The Impact of Working Conditions on Secretary Performance in an Organization Chapter One Objective of the study The primary objective of this study is to investigate the challenges faced by secretaries within organizational settings and their impact on job performance and well-being

The Impact of Working Conditions on Secretary Performance in an Organization

Chapter One

Objective of the study

The primary objective of this study is to investigate the challenges faced by secretaries within organizational settings and their impact on job performance and well-being. Specifically, the study aims to achieve the following objectives:

1. Identify the key factors contributing to workload management challenges experienced by secretaries.
2. Assess the effectiveness of technological tools and resources utilized by secretaries in performing administrative tasks.
3. Examine organizational communication and coordination processes and their impact on secretary performance.

CHAPTER TWO

REVIEWED RELATED LITERATURE

Working conditions and their effects on employee performance.

The introduction would provide an overview of the significance of working conditions in shaping employee performance and productivity. It would highlight the importance of understanding how various working conditions influence employee well-being and effectiveness in the workplace.

Research has shown that the physical working environment, including factors such as lighting, temperature, noise levels, and ergonomic design, significantly impacts employee performance. For instance, a study by Hedge and Powers (2005) found that optimal lighting conditions in office environments can enhance productivity by reducing visual discomfort and fatigue (Hedge & Powers, 2005).

High workloads and excessive job demands are known to negatively affect employee performance. Research by Bakker, Demerouti, and Sanz-Vergel (2014) demonstrated that high job demands are associated with increased levels of stress and burnout, which subsequently impair employee performance (Bakker et al., 2014).

Job autonomy or the degree of control employees have over their work tasks and schedules, has been found to positively influence employee performance. A meta-analysis by Humphrey, Nahrgang, and Morgeson (2007) revealed a significant positive relationship between job autonomy and various performance outcomes, including job satisfaction and task performance (Humphrey et al., 2007).

Social support from colleagues and supervisors, as well as organizational support in terms of resources and policies, plays a crucial role in enhancing employee performance. Research by Eisenberger, Stinglhamber, Vandenberghe, Sucharski, and Rhoades (2002) demonstrated that perceived organizational support positively predicts employee performance and commitment (Eisenberger et al., 2002).

Achieving a balance between work and personal life is essential for maintaining employee well-being and performance. A study by Allen, Herst, Bruck, and Sutton (2000) found that employees who perceive greater work-life balance report higher levels of job satisfaction and organizational commitment, leading to improved performance outcomes (Allen et al., 2000).

The conclusion would summarize the key findings from the literature review, emphasizing the significant impact of working conditions on employee performance. It would highlight the need for organizations to prioritize the improvement of working conditions to enhance employee well-being and productivity.

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CHAPTER THREE

RESEARCH METHODOLOGY

INTRODUCTION

In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.

RESEARCH DESIGN

Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.

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