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:
- Identify the key factors contributing to workload management challenges experienced by secretaries.
- Assess the effectiveness of technological tools and resources utilized by secretaries in performing administrative tasks.
- 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.
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.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine The effect of working conditions on the performance of secretary in an organization. NBC, Aba form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain the effect of working conditions on the performance of secretary in an organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the effect of working conditions on the performance of secretary in an organization
Summary
This study was on the effect of working conditions on the performance of secretary in an organization. Three objectives were raised which included: Identify the key factors contributing to workload management challenges experienced by secretaries, assess the effectiveness of technological tools and resources utilized by secretaries in performing administrative tasks and examine communication and coordination processes within organizations and their impact on secretary performance. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from NBC, Aba. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
In conclusion, optimizing working conditions is essential for enhancing secretary performance and promoting organizational success. By addressing workload issues, fostering effective communication, providing technological support, empowering secretaries, and creating a supportive work environment, organizations can maximize the potential of their administrative professionals. Investing in improved working conditions not only benefits individual secretaries but also contributes to organizational productivity, efficiency, and employee satisfaction. Therefore, organizations must prioritize the enhancement of working conditions to unlock the full potential of their secretary workforce
Recommendation
Based on the findings of this study on the effect of working conditions on secretary performance in organizations, several recommendations emerge to optimize working conditions and support secretary effectiveness:
- Organizations should assess and manage workload levels to ensure they are reasonable and manageable for secretaries. This may involve redistributing tasks, prioritizing assignments, and providing additional resources or support when necessary.
- Encourage the development of strong communication skills among secretaries and foster a collaborative work culture. Providing opportunities for training in communication and teamwork can enhance secretary performance and facilitate effective coordination of tasks.
- Ensure secretaries have access to up-to-date technological tools and resources necessary to perform their tasks efficiently. Offer training programs to enhance technology proficiency and provide ongoing support to address any technical challenges that may arise.
- Grant secretaries a level of autonomy and decision-making authority appropriate to their roles. Empowering secretaries to make decisions and take ownership of their tasks can increase job satisfaction, motivation, and productivity.
- Design workspaces with ergonomic principles in mind, ensuring comfort, safety, and functionality. Provide adequate lighting, comfortable furniture, and appropriate temperature control to enhance secretary well-being and performance
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