Annotated bibliography

The workplace environment's impact on employee task performance was examined in a research paper by Zhenjing et al. (2022). Moreover, the mediating character of employee commitment and achievement-striving ability was also considered. The data for the study had been gathered through a convenience sampling technique from academic staff, with 420 questionnaires being distributed and 330 being returned, of which 314 were used for data analysis. The data was assessed through structural equation modeling (SEM) using Smart PLS 3, and the results indicated a positive relationship between a positive work environment and employee performance. The results also showed that a positive work environment improves employee commitment and achievement-striving ability, leading to improved employee performance. The study highlights the importance of workplace culture and its influence on management. It shows how the workplace environment can trigger employee commitment and achievement-striving ability, leading to improved employee performance.

In this study, the researchers asserts that the workplace environment is a key factor in shaping employee performance and the success of an organization. Both internal and external factors, such as the structure and culture of the workplace, as well as the influence of people and teams in virtual or face-to-face work environments, play a crucial role in shaping the behaviors of employees and, ultimately, impacting the overall performance of the organization. Research has shown that a positive work environment leads to more satisfied employees and higher work output. Further studies are recommended to explore the relationship between the workplace environment and performance, including comparisons between private and public organizations (Zhenjing et al., 2022).

In a research paper by Rathnaweera and Jayathilaka (2022), the impact of virtual office platforms on work-life balance was addressed in the Sri Lankan context. The COVID-19 pandemic posed a challenge to conventional 9 to 5 work practices, causing certain organizations to transform to virtual office platforms as a coping strategy. The study aimed to identify the impact of virtual office platforms on work-life balance. The study methodology was quantitative, using an online questionnaire to collect data, and the analysis was based on three regression models. The results showed that both working and non-working environments significantly impact work-life balance, with the non-working environment having a bigger influence. These findings are useful for employers and employees to adopt a focused approach to maximize the potential of virtual platforms for employee well-being, highlighting the importance of workplace culture and its influence on management.

The researcher also asserts that adopting a virtual work environment presents advantages and disadvantages and depends on the employees' access to technology and resources. Women, especially those with children, are the most impacted by the shift to a virtual work environment and may require additional support. Employee adaptability is crucial for job performance, and a clan culture within the workplace supports adaptability, whereas a market culture has a negative impact. Research has proven that a strong organizational culture can positively impact employee performance.

In a research paper by Kim and Jung (2022), the effect of organizational culture on employees' perceived stress was explored. There is scant research available on how organizational culture impacts employee stress, making this research valuable in adding robustness and filling a gap in the literature. 641 responses were used for statistical analysis, and the findings suggest that HR practitioners should match the type of organizational culture to employee competency to reduce stress. The research suggests that organizations build a clan culture for adaptability competencies and a market culture for customer orientation competency. These research outcomes provide additional knowledge to the literature and serve as a knowledge base for further research, highlighting the importance of workplace culture and its influence on management.

The Aggregate Analysis

The workplace environment plays a crucial role in shaping employee behavior and ultimately impacts the performance of an organization. Both internal and external factors, such as the workplace structure and...

…findings advocate for organizations to focus on creating and maintaining a positive work environment, as it promotes the achievement-striving ability of employees, which in turn improves their task performance. Based on the outcome, it can be inferred that creating a positive work environment is a crucial aspect of business management that organizations should not overlook.

According to the study conducted by Rathnaweera and Jayathilaka (2021), an organization's culture and policies towards virtual work significantly impact employees' personal lives and productivity. The study highlights that for employees to be productive, they need to feel that their company trusts, recognizes, and cares for them and provide proper guidance for task completion. The study also found that factors such as the lack of transportation costs and the provision of necessary resources, such as tech devices and internet facilities, can positively impact employee productivity. The authors argue that management should prioritize creating a good working atmosphere, such as a noise-free space, and foster a "family-friendly" culture to support virtual work. These findings suggest that effective management should create a positive and supportive virtual work environment to improve employee productivity.

Kim and Jung (2022) conducted a study that explored the relationship between employee adaptability competency and organizational culture. The study established a positive relationship between employee adaptability competency and clan cultures, characterized as being flexible, action-oriented, and adaptable to change. These cultures contribute to a less stressful work environment, supporting employee adaptability and competency. However, the study also found a negative relationship between employee adaptability competency and market cultures, prioritizing control and stability and emphasizing reaching targets and achieving results. These cultures can be unsupportive of employee adaptability competency. On the other hand, the study found that employee customer orientation competency positively relates to market culture. These findings highlight the importance of considering organizational culture in managing employee adaptability competency and suggest that effective management should create a supportive organizational culture that promotes employee…