Designing for (or Against) Reputations
The design of physical environments can reinforce or help change opinions about organizations.
The design of physical environments can reinforce or help change opinions about organizations.
It seems logical that the physical design of workplaces where people spend their days should have ramifications for workers’ well-being after they leave them, but this study is among the first to rigorously explore that relationship.
Smith-Jackson and Klein evaluated the influence of irrelevant speech on task performance in open-plan offices. This research is special because of the analyses completed.
When is a “halfalogue” worse than a monologue or a dialogue?
Baldry and Hallier have news for workplace planners.
Lindner and her colleagues have found that when people observe others performing a certain action, they are much more likely to “remember” that they also completed that particular action than is actually the case.
Na Wang’s exquisitely thorough and thoughtful dissertation research investigates our emotional, attitudinal, and cognitive responses to sunlight, window views, privacy, and control.
Gibson and McDaniel have studied organizational behavior using a cross-cultural perspective.
In this open source article, Sailer and her colleagues introduce readers to important tenets of space syntax by investigating the influence of several office design interventions on organizational behavior.
Hua and her colleagues assessed worker satisfaction with various sorts of collaborative spaces and some of their findings have been discussed in other Research Design Connections blog posts.