This dissertation investigated how various components of the work environ-ment—namely physical environment, social interaction, and organizational cul-ture—affect employee productivity and job satisfaction in diverse organizational settings across the United Arab Emirates (UAE). The research based its analy-sis on Herzberg’s Two-Factor Theory, Social Exchange Theory, Environmental Psychology, and the Job Demands-Resources (JD-R) model through a quantita-tive assessment of structured surveys administered to employees in various in-dustries. A total of 101 responses underwent factor analysis, reliability testing, correla-tion analysis, and multiple linear regression using SPSS. The research showed that organizational culture together with social interaction proved to be strong predictors for both employee productivity and job satisfaction. According to the survey data, the physical environment demonstrated a stronger relation to productivity than satisfaction, but its influence was moderate across both measures. These findings suggest that while ergonomic design and workplace aesthetics support performance, psychosocial factors such as inclusive leader-ship, recognition, and interpersonal support play a more dominant role in shap-ing employee well-being. By interweaving various behavioral theories into one model, the study offered practical solutions for leaders and employers working in UAE multicultural set-tings aiming to implement sustainable human resource management solutions that effectively understand physical, social and cultural influences.