PHYSICAL WORK ENVIRONMENT AND ORGANIZATIONAL CULTURE IN EMPLOYEE PERFORMANCE: REGRESSION EVIDENCE FROM TELUK PUCUNG PUBLIC HOSPITAL

Abstract

This study examines whether employees’ perceptions of the physical work environment and organizational culture are associated with self-reported performance at Teluk Pucung Class D Regional General Hospital. Drawing on the job demands–resources framework, it considers material working conditions and organizational practices as distinct workplace resources. A quantitative questionnaire survey included 69 employees from a stated workforce of 220. The instrument contained eight physical-environment items, ten organizational-culture items, and twelve performance items. Data were analysed using multiple linear regression in SPSS 25, with each predictor assessed while holding the other constant. The physical work environment was positively associated with performance (B = 0.728; t = 5.422; p < .001). Organizational culture also showed a positive association (B = 0.395; t = 3.264; p = .002). The joint model was significant, F(2, 66) = 129.026, p < .001, and explained 79.6% of the observed variation in respondents’ performance scores (R² = .796; adjusted R² = .790). The standardized coefficient was larger for the physical environment (β = .577) than for organizational culture (β = .348), although their difference was not formally tested. By examining both workplace domains in one model, the study provides a focused account of employee-reported performance in a local public hospital. The survey does not establish causal effects or changes in clinical outcomes. Hospital managers can use these findings to prioritize assessments of facilities and coordination practices, then evaluate improvements against independently recorded work indicators.