mean was 2.28 that considered as agree. Table 7 Descriptive Analysis
Work Environment and Employee Performance Variables Mean Physical Work
Environment 2.17 Supervisor Support 2.28 Co-Worker Relationship 2.06 Job
Safety and Security 2.15 Working Hour 2.21 Employee Performance 2.17
Standard Deviation 0.92 0.95 0.88 0.85 0.86 0.92 DISCUSSIONS This section
presented the discussion of results based on the questions that had been
developed in this study which is “Is there any relationship between the work
environment and the employee performance at Miri City Council?” and
“Which environment factor that affect the employee performance?” Based on
the research question 1 had been highlighted, the result shown that there is
a relationship between work environment and employee performance. Based
on this study, the work environment are divided into five section which were
the physical work environment, supervisor support, co-worker relationship,
job security and safety as well as the working hour. Based on the study by
Saidi, Nur & Michael, Florianna & Sumilan, Helmi & Omar, Sheilla & Jonathan,
Victoria & Hamidi, Hana & Ahmad (2019) indicates that there are direct
relationship between job safety and security, physical working environment,
relationship with coworker, supervisor support and working hour with
employee performance whereas support by supervisor has the strongest
impact on employee’s performance. Moreover, previous researcher (Nanzhusi,
2015) shown that employee performance can be affected by the work
environment whereas all the work environment factors have a significant
relationship with employee performance. Besides that, the study inferred
from the results that physical environment factors, reward,
management/leadership style, preparation and growth, and work-life balance
were work environment factors that impacted employee performance. The
results showed that workers of their companies were not satisfied with the
management style and promotions. Physical working environment also have a
significant relationship with the employee performance. A comfortable
physical work environment is one of the most important elements in boosting
the employee’s productivity as well as their performance. Previous
researchers stated that physical working environment one of the factors that

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affect the employee’s performance is the comfortable physical work

environment. According to (Chandrasekar, 2011), a conducive physical work
environment can reduce absenteeism and enhance employee performance.
Besides that, the company had to strengthen the physical workplace
environment to retain employee performance. Based this study, the mean
value stated for the physical work environment variable is 2.17 which
indicates that the respondents are agree that physical work environment give
a positive relationship toward the employee performance. Besides that, the
study by (Jain and Kuar 2014) also indicates that there is a significant
relationship between physical work environment and employee’ s
performance which include the workplace lighting, temperature, noise, office
layout and fresh air. These physical work environment factors can cause
health discomfort among the employees, leading to decreasing employees
‘performances. Supvisor support variables is the strongest factor that
affecting the employee performance with the highest mean of 2.28. Besides
that according to the study by Saidi, Nur & Michael, Florianna & Sumilan,
Helmi & Omar, Sheilla & Jonathan, Victoria & Hamidi, Hana & Ahmad (2019)
also indicates that suppervisor support has the strongest impact on
employee’s performance as supervisor is the leader in the department or
section. Besides that, supervisor support can enhance the employee’s
performance as the supervisor will giving support, information, promotion,
recognition and rewards towards the employees. So this study shows that,
suppervisor support can increase the employee motivation and performance.
Study by (Nanzhusi, 2015) shown that supervisor play a vital role by giving
the employee support and feedback at the workplace and every employee
needed a positive support and feedback from their supervisor as it can
enhance their performance. Besides that the supervisor also is the one that
will sharing the information with the employee as well as recognition and
promotion. Futhermore, a positive supervisor support will provide a
comfortable work environment, (Jain and Kuar 2018). Thus, support from the
supervisor has a positive effect on an employee’s performance. A supervisor
plays an important role to their subordinates as their continuous support is
always needed for guidance and to provide the right information in order to
get a task complete within the timeline, (Thiruchelvan, 2017). The co-worker
relationship have a positive relationship with the employee performance.
Relation with co-workers includes relation with employees who are at the
same hierarchical level and have no authority over one another (Awan &
Tahir, 2015) and it was mentioned that a good relationship with co-worker
can develop a conducive work environment and increase the employee’s
performance. Based on the analysis made by the researcher, it was proven
that the relationship with co-worker had strong positive impact with
employees’ performance. Besides that, co- worker’s relations and peers
support will motivate employees to perform the tasks and feel comfortable in
the organization. Based on this study the mean values stated for co-worker
relationship is 2.06 which mean that the respondents are agree that co-
worker relationship have a substantial relationship with the employee
performance. The results are also proved from Ariani, D. W. (2015), who
pointed out that good relation with co-worker’s influence employee level of
performance. Hence, it can be concluding that the staff at Miri City Council
agree that co- worker relationship can enhance the employee performance as
the positive relationship with the co-worker will bring up the comfortable
work environment that free from tension and stress. Besides that, job
security and safety have a positive relationship with the employee
performance. Job security means the employee are confident that the
company will keep them on board, regardless of the forces that affect the
business. Job safety and security, which is one of the most important work
environment factors, should be strictly imposed at the workplace in creating a

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comfortable working environment and flexible working condition for the

employees (Nanzushi 2015). Based on this study, the mean value stated for
the job security and safety is 2.15 which mean that respondent agree and
satisfied with that the job security and safety and the Miri City Council. This
result also supported by the research study by (Saidi, Nur & Michael,
Florianna & Sumilan, Helmi & Omar, Sheilla & Jonathan, Victoria & Hamidi,
Hana & Ahmad, Abg. 2019; Raziq, A., & Maulabakhsh, R. 2015; Samat,
Hamid, Awang, Juahari, Ghazali, & Nawi 2020) which indicate that there is a
relationship between the job security and employee performance as job
security and safety can enhance and boost the employee’s motivation.
Besides that, job security and safety will guarantee the employees with the
promotions, compensation and safety at the workplace. Thus, in this study all
the respondents shows that Miri City Council have provide a better job
security and safety for their employees. Based on the study by (Nanzhusi
2015), indicated that there is a significant relationship between the working
hour and employee performance as the mean value stated for this variable is
2.21. Besides that, to prove this result, various studies have been carried out
to identify the relationship between the working hour and employee
performance. For instance, the study by (Henly and Lembert 2010) indicates
that the employees felt that flexible working hours in organizations would
enhance their performance due to the flexibility of the working time. Besides
that, the effect of working time flexibility often interacts with the duration of
working hours as it reduces the incidence of work-related injuries, illnesses
and time stress. Based on the working hour at the Miri City Council, the staff
will start to work at 8.00 a.m. and will leave at 5.00 a.m. This study shows
that respondent satisfied with the working hour at the Miri City Council as the
mean value is 2.21 which shows that respondents are agree with the working
hour. RECOMMENDATIONS The study findings support that there are direct
relationship between job safety and security, physical working environment,
relationship with coworker, supervisor support and working hour with
employee performance whereas support by supervisor has the strongest
impact on employee’s performance as indicates by Saidi, Nur & Michael,
Florianna & Sumilan, Helmi & Omar, Sheilla & Jonathan, Victoria & Hamidi,
Hana & Ahmad (2019). The finding shows that the respondent dissatisfied
with the companies leadership styles as suppervisor support is one of the
strongest impact on employee’s performance. So, companies should come up
with the transformational leadership style that involve values, influence,
motivational encouragement, social interaction, and individual attention. This
style of leadership would inspire employees to perform better at work.The
study recommends that Miri City Council need to set in a better office layout
to increase the employee performance as the result stated that physical
working environment is the second strongest impact on employee’s
performance. Miri City Council can also ensure that the environment in the
workplace is secure enough to support the employee performance by
enhancing working conditions as improving the work environment would
increase the efficiency of workers. If the environment for the workplace is
positive, employees are able concentrate on their job and they will continue
to accomplish the company's objectives through this. Besides that, employee
performance should be given serious attention as the work environment is at
the center of improving the performance of workers and Miri City Council’s
hould work hard to ensure that the work environment can encourages the
performance of their employees. Moreover, the relationship at the workplace
also need to be taken seriously as relationships in the workplace directly
influence the employee’s emotion and motivation. Poor coomunication is one
of the most common co-worker relationship issues which cause the tension in
the workplace. So, open dialogue and clear communication is the key to solve
this issues whereas good communication will help to avoid any

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misunderstanding and cufusion in communication. Besides that, being open

or transparent also one of the key to solve the issue as employees will feel
comfortable to ask for help from their supervisor or collegues.
RECOMMENDATIONS FOR FUTURE RESEARCHERS Based on the resent
research about the work environment and employee performance, there were
a few recommendation that the researcher can suggested to make this study
used as a reference in the future. Firstly, the researcher can use another
option of data collection such as the qualitative method as interview and case
study. Qualitative research involves collecting data and analysing the non-
numerical data such as video interview, text or audio to understand more on
how respondent react with the question given. From there, the researcher
can make observation about what the preferences, opinion, or assumption of
the interviewer about their work environment and the aspects that affecting
the employee performance. Other than that, the researcher also can try on
different setting of the study such the scope of target respondents like among
the staff at Miri City Council as this study only collected the data from
selected department and section. Besides that, the future researcher may
collect the sample size from all the 13 departments, units and sections at Miri
City Council including the workers from Miri Public Library. This was because
the target respondents chosen in this study would be influence the results of
the study whereby the result of the relationship between work environment
and employee performance will be more acurate. Moreover, the future
researcher also can expend the scope of the variables studied which was the
researcher can ask about other work environment aspects that affected the
employee’s performance such as the employee’s working condition. The
working including the workplace safety, work life-balance and employee’s
healthy lifestyle. The reseacher can investigate more on how working
condition at the worklace affecting the employee’s performance.
CONCLUSION Based on the results finding in this stud, it is concluded that
the there are direct relationship between job safety and security, physical
working environment, relationship with coworker, supervisor support and
working hour with the employee performance. Employees’ performance is
considered as a variables of motivation and morality at the workplace. From
this study it can be concluded that the job safety and security, physical
working environment, relationship with coworker, supervisor support and
working hour have a significant relationship in improving the employee’s
performance. The employee need a comfortable and condusive work
environment in order for them to concentrate more in doing their job without
tension or stress. Besides that, this study shows that supervisor support is
one of the strongest aspect that influence the employee’s performance as
supervisor are directly responsible in controlling the employee’s performance
at work. In inspiring workers to conduct their assigned jobs, the working
environment plays a vital role. Since money is not a sufficient motivator in
promoting the performance of the workplace needed in the competitive
business environment of today. In today's competitive organizational
settings, the ability to attract, sustain and inspire high performance is
becoming increasingly relevant. The study also revealed that workers would
increase their performance if management addresses the concerns found
during the analysis. Furniture versatility, work noise distraction, the
interpersonal relationship of the manager with subordinates, and their
balance of work life were the issues to mention.Based on the results achived
in this study, it is concluded that all the work environment aspects including
the physical work environment, supervisor support, co-worker relationship,
job security and safety and working environment shows a significat
relationhip with the employee performance. 1 2 3 4 5 6 7 8 9 10 11 12 13 14
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