St.

Paul College of Ilocos Sur

(Member, St. Paul University System)
St. Paul Avenue, Bantay, 2727 Ilocos Sur
Basic Education – High School Department

REPERTORY GRID
NAME: Chlouisse Kielle Favis STRAND: STEM-TIS
RESEARCH TOPIC: Contrasts between Work Productivity in the office and at home during the COVID-19 Pandemic Crisis: A systematic
review of literature.

STUDY PROBLEMS METHODOLOGY FINDINGS CONCLUSIONS RECOMMENDATIONS

ADDRESSED
WORK  Determined  Conducted a  COVID-19 has made  Productivity in the  Comparing the
PRODUCTIV that a huge survey in which it drastic effects on home and office space and IT
ITY IN THE number of lasted two (2) productivity in both was affected by environments at
OFFICE AND people have weeks in office and home work. the space, sound, home and the
AT HOME different November and  With the high and information sound
DURING approaches of December 2022. concentrations of CO2 technology environment at
THE COVID- getting used to  Two set aside, temperature environments. the office, there
19 WFH unlike questionnaires and relative humidity  Moreover, work was still room for
PANDEMIC: office work. have been were not associated productivity in the improvement.
A CROSS-  Mentioned administered, with satisfactory office was directly  A lower
SECTIONAL that the with one to build countermeasures of related to concentration of
ANALYSIS COVID-19 operators and for COVID-19. employee PM2.5 is also
OF OFFICE made drastic the office  Lower CO2 and PM2.5 satisfaction with associated with
WORKERS changes to the workers. levels were correlated COVID-19 greater
IN JAPAN environment of with higher satisfaction countermeasures, satisfaction with
working with with COVID-19 in addition to COVID-19
countermeasur countermeasures. physical, audio, countermeasure
es based on  A similar trend was and IT s, suggesting
the modes of observed in the environments. that improving
transmission multilevel linear the
of the virus. regression model after effectiveness of
 Examined and adjusting for COVID-19
found data in confounders. countermeasure
which it has  Even if CO2 s may increase
something to concentration was not work productivity
do with various significantly correlated as a result of
elements that (p = 0.061), PM2.5 managing
trigger one’s mass concentration was PM2.5 more
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 motivation to significantly correlated effectively.
do work. with satisfaction with
COVID-19
countermeasures (p =
0.009).
 With this taken into
account, the society of
heating has alarmed its
engineers of Japan for
awareness-raising
activities on the air filter
and the air purifier due
to lower PM2.5 mass
concentration.

EVALUATIN  Results show  Research  Involves the usage of  It is important to  In order for
G THE that people are questionnaires elements and factors emphasize the link occupants to be
CONNECTIO not satisfied were that affect the Indoor between comfortable and
N BETWEEN with indoor administered Environmental Quality productivity and productive,
THERMAL environment and distributed (IEQ) such thermal comfort. thermal comfort
COMFORT as this affects by the acoustic/sound, visual Up until now, this is key. If the
AND the comfort, occupants in a and air quality comfort, connection has not goal is to
PRODUCTIV health, and separate along with thermal been widely maximize
ITY IN productivity of meeting. comfort. studied. There is productivity or
BUILDINGS these  Individual performance still room for performance,
occupants. relates to productivity. further such as in
 Addressed to As of today, there are investigation. industry, offices
adjust and no standards for Thermal comfort, or schools, the
renovate the measuring productivity indoor air quality evaluation of
thermal and it is difficult to (IAQ), sound, and thermal comfort
comfort of determine the thermal visual comfort are becomes even
occupants to effects on human the four basic more important.
reach performance at the determinants of  The status of
satisfactory workplace because indoor determining how
level. there are many environmental environmental
 Mentions that variables associated quality (IEQ), as variables (air
there are with specific tasks in well as the temperature,
certain limits in specific contexts that psychological and average radiant
which the cannot be accurately emotional needs of temperature, air

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 different recorded. an individual. velocity, and
aspects of IEQ  According to the results, There is evidence relative
are analyzed comfortable indoor that poor Indoor humidity) and
separately. thermal conditions can Environment individuals
benefit employee well- Quality (IEQ) can (metabolisms
being, productivity, and cause illnesses, as and clothing)
health costs. For well as negatively affect thermal
example, higher impact the comfort and
operational rates, fewer employee's well- productivity
production losses, and being and cannot be
fewer medical leaves productivity. overstated. In
are some of the analyzed
benefits. studies, it was
noted that some
of these factors
and/or a
combination of
these are rarely
used and
studied.
WORKING  Tackled and  It was  With good mental and  It suggests that  The findings
FROM expounded the administered physical well-being, it the workers’ of this work
HOME hardships of through an leads to a more productivity highlight key
DURING transitioning online improved productivity in levels remain consideration
THE COVID- from office to questionnaire which it expounds more stable from s for
19 work from through Qualtrics the needed help of office to WFH organizational
PANDEMIC: home, its Panel Services supportive strategies in as what should policies and
IMPACT ON work-related for 45-days from which it is targeted to be more practices that
OFFICE factors that April 27, 2020 to the worker and its work. focused on is employers,
WORKER affected June 11, 2020.  More workload and the overall well- employees,
PRODUCTIV productivity in The study was communication with being of the and other
ITY AND a typical WFH reviewed by the coworkers are person. worker
WORK day. Institutional associated with higher  Along with that, support
EXPERIENC  Examined how Review Board of work productivity a the workers professional
E worker-, the University of worker can have. This have various can use as a
workspace-, Southern also addresses the and different foundation for
and work- California and people with low self- variables in planning
related factors was approved as esteem feel insecure which it can productive
affected exempt about their businesses greatly have a and healthy

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 productivity research. in which it made them good or bad design of
and time spent think and expect higher effect on the WFH in the
at a of themselves towards person. future of work.
workstation on other people.  Effective
a typical WFH  External distractions communication
day during the from working at home is
pandemic. are inevitable due to recommended
 Addressed the other household and must be
different responsibilities such as practiced to the
outcomes of laundry, cooking, coworkers as
transitioning of cleaning, and sharing the satisfaction
the workers the workplace with of thermal
and its effects other people inside. environment
on their own With this, it decreases and workload
work. one’s productivity and can be
affecting it greatly. associated with
higher
productivity.
DIGITALLY  The pandemic  They have used  Data shown proves that  It has considered  It is much more
TRANSFOR has shaken a survey teleworkers alone that digital needed to give
MED HOME the conducted online between 40-49 have software and tools attention to the
OFFICE atmosphere of last May to July optimistic aftermaths are vital in order to well-being and
IMPACTS the worker’s 2020 from the related to job access and get the the quality of
ON JOB different SEI survey satisfaction. Unlike job done when their
SATISFACTI relationships which is also those who are in their working from environment
ON, JOB such as their supported by the 30-39 and over 50 do home. along with its
STRESS work, time, FNR. not benefit the  With this into tools.
AND JOB and form. satisfaction. account, the
PRODUCTIV  Addressed  More attention must be accessibility of
ITY. COVID- also the given to the social these tools has
19 decrease of interactions the good and bad
FINDINGS chances of traditional office has as variables that can
absenteeism those who are older affect one’s
and turnover than 50 slowly lose satisfaction to its
of workload. productivity due to work.
 It also lacks adapting and
the transitioning with the
atmosphere of environment/workplace.
teamwork and  It suggests that people

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 cooperation of who have experienced
fellow working from home
coworkers. before the pandemic
has negative relations
to job satisfaction and
positively on the job
stress.
STUDY ON  Mentioned the  They have  The total number of  According to the  One must not
RESIDENTIA different conducted participants in the results, workers be biased with
L causes and experiments survey was 198. The with high openness their target
ENVIRONME effects of inside the office households without had higher audience to
NT AND different in which they controlled humidity productivity when answer the
WORKERS’ variables due have measured and temperature working from home questions and
PERSONALI to conducting the air recorded correctly than people with statistical
TY TRAITS these certain temperature and were excluded from high neuroticism data. Another
ON phenomena. humidity of the the analysis. After have lower issue is the
PRODUCTIV  Also worker’s excluding the data for productivity when method of
ITY WHILE mentioned that workspaces. 8 participants, finally working from home evaluating
WORKING work from  Also 190 households were than when working productivity.
FROM home status administered the included in the from the office. The
HOME can have both questionnaires in analysis of air  However, these “productivity”
negative and order to be temperature and SET. studies are silent considered in
positive effects enlightened Statistical analysis on the locations this study was
of the workers. more on the was performed using where they were assessed
 Deterioration residential SPSS 27.0 and a conducted. subjectively
of job environment and significance level of p Researchers found through
satisfaction, home = 0.05 was used. that workers with questionnaire
productivity, productivity.  The average high openness surveys;
processing of temperature of the scores, who may therefore,
knowledge, environment was at be more objective
20.1 degrees Celsius intellectually measurement
with the average curious and more s
relative humidity at likely to have should also
40.3 ± 10.5%, with innovative ideas, be conducted
about 40% of were better suited
workspaces within the to adapting to
recommended range. working remotely.
 In gathering the Conversely,
survey results, they workers with high

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 have divided the neurotic scores
people into 2 groups may have felt
namely; the High and anxious about the
Low groups. Both uncertain social
groups contrast in situation during the
significance of the COVID-19
deterioration in pandemic and
comprehensive reported lower
productivity. productivity when
working from home
than when working
from the office
before the
pandemic.
BASED ON THE DIFFERENT LITERATURES YOU READ AND STUDIED, WHAT DO YOU THINK ARE THE GAPS THAT NEED TO BE
STUDIED FURTHER?
- No biased points should be tolerated when administering surveys for data collection. Work productivity’s definition is mostly
subjective, not objectively. Studies should be objectively indicating the different mistakes and drowsiness of the author in doing the
research itself. Not all of these studies consider hierarchical structure as controlled studies and interventions should be implemented
next time.

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