Abstract

The major objective of this study was to determine the effect of the working environment on teachers’ performance of teaching faculty. This study was quantitative and based on a cross-sectional research design. In this study, the working environment was used as an independent variable, while the teachers' job performance was treated as a dependent variable. The population of the study was public secondary school teachers in Sheikhupura, while 234 respondents were selected as a sample through a simple random sampling technique. The self-administered questionnaire was adapted based on five points Likert scale format. The data were collected by research tool through a survey method. The Statistical Package for Social Science was administered to analyse the research hypothesis. The study's findings revealed a positive and significant correlation between the working environment and job performance. Moreover, the working environment had a positive and moderate effect on teachers' job performance. The study is beneficial for developing the teaching-learning process at the secondary school level by adapting the various innovative techniques.

Key Words

Working Environment, Teachers’ Performance, Secondary Level

Introduction

It has been well documented that focusing on teaching and learning significantly influences the learning process. It has demonstrated leadership impact on the individuals who began their educational careers as teachers. With this in mind, retaining effective teachers has been a priority of educational leaders and researchers (Ali et al., 2017). This balance between improved relationships and less disruptive behaviour drives the relational conversation. Examining teachers' direct perspectives, it can gain a more comprehensive understanding of the relationships that exist. Thus, for a better understanding of teacher retention and, ultimately, school effectiveness by examining the working environment (Baluyos et al., 2019). Emeka et al. (2015) additional detail a lot of aspects authority teachers' occupation fulfilment such because little payment, which guides toward perimeter happiness tie together, require acknowledgement with communication foundations. Dar et al. (2014) extra append to harsh effective setting, co-worker height of professionalism, school civilisation with associations by elder age group, sustain as of school leadership, occupation sanctuary promise, suppleness inside employment amateur stand with quality so as to authority profession of teachers. Ajayi and Abimbola (2013) compete to effective by innocent employees, whole thorny occupation, theme inactive dishonest resting taking place sufficient indemnity coat, conflict confront, operational meant designed in good deed of longer hours be liable toward exist characteristic of small occupation fulfilment. In a teaching organisation, performance is measured because the essential reason is designed for efficiency plus competence (Inayat et al., 2021).

 It wants efficient control plus resourceful employment energy toward accomplishing institutional aspire with objective (Chamundeswari et al., 2013; Wolomasi et al., 2019). enlightening establishment relies lying resting on the personal obligation as well as pains of the teachers in addition to their administration (Anastasiou et al., 2014). During the framework of school, Kadtong et al. (2017) concluded that teacher occupation fulfilment is related to poles apart characteristic of individuality responsibility during the school within the instructional expansion. Then, it is nearly vital that the instructor explains fulfilment through instructional development in systematising towards establishing teaching helpfulness in the classroom during the minor school. Khan et al. (2017) emphasise that influential team-builders notice the consequence of association, belief, jokey and sanctions on their personnel. Kaiman (2013) painstaking influential while enormous intellectual, persuaders, viewers, motivators and being paid their subsidiary to whole commission among elevated fanaticism by the compassion of good quality guidance. Jain & Verma (2014) posited the conclusion creation, while an accomplishment intentionally in use on or after an extra option inside, accomplishes the organisation's aim. Amin et al. (2016) opined that conclusion production is an implementation towards maintenance used for attaining institutional purpose, with an added challenge so as to affirmative rapport subsist among power personnel contribution in decision-making are balanced, spontaneous with escaping. It is stated to educate management administrative willpower have consequence resting on instructor occupation fulfilment, inside the instructive arrangement, constructive personality with noble examine dole out as the foundation of good quality education (Inayatulla et al., 2013; Jabbar et al., 2020) claimed that school guidance agreement through the functioning along with interpersonal family through the teachers during instilling character used for the triumph of discipline job as well as image.

Literature Review

Inayat and Khan (2021) well thought out and observed learning on school control and employee career happiness, who examine at tender be a positive association between school management and employee occupation pleasure. Positively, experimentally learn the optional connection among achieving management behaviour with workers. Instructive influence ought to encompass the capability of conniving educator functioning job, by appropriate observe organisation ease improved functioning arrangement into an enlightening institute (Morisano, 2013). There ought to be alive pleasant-sounding operational association during conditions of communication among factions with privileged positions meant for advanced duty achievement (Kaiman, 2013). Abdulrasheed (2018) confirms this observation and posits addition to job inspiration is a position of the interior also outdoor services to instigate job-related behaviour in addition to concluding its appearance, path, and concentration with the period. During the circumstance of discipline then, together with an ecological issue with persons intrinsic into a teacher themselves, would speak educator inspiration with job behaviour, in the meantime, job inspiration refers to a situate of active services to instigate together in as fine as away from a behaviour creature, to begin professional performance and to conclude its appearance, path, concentration and period. These applications are purposeful and keen eye on a lot of commerce this existence used, for instance, a knowledge during (Ahmad & Shahzad, 2011; Gleeson, 2016) famous to organise to inspire workers in a corresponding as well as aim openness income principal boast toward evaluating the compensation by operating cost by approbation on the way to intrinsic during extrinsic motivation. These confirmations demonstrate near natural because in good health as extrinsic inspiration have the large amount get in touch by to occupation pleasure. Furthermore, fundamental motivation purpose, as a result, communicate through the successive ingredient (Usop et al., 2013; Skaalvik & Skaalvik, 2017). 

Performance is the process of categorising and humanising members of staff's employment performance and aligning members of staff's job performance with governmental objectives (Amin et al., 2014). The performance reasons are to assess the worker's job performance and facilitate them in civilising their efficiency level and, consequently, person and governmental performance (Dar et al., 2014). The fundamental aspire of performance judgment is civilising person performance with the approved principles, i.e., improvement of in attendance performance, increase of motivation and discovery of training and increase, and it is absolutely interrelated with a member of staff job performance (Abutayeh & Al-Qatawneh, 2012). Performance improved member of staff job performance and, in sequence, positively influenced organisational performance. At the same time, Amin et al. (2014) suggest that unsuccessful performance might have an unenthusiastic impact on workers' confidence and generate frustration and dissatisfaction between workers. Jain and Verma (2014) suggested that corresponding human source management applications such as teaching and development, compensation performance, and guides better influence over worker productivity. Literature makes public that performance appraisal has an important positive relationship with a worker's job performance (Ahmad & Shahzad, 2011; Khan, 2010; Sanjay et al., 2018).

Performance is too measured as a motivational tool owing to the skill to assist in recognition of workers' reinforcement and help take advantage of them through support (Suleman & Hussain, 2014). On a similar occasion, the limitation is acknowledged, and measures are set in situate in the appearance of administrative maintenance that is needed in serving the worker to get better. Support on the result as of study by (Long & Sheilds, 2010). Staff who take delivery of maintaining behind an appraisal development point to that such carry donate considerably on the way to establishment and production of thoughts. The skill of motivating through performance appraisal is established to be mainly needy on how the consequences of the development are used. In an instance where the result is worn to punish mistakes, innovative behaviour is discouraging. Performance outcomes, which believe error as education opportunities, have, on the contrary, been organisation to give confidence and motivation in the middle of workers. These assertions are maintained (Kadtong et al., 2017). Who deliberates the contact of helpful administrative behaviour on improvement-based organisations such as developed undergrowth organisations? The learning establishes that staff can move away from commonplace or practice behaviour to original actions and practice inventive ideas if they trust their administrators will not discipline them (Khan, Khan & Khan, 2017).

The accomplishment of mind satisfaction mostly depends upon the democratic working environment and the self-status of the job. The evaluation of city schools is described as usually additionally privileged to community complement (Inayatullah & Jehangir, 2013)), area, chiefly pastoral, various school provide previously underprivileged the public. Writing is complete with the brave opposite students within districts (Toropova et al., 2021). Though District Education Officer has placed in succession the costs and development to examine professional difficulties in the same area, restoring is an attractive position at a deliberate speed (Anastasiou et al., 2014). The findings of such past research revealed that the appropriate evaluation system has a significant influence on the development of education institutions (Tabancali, 2016). Therefore, teachers only act the greatest marginalisation appearance deficiency, lack and assault under improvement education culture. Financial support beginning support and large commerce, collectively with payment of moderately elevated train cost make sure the horizontal performance of this organisation (Chughati & Perveen, 2013), attached with alert school authority, imposed discipline, good manners, individual discussions. Conversely, the weak evaluation system produces a lesser percentage (Naz et al., 2017). 




Hypothesis 

H1. There is a significant relationship between the working environment and teachers’ performance. 

H2. There is a significant effect of the working environment on teachers’ performance. 

Methodology

The study population comprised the teachers of public sector schools from Sheikhopura. A multistage sampling technique was used for this purpose simple random sampling technique was applied to target the sample of the study. Krejie & Morgan's (1970) table was administered to select the sample size. Whereas 300 secondary school teachers were selected as a sample for this study in which 234 questionnaires were returned and usable, the return rate was 78%. Self-developed questionnaires were used as an instrument for data collection through the survey method using five points 1. SDA to 5. SA Likert scale. The questionnaire consisted of two parts. Part one comprised demographic information about the participants.

In contrast, part two concerned the working environment with the dimensions of role clarity, respect, career development and direction, whereas the teachers’ performance questionnaire with the dimensions of contextual and task performance. For this study, the Cronbach's Alpha Coefficient was applied to analyse the instrument's reliability greater than 0.7 (Nunnally, 1978). Moreover, in this study, the content and face validity of the questionnaire was administered (Gray, 2014). Descriptive and inferential statistics were applied to analyse the hypothesis of this research by using SPSS. 

Results

Table 1. Descriptive statistics for the variables of the study

Variables	M	SD
Role Clarity	3.37	.99
Respect	3.10	1.05
Communication	3.45	.95
Career Development	3.25	.98
Direction	3.67	.98
Working Environment	3.36	.99
Contextual Performance	3.54	.96
Task Performance	3.28	.97
Teachers’ Performance	3.41	.96

 




To determine the existing level of the working environment and teachers’ performance by teachers, descriptive analysis was administered. It found that the mean of the statements was from 3.10 to 3.67 and Overall M= 3.36, SD= .99. Whereas from 3.28 to 3.54 and overall M= 3.41, SD= .96 about teachers’ performance. It revealed that respondents agreed about the variables of the study.




 

Table 2. Correlate Matrix 

Variables	1	2	3	4	5	6
Role Clarity	1
Respect	.346(**)	1
Communication	.469(**)	.441(**)	1
Career Development	.429(**)	.377(**)	.271(**)	1
Direction	.389(**)	.322(**)	.399(**)	.379(**)	1
Teachers’ Performance	.421(**)	.346(**)	.288(**)	.340(**)	.321(**)	1
	WI			TP
Working Environment	1
Teachers’ Performance	.343(**)			1

** Correlation is significant at the 0.01 level (2-tailed).

 




In order to analyse the relationship between the dimensions of the working environment and teachers’ performance of teachers, it was administered Pearson Correlation. It found that there was a weak and positive correlation between communication and teachers' performance r=.288. The rest of the factors, such as; role clarity, respect, career development and direction, have a moderate correlation with teachers' performance r=.421, .346, .340 and .321, respectively. Cumulatively, the

working environment was positively associated with

teachers’ performance r=. 343.




 

Table 3. Multiple Regression Analysis

DV	Constructs	Std. Error	Beta	T	Sig
Teachers’ Performance	(Constant)
	Role Clarity	.073	.469	6.27	.00*
	Respect	.050	.430	8.48	.00*
	Communication	.045	.220	4.70	.00*
	Career Development	.061	.345	5.56	.00*
	Direction	.047	.235	4.82	.00*
	Working Environment	.057	.339	5.92	.00*

Dependent Variable: TP

 




The findings revealed there was a moderate effect of the working environment on teachers' performance. Moreover, the factors of communication and direction have a weak effect with the beta value of .220 and .235. The rest of the factors, role clarity, respect and career development, have a moderate effect on teachers' performance with beta values of .469, .430, .345 and overall, .339, respectively. 

Conclusions and Discussion

It concluded that the communication and direction factors of the working environment have a weak correlation and effect on teachers' performance. The rest of the factors, such as; role clarity, respect and career development, have moderate and positive correlation and effects on teachers' performance. The findings of the revised motivation and live helpful to all school leaders within the school in the district of supervision professionalism in conditions of management release within every school below his or her management. The outcome of the revised motivation is helpful to school leaders by providing them with teachers on the relationship between the working environment and the summit of occupation performance. 

The conclusion of the learn determination put into the investigation information of teachers, academic that will be helpfully designed for prospective revision in education. This learning has packed a hole of information in recitation which of the management approach: working environment, job performance is secondary school division. It is fundamental to acquire a response to this query because the conclusion of this learns to be intelligent towards be exploit towards improving the efficiency of minor discipline subdivision skull to support prospect directorial accomplishment. Generally, the result of this learns to give a cadaver of information to try to fill up the opening inside our fiction in the revise of management approach inspiration issue presentation evaluation with occupation pleasure minor educate teachers within Pakistan.

On behalf of the findings of this study, it was recommended that further studies must be conducted in other areas and levels. Moreover, the job performance of the teaching faculty should be determined by other indicators which enhance the job performance. The staff development and higher authorities should take notice of the professional development of the teaching faculty. 

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