In recent years, researchers and organizations have increasingly focused on understanding how various aspects of the work environment affect employees’ well-being, acknowledging its critical influence on organizational performance and employee satisfaction. This study aims to evaluate the effects of the work environment on employees’ well-being, paying attention to the physical and social dimensions, organizational job characteristics, intrinsic job factors, and employees’ perspectives on their roles. The research used a survey to collect data from Romanian employees across diverse sectors. Structural equation modeling enabled analysis of the relationships between these variables and their direct or indirect influence on well-being. The results demonstrate that the work environment’s physical and social aspects, intrinsic job characteristics, and future perspectives significantly contribute to employees’ well-being. Key organizational factors, such as job autonomy and managerial support, enhance work experience. The findings indicate that enhancing workplace conditions and relationships can positively affect employees’ well-being, with broader implications for organizational productivity and employee retention. This study emphasizes the need for a comprehensive approach to workplace design, integrating physical and social elements to promote higher levels of employee engagement.

In recent years, increasing attention has been directed toward understanding the intrinsic aspects of work and their impact on employee well-being. This study aims to evaluate the influence of intrinsic work factors on employees' health, well-being, and job satisfaction. The research employs artificial neural network analysis, specifically a multilayer perceptron model, to establish relationships between intrinsic work factors (such as motivation, interest in the profession, and recognition) and employee outcomes, including health and well-being. The findings reveal that organizational motivation, interest in the profession, and recognition of effort are the most significant contributors to employee well-being, while other aspects, such as autonomy and task satisfaction, exert less influence. These results highlight the complexity of how intrinsic factors shape the overall work experience, suggesting a differentiated approach to human resource management. In conclusion, intrinsic work aspects positively impact employee well-being, but the influence varies across different factors, emphasizing the importance of fostering motivation, interest alignment, and recognition in the workplace.