Working Environment effect on Employee Job Performance: Evidence from Selected Regional Offices of Southern Ethiopian Regional State

The main purpose of this study was examining the role of employees working environment on job performance of public sector specifically within newly established south Ethiopian region regional cluster offices located in arbaminch city, Ethiopia to address this issue the study focused on five variables that can measure the working environment and the study designed to employ explanatory research design with mixed research approach which gives the room to analyze the existing relationship of variables of study at study area through descriptive data analysis techniques utilized to categorize the data and derives meaningful understandings for reaching conclusions moreover, The researchers employed multistage sampling techniques to assure the representativeness of data drawing a sample of 173 employees from a population of 305, achieving a high response rate of 99.4% with 172 valid responses used for analysis. The findings indicated that the physical working environment, workload management, and training significantly increase employee performance On the other hand; rewards and having the option of work schedule did not show statistically significant effects on job performance also the Regression analysis reveals training of employees, physical working environment and actual workload strongly correlated with job performance, accordingly based on these results, the researchers recommended that regional offices management to constantly upgrading and optimizing the physical working environment to raise employee productivity and innovation in the study area and also Effective workload management is recommended to prevent overloading employees, thereby keeping their satisfaction and performance. Moreover, since employees responded positively to existing training schemes, the Public offices is encouraged to explore innovative approaches to training delivery to further enhance employee efficiency.