Perceptions of performance and satisfaction after relocation to an activity-based office

Abstract

Many companies move from open-plan offices (OPO) to activity-based workplaces (ABWs). However, few studies examine the benefits and drawbacks following such a change. The aim of this study was to explore how physical conditions, office use, communication, privacy, territoriality, satisfaction and perceived performance change following a company's relocation from an OPO to an ABW. A mixed methods approach included pre-and post-relocation questionnaires and post-relocation focus groups, individual interviews and observations. The questionnaires enabled comparisons over time (n = 34) and broader analyses based on retrospective ratings of perceived change (n = 66). Results showed that satisfaction with auditory privacy, background noise, air quality, outdoor view and aesthetics increased significantly after relocation. Negative outcomes, such as lack of communication within teams, were perceived as being due to the high people-to-workstation ratio and lack of rules. Overall satisfaction with the physical work environment increased in the ABW compared to the OPO. Perceived performance did not change significantly.Practitioner Summary: Activity-based workplaces (ABWs) are commonly implemented although their effects on performance and well-being are unclear. This case study gives advice to stakeholders involved in office planning. Despite shortcomings with the people-to-workstation ratio and rules, employees showed improved satisfaction with auditory privacy and aesthetics in the ABW compared with the previous open-plan office.

Office employee satisfaction: the influence of design factors on psychological user satisfaction

“…A review by Rolfö et al (2018) found that psychological workspace comfort, such as privacy and territoriality (De Croon et al, 2005) and communication (Brennan et al, 2002), affect occupants' satisfaction and performance, as well as physical office conditions (Brill and Weidemann, 2001). Some studies explored the impact of physical environmental factors on job satisfaction and productivity.…”

Workplace Privacy: How Job Types Matter

“…Recent survey research often classifies privacy as a separate construct from other privacy meanings (e.g., listing “lack of distractions” and “I need privacy” as separate constructs) (Rolfö et al, ; Wohlers & Hertel, ). Yet earlier research revealed that lack of distractions is one of the common meanings that workers give for privacy.…”

“…Individuals and work groups use overt behaviors to communicate their desire for more or less privacy through nonverbal and verbal behaviors, personal space, and territoriality (Altman, ). Altman argues that these overt behaviors operate as privacy‐regulating mechanisms—they are not separate constructs from privacy as is often categorized in the literature (e.g., Rolfö et al, ; Wohlers & Hertel, ). Workers use territorial behaviors to delineate privacy boundaries by modifying the environment if design flexibility allows.…”

“…While the open‐plan is the dominant office design at this time (Keable & Marmot, ; Kim, Candido, Thomas, & de Dear, ), organizations are moving toward more free‐flowing open work areas with cubicle panels largely eliminated (GSA, ). They are also experimenting with on‐site and off‐site distributed work strategies across job types where workers can work anytime and anywhere (Keable & Marmot, ) in activity‐based workspaces that are reported to support different work activities for job types, including focused (concentrative) work and especially collaborative work (Appel‐Meulenbroek, Groenen, & Janssen, ; Rolfö, Ekland, & Jahncke,” ). The workspaces are typically designed as open work areas with bench seating rather than cubicles; they have fewer and smaller private offices, less desk ownership and more desk sharing (hot desking), and multiple‐activity areas for collaborative work (Morrison & Macky, ).…”

“…The empirical evidence to validate this claim, however, is minimal and overlooks job type as a potential moderator. Instead, privacy research has generally focused on an individual job type, its title/rank and general work practices (Rasila & Rothe, ), or job types have been either aggregated (Rolfö et al, ; Wohlers & Hertel, ) or partially aggregated due to small sample sizes (Charles & Veitch, ; Haans, Kaiser, & de Kort, ).…”