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Chiat, Low Chun, and Siti Aisyah Panatik. "Perceptions of Employee Turnover Intention by Herzberg’s Motivation-Hygiene Theory: A Systematic Literature Review." Journal of Research in Psychology 1, no. 2 (August 17, 2019): 10–15. http://dx.doi.org/10.31580/jrp.v1i2.949.
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Turnover rate of the employee remains one of the most frustrating and persistent issues faced by the organization and company over the decades. The turnover rate of employees increased in the past few years in every field. The effectiveness for the companies to investigate of studies on decreasing the turnover intentions of the employees are therefore the particular interest to investigate. Thus, we argue that is necessarily to have a comprehensive review in exploring the influences of Herzberg’s theory on the turnover intentions on employees. We present a systematic review of empirical studies to investigate the relationship between the Herzberg’s theory and employees’ turnover intentions as it will help us in reaching more explicit and comprehensive understanding on the theory. Due to the cultural difference between Western and Asian countries, we elaborate on the potential influences on the Herzberg’s theory to the turnover intentions. The contributions of this paper are to expose the diversity of understandings on the motivating and hygiene factors in Herzberg’s theory and to provide a conceptual mapping for the planning of the further research.
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Bexheti, Luljeta, and Agron Bexheti. "The Impact of Herzberg's Two Factor Theory and Efficiency at Work." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 378. http://dx.doi.org/10.26417/ejms.v1i2.p378-385.
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This study aims to find out whether there is connectivity relation between motivation and productivity at work in the retail industry. The basic theory of this research is the Herzberg’s two factor theory, concretely motivational and hygienic factors. Another goal is to see which of the two factors of Herzberg theory have more impact in raising the productivity of the employees in the retail industry. The study sample included employees at the company JYSK, Skopje City Mall in Macedonia. The main techniques used for collecting the data for the study is the primarily designed questionnaire used to measure these indicators. Regarding the first objective of the study, the results show a high correlation between motivational-hygiene factors and increasing productivity. The results of the second goal of this study show that hygienic factors dominate more on raising of the productivity than motivational factors, which means that for employees the most important is the monthly salary, relationships with others, being secured etc. One of the key recommendations is that the executive management of the organization to maintain the right attitude in relation to hygiene factors, because for the employees at any organization it is very important the management also to approve and implement other methods for promoting motivational factors.
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Yousaf, Seeham. "Dissection of Herzberg’s Two-Factor Theory to Predict Job Satisfaction: Empirical Evidence from the Telecommunication Industry of Pakistan." Lahore Journal of Business 8, no. 2 (October 1, 2019): 85–128. http://dx.doi.org/10.35536/ljb.2019.v8.v2.a4.
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Herzberg’s motivation theory is one of the most widely studied motivation theories. This theory isalsoknown as the two-factor ordual-factor theory. Thepremise ofFrederick Herzberg’s theory is that the concept of motivationis dividedintotwo aspects:hygiene and motivators.There is no denying of the fact that the theory of Herzberg of employee motivation is very pertinent in explaining the work behaviors of organizational employees. Nevertheless, this theory attracts substantial criticism from its critics who strongly contended that there is no need to revive the original theory as it lacks substantial influence in explaining employee motivation.Taking this notion forward, this study aims to testthe fundamental factors that are of six hygiene factors (extrinsic factors),and five motivators (intrinsic factors) that affectthejob satisfaction offront line employees(FLEs).In doing so, this study moves beyond the dichotomy of these two factors and examine the pertinence of underlying factors that can directly influence the employee job satisfaction. The FLEsare the faces that represent organizations,as they directly interact with the customers at their business units. The study analyzesthe data by applyinga structured equationmodel on a survey sample of 284employees,constituting of business managers and executives in both metropolitan and non-metropolitan areas in telecommunication industry of Pakistan.This research reveals positive and direct relationship of five of the underlying factors (money, relationship with peers, relationship with supervisors, work itself and recognition) with job satisfaction.
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Ataliç, Hilmi, Ali Can, and Nihal Cantürk. "Herzberg's Motivation- Hygiene Theory Applied to High School Teachers in Turkey." European Journal of Multidisciplinary Studies 1, no. 4 (April 30, 2016): 90. http://dx.doi.org/10.26417/ejms.v1i4.p90-97.
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The authors of this study sought to examine the job satisfaction and motivational level of high school teachers regarding the Hygiene and Motivator factors as identified by Herzberg and to find out the effect of fulfillment of Hygiene and Motivator factors on motivation of high school teachers. A questionnaire titled the quantitative data from Lester’s (1987) TJSQ assessment of teacher job satisfaction and Hoy et al. ’s (1991) OCDQ-RS assessment of school climate were used to collect data for the study. While the data for the study was analyzed using multiple statistical procedures: mean point value, standard deviation, and variance, t-test of significance and One-way-analysis of variance (ANOVA). A paper survey has been distributed to 198 respondents who are all actively involved in high school teaching in Isparta, Turkey. However, Frederick Herzberg's theory which states that what he terms hygiene (job context) factors contribute to dissatisfaction while motivator (job content) factors relate to satisfaction, the study indicates that both hygiene factors and motivation factors contribute to satisfaction and especially, hygiene factors were more satisfying factors in the high school teachers group.
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Sumipo, Jasmin. "Stay with Me: Factors Influencing Teacher’s Retention in Private Elementary Schools." Advances in Social Sciences Research Journal 7, no. 3 (March 23, 2020): 255–59. http://dx.doi.org/10.14738/assrj.73.7934.
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This research study sought to find out the factors which influence teachers’ decision to stay among the selected private elementary schools in Tubigon, Bohol. A researcher -made questionnaire based on Fredrick Herzberg’s Motivation- Hygiene Theory supplemented with informal interviews were used to gather the perceptions of the research participants. This quantitative-qualitative study used purposive sampling to determine the eighteen teacher participants from the three private elementary schools. Using a weighted mean formula to interpret the data, findings revealed that motivational factors on the job are strong influencing factors responsible for teachers’ retention. Despite the low salary they received, the participants chose to stay because they felt satisfied in other areas. Truly, intrinsic motivational factors are stronger forces that instill teachers’ loyalty to the school. This is in congruence with Herzberg Theory which states that the higher the motivational factors, the greater the percentage of worker’s retention.
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Singh, Monu, and Abhigyan Bhattacharjee. "A Study to Measure Job Satisfaction Among Academicians Using Herzberg’s Theory in the Context of Northeast India." Global Business Review 21, no. 1 (April 2, 2019): 197–218. http://dx.doi.org/10.1177/0972150918816413.
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The study aims to test the significance of Herzberg’s theory in the field of academics. The study also aims to measure the differences in the satisfaction levels of academicians towards their job on the basis of the location of their home town, that is, from Northeast and other parts of the country. The study is primary in nature and data have been collected with the help of a self-developed questionnaire. The sample units consisted of 478 academicians estimating around 30 per cent of the total academicians working in the central universities of Northeast India. Researchers have used multiple regression analysis, step-wise regression analysis and t-test in the study. It was found from the study that Herzberg’s two-factor theory can be successfully applied to the academics’ job satisfaction. Both the motivation and hygiene factors have been found to be positively and significantly related to job satisfaction. It has been found from the study that there is a significant difference in the satisfaction level of academicians towards the motivation and hygiene factors of job satisfaction due to the difference in their home town. Academicians whose home town is in the Northeast are found to be highly satisfied towards the motivation and hygiene factors than the academicians whose home town is in other parts of the country.
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Ann, Saehya, and Shane C. Blum. "Motivating senior employees in the hospitality industry." International Journal of Contemporary Hospitality Management 32, no. 1 (January 13, 2020): 324–46. http://dx.doi.org/10.1108/ijchm-08-2018-0685.
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Purpose This study aims to use Herzberg’s two-factor theory and attempted to discover, which motivational factors are the best predictors of senior employees’ job satisfaction and dissatisfaction and turnover intentions. The study also verified the two-factor theory’s validity. Design/methodology/approach This study used a Web-based, self-administered survey method with measurements developed specifically for this study. Structural equation modeling using confirmatory factor analysis was conducted to test the hypotheses. Findings The two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction. The four hygiene factors that had a significantly negative effect on job dissatisfaction were technical supervision, personal life, status and job security. Job satisfaction had a significantly negative effect on turnover intention, while job dissatisfaction had a significantly positive effect on the variable, which supported Herzberg’s theory. Research limitations/implications Although quantitative research is the most useful research tool and is used most widely, the method can provide only limited information, while qualitative research might provide further information that would allow us to understand the relation between motivation, job satisfaction and turnover intentions better from different perspectives. Future research using Herzberg’s interview method would be helpful to obtain more detailed information regarding these factors. Originality/value This study is one of the first to use both job satisfaction and dissatisfaction separately to explore the relations among senior citizen employees’ motivators, hygiene factors, job satisfaction and dissatisfaction and turnover intentions in the hospitality industry, as most previous studies have used job satisfaction alone. This study’s empirical findings of the validity of Herzberg’s two-factor theory in this context prove that the theory remains applicable in a new environment six decades after its original development.
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Mehrad, Aida. "Evaluation of Academic Staff Job Satisfaction at Malaysian Universities in the Context of Herzberg’s Motivation-Hygiene Theory." JOURNAL OF SOCIAL SCIENCE RESEARCH 15 (May 1, 2020): 157–66. http://dx.doi.org/10.24297/jssr.v15i.8725.
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Most academic staff don’t know what exactly makes them satisfy or dissatisfy at university and based on which effective factors they can improve and increase the level of their outcomes. Dissatisfaction occurred amongst academic staff when they don’t receive any basic motivational factors, versa job satisfaction happened when they obtained at least the fundamental facilities and considered via workplace (managers, leaders, and supervisors). There are numerous and effective factors that change attitudes and feelings of academic staff toward the job, likewise, change level of their outcomes; furthermore, recognizing these effective factors that rise level of job satisfaction among these group of staff; similarly, analyzing this factor as one of the important organizational factors in the context of Herzberg’s Motivation-Hygiene Theory determined as main objective of this literature review. Overall, in this research endeavors to finding brilliant points and motivational factors that influence job satisfaction and clarifies them in an educational situation such as the university.
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Koziol, Leszek, and Michal Koziol. "The concept of the trichotomy of motivating factors in the workplace." Central European Journal of Operations Research 28, no. 2 (January 7, 2020): 707–15. http://dx.doi.org/10.1007/s10100-019-00658-5.
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AbstractThe paper presents key issues related to motivation in the workplace and its methodological aspects, giving special attention to an analysis of the classification of motivation factors. It describes the characteristics of major selected factors. The author proposes a new approach to factors based on the concept of the trichotomy of motivation factors in the workplace (work environment and work situations) which extends Herzberg’s two-factor theory. The concept identifies three groups of factors: “motivators” which, when they occur, lead to satisfaction, “hygiene factors” which, when they do not occur, lead to dissatisfaction, and “demotivators” which, when they occur, lead to dissatisfaction. Their vectors of impact are totally different, although they occur simultaneously in the workplace. Therefore, the presented concept constitutes a methodological directive which suggests the extension of the research area by including an analysis of factors which reduce motivation to work.
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Madsen, Siri Sollied. "What is the motivation of Norwegian and New Zealand teacher educators for using digital technology when teaching?" Nordic Journal of Comparative and International Education (NJCIE) 4, no. 2 (July 1, 2020): 42–63. http://dx.doi.org/10.7577/njcie.3826.
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There is a gap between policies regarding the use of digital technology in higher education in Norway and what is practiced. Therefore, we have conducted a comparative study of teacher education in Norway and New Zealand. Using Herzberg’s two-factor theory, this study investigates what motivates teacher educators to use digital technology when teaching. Although the professional application of digital tools is more frequent in New Zealand than in Norway, the ability to use digital technology seems to be greater in Norway than in New Zealand. Based on Meier’s formula (performance = abilities × motivation), teacher educators’ performance is considered a result of their abilities and motivation. This indicates that motivation is a key element in understanding why the use of digital tools is more frequent amongst New Zealand teacher educators. When explaining their motivation for using digital technology, Norwegian teacher educators mentioned nine motivation factors and nine hygiene factors. The hygiene factors relate to the mandatory policy and the work conditions when teaching online. New Zealand teacher educators explained their motivation with 14 motivational factors and only four hygiene factors. New Zealand teacher educators seemed to be more motivated to work with digital technology than their Norwegian counterparts. This lack of motivation is one reason that could explain why the application of digital tools seemed lower in Norway than in New Zealand. Norwegian teacher educators explained that the main reason they use digital tools is the top-down implementation of government policy. Therefore, a fundamental challenge in the use of digital technology in Norway is the policy related to its implementation; as a part of the job environment, policy creates job dissatisfaction. Teacher educators from both countries highlighted achievement and policy as their main reasons for using digital technology, but Norwegian teacher educators were especially critical of their own country’s policy.
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Tran, Henry, and Douglas A. Smith. "Designing an Employee Experience Approach to Teacher Retention in Hard-to-Staff Schools." NASSP Bulletin 104, no. 2 (June 2020): 85–109. http://dx.doi.org/10.1177/0192636520927092.
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Many school employers struggle with teacher turnover challenges despite their use of wide-ranging teacher retention initiatives. Emphasizing a new Talent Centered Education Leadership approach, this article relies on a theory-building methodology that leverages the theories of career choice and Herzberg’s motivation-hygiene, empirical literature that examines the differentiated needs of teachers throughout the stages of their career, and modern strategic human resource management practices, to argue that school leaders should intentionally design a supportive employee experience for teacher support. Guidance is provided for the addressing of staffing issues in hard-to-staff secondary schools, accounting for the total employee experience journey from entry to retirement.
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Hernández-López, Adrián. "Satisfaction and Motivation." International Journal of Human Capital and Information Technology Professionals 3, no. 4 (October 2012): 39–56. http://dx.doi.org/10.4018/jhcitp.2012100104.
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Job satisfaction and motivation are traditional areas of organizational psychology research. Nevertheless, within Software Engineering (SE), these concepts continue to be in the research agenda. These concepts are interrelated between them and with other important management aspects within SE: productivity measurement. In this paper, the job satisfaction and the motivation of software development team members are analyzed using a qualitative exploratory approach. Results are presented under the point of view of Maslow’s hierarchy of needs and Herzberg’s dual factor theory. Moreover, the factors that participants considered as improvers of their productivity are also analyzed. And also, links between productivity factors and motivation are analyzed. Finally, results points to a high presence of hygienic factors that should be covered if organizations what to improve the job satisfaction of software project team workers.
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Mahzan, Nurmazilah, and Ali Zaini Zainal Abidin. "Examining Navigators' Job Satisfaction in Royal Malaysian Air Force through the Lenses of Herzberg's Motivation-Hygiene Theory." Journal of Economics, Business and Management 3, no. 8 (2015): 758–62. http://dx.doi.org/10.7763/joebm.2015.v3.281.
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Nduka, Ifegwu, and Okeagu Charlse. "EFFECT OF ENGAGED WORKFORCE ON JOB PERFORMANCE: STUDY OF FEDERAL POLYTECHNIC, OKO." International Journal of Advanced Research in Global Politics, Governance and Management 2, no. 1 (September 3, 2020): 1–17. http://dx.doi.org/10.48028/iiprds/ijargpgm.v2.i1.01.
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Managers often think that payment of salary and incentive are all the workers needs to be motivated. However beyond motivation which has been adjudged necessary for productivity, is the matter of workers engagement. This paper titled effect of engaged workforce on job performance: study of federal polytechnic, Oko, focused on examining what engages a worker and the effect of the engaged workforce on job performance. The work is hinged on Herzberg’s Two-Factor theory. The study employed qualitative and quantitative method. The finding shows that both the motivational factors and the “hygiene’ factor needs to be in place to “engage” a worker. Secondly, once the workforce is engaged the management spends less both in human and material resources in supervision and control, while recording optimal performance from the employees. It therefore recommends that managers should invest to engage the workers and save energy in supervision and control and yet achieved organizational objective.
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Mohamed Saat, Maisarah, Nurul Syazlin Abdul Halim, and Shazaitul Azreen Rodzalan. "JOB SATISFACTION AMONG AUDITORS." Advanced International Journal of Banking, Accounting and Finance 3, no. 7 (June 15, 2021): 72–84. http://dx.doi.org/10.35631/aijbaf.37006.
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The purpose of this research is to examine job satisfaction among auditors and the relationships between internal as well as external factors and job satisfaction. The research also examines internal and external factors of motivation; dimensions for internal factors include achievements, advancement, work itself, recognition and growth while for external, the dimensions are company policy, relationship with peers, work security, supervisory relationship, money, and working conditions. This research is guided by Herzberg’s Two Factor Theory which explains the difference between motivation and hygiene factors that can lead to job satisfaction. Data were collected using an online questionnaire distributed to auditors in Johor state audit firms with diverse personal and professional backgrounds. The results show that both internal and external factors of motivation have significant positive relationships with job satisfaction. ‘Achievement’ and ‘Growth’ are dominant internal factors of motivation towards job satisfaction while ‘Company policy’ and ‘Relationship with Supervisors’ are dominant external factors of motivation. The results of this research provide indicators to the employers, particularly audit firms, on the factors that influence job satisfaction, thus these employers could take appropriate actions in ensuring the well-being of their employees who are in this context are auditors.
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Zhang, Yahong, Xiang Yao, and Jong One Cheong. "City Managers’ Job Satisfaction and Frustration." American Review of Public Administration 41, no. 6 (December 8, 2010): 670–85. http://dx.doi.org/10.1177/0275074010392212.
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As an organizational objective and social value, job satisfaction is important in itself. Various studies have investigated job satisfaction of government employees at the federal, state, and local government levels. This study focuses on job satisfaction of city managers. In particular, it develops Herzberg’s motivator-hygiene theory in the context of local government to identify distinct sets of motivators and hygiene factors for city managers. Using survey data collected from city managers in Georgia, this study suggests that performance of city government and managers’ community influence are important motivators for city managers. Salary and city population are hygiene factors, whereas managers’ policy-making influence, relationship with the council, and effectiveness of council exert significant impact on both satisfaction and frustration. Implications and suggestions are provided.
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Mohamed Najia, Ruba. "What is the Nature And Extent of the Influence of Educational Leadership on Staff Morale, Job Satisfaction, and Motivation?" International Journal of Applied Language Studies and Culture 4, no. 1 (June 30, 2021): 21–30. http://dx.doi.org/10.34301/alsc.v4i1.31.
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In a time where retaining qualified teachers is crucial, one cannot ignore the importance of teacher job satisfaction, morale, and motivation in shaping teachers’ intentions to remain in the profession. This is where educational leadership comes into play. This paper looks at the nature and extent of the impact of educational leadership on three important aspects of the job, namely staff morale, job satisfaction, and motivation. The latter constructs are each redefined and reconceptualized as the lack of consensus and the ambiguity in their respective meanings can greatly affect how they are applied as well as their results. When applied to the teaching context, Herzberg’s motivation hygiene theory was found to be unapplicable in relation to theory transferability and the separate categorization of job satisfaction and dissatisfaction. The latter are greatly affected by not only leadership style per se, but more precisely by the teacher’s perception of a certain leadership style. This individuality dimension also affects the ideological compatibility between teachers and work contexts, having a direct impact on job satisfaction. Nonetheless, although educational leadership has proven not to be the sole factor in teacher job satisfaction, morale and motivation, leaders must possess the right knowledge and understanding about the needs, expectations, attitudinal responses, and characteristics of their staff as individual members of a group in order to be able to positively affect their perceptions.
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Sachau, Daniel A. "Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement." Human Resource Development Review 6, no. 4 (December 2007): 377–93. http://dx.doi.org/10.1177/1534484307307546.
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Barbuto Jr, John E., and Alex J. Ramthun. "Herzberg Revisited: An Examination of Motivation-Hygiene Theory 50 Years Later." Academy of Management Proceedings 2012, no. 1 (July 2012): 16666. http://dx.doi.org/10.5465/ambpp.2012.16666abstract.
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Bett, Harry Kipkemoi. "Are Kenyan lecturers motivated to teach?" Journal of Applied Research in Higher Education 12, no. 4 (June 18, 2019): 599–607. http://dx.doi.org/10.1108/jarhe-08-2018-0164.
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Purpose The purpose of this paper is to provide a discussion on the overlooked side of motivation among Kenyan lecturers: the motivation to teach. Design/methodology/approach The paper is generally a review of the current status of lecturer motivation in Kenya in relation to their teaching and research. This has been done anchored on Herzberg’s two-factor theory. Findings While the general belief is that lecturers are more motivated to teach than to engage in research owing to immediacy of returns (from teaching), arguments are given showing that contextual factors may contribute to lecturer demotivation in their teaching. Practical implications There is need to increase the number of lecturers in higher education in Kenya so as to mitigate against the overwhelming workload affecting many faculty members. A balance between hygiene and motivators should also be borne in mind, especially in relation to teaching and research. Originality/value The general assumption in literature is that since many lecturers in Kenya are not engaging in research, they must be motivated to teach. This study, however, argues that many contextual challenges do not motivate lecturers in the country to teach.
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Amoako, George Kofi, Kwasi Dartey-Baah, and Evans Sokro. "Factors influencing teaching as a career choice in both public and private universities in Ghana." Journal of Applied Research in Higher Education 12, no. 4 (July 1, 2019): 633–48. http://dx.doi.org/10.1108/jarhe-07-2018-0163.
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Purpose The purpose of this paper is to explore how lecturers in both public and private universities in Ghana are motivated to take up teaching as a career using Herzberg’s two-factor theory. Design/methodology/approach In this paper, qualitative research design was adopted. Data were collected from 24 lecturers from both public and private universities in Ghana and analysed with NVivo. Findings Results from the analysis indicate that public sector university lecturers are generally better motivated than their counterparts at the private sector. Workload is higher at private universities, affecting research and publications negatively. The study also revealed that there are differences in motivation in relation to the hygiene factors between the public and private university teachers. Research limitations/implications This study has a few limitations that must be considered and could provide guidance for future study; as this study addressed faculty point of view, future study could investigate from manager’s and other stakeholders’ point of view in order to get a holistic view of the issues under investigation. The sample size could be improved and the study could be conducted in other African countries for the purposes of comparison. Practical implications The study shows that many lecturers are not happy in the job for both public and private universities. The findings of the study provide managers in the higher education industry with practical guidelines for strategies to motivate lecturers. Originality/value Despite the rapid growth in the educational industry in Ghana, limited studies have been conducted into how lecturers are motivated to stay in teaching. This makes this research unique in Ghana. This study makes an original contribution by comparing how public sector and private sector university lecturers differ in their motivation to teach at the university using Herzberg’s two-factor theory.
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AhomkaYeboah, Moses, and Alhaji Abdulai. "EVIDENCE OF HERZBERG'S MOTIVATION-HYGIENE THEORY IN SMALL AND MEDIUM ENTERPRISES THROUGH THE LENS OF A THREE-STAR HOTEL." International Journal of Research -GRANTHAALAYAH 4, no. 11 (November 30, 2016): 23–36. http://dx.doi.org/10.29121/granthaalayah.v4.i11.2016.2417.
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This paper utilized Herzberg's motivation-hygiene theory to determine the extent to which employees of Coconut Grove Hotel feel motivated and what motivational offers influence their high performance? A census approach was employed and questionnaire used to collect data from 80 employees. The data was analysed with descriptive statistics. The results show that employees experience high levels motivators and hygiene factors in their respective departments and monetary compensation had the most significant influence in spurring them to higher performance. To further boost employees’ motivation, the management of Coconut grove hotel must entrenched a culture of fair treatment, respect and recognition coupled with "different strokes for different folks" approach by having regular one–on-one conversations with employees to find out what matters to them. Employees must be given greater responsibility for planning, managing and controlling their work, and also be rewarded with money for excellent job performance. Employees must be assisted to grow within their jobs and accessible opportunities for their career development.
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Dr. Ayesha Qamar, Dr. Samia Manzoor, and Ms. Aqsa Iram Shahzadi. "Problems of Working Journalists in Pakistan." sjesr 3, no. 2 (June 25, 2020): 267–77. http://dx.doi.org/10.36902/sjesr-vol3-iss2-2020(267-277).
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Journalists around the world are facing difficult situations while pursuing their careers. The situation of Pakistani journalists is not different. Lack of safety and other incentives offered by their organizations are the major problems faced by them. The present study aimed to analyze the problems faced by Pakistani journalists regarding their professional chores. The researchers used Maslow’s hierarchal model and Herzberg’s Motivation Hygiene theory to give a comprehensive picture of working conditions and their effects on journalists’ performance. The quantitative approach was utilized by the researchers in the form of a survey method to highlight the problems faced by journalists. The results showed that the majority of journalists are not satisfied with their current job scenarios. They are confronting too many difficulties including Job security, threats, professional training, tight deadlines, and excessive work hours. Moreover, the respondents unveiled that these problems are adversely affecting their work performance by causing certain physical and mental health issues.
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Khojasteh, Mak. "Motivating the Private vs. Public Sector Managers." Public Personnel Management 22, no. 3 (September 1993): 391–401. http://dx.doi.org/10.1177/009102609302200304.
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This study investigates the differences in the motivation of private versus public sector managers. Five categories of intrinsic and seven categories of extrinsic rewards based on the Herzberg motivation-hygiene theory were included and managers perceptions of the importance and te relative dissatisfaction were obtained. The results of the study indicate that pay has a significantly greater motivating potential (MP) for private than public sector managers. Accourding to the study, managers in the private sector are also substantially more security oriented than their counterparts employed by the public sector. The intrinsic reward factor of recognition had higher motivating potential for public than private sector managers. The remainder of the reward factors and their motivating potentials are discussed.
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Cho, Sang-Hyun, and Oi-Byung Park. "A Study on Job Satisfaction among Police Officers - Focused on Herzberg's Motivation-hygiene Theory." Korean Association of Public Safety and Criminal Justice 27, no. 4 (December 30, 2018): 357–79. http://dx.doi.org/10.21181/kjpc.2018.27.4.357.
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Byrne, Michael. "The Implications of Herzberg's "Motivation-Hygiene" Theory for Management in the Irish Health Sector." Health Care Manager 25, no. 1 (January 2006): 4–11. http://dx.doi.org/10.1097/00126450-200601000-00002.
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Okwuwa, Charles Onuora, Kennedy O. Ololo, Elizabeth O. Owonibi Owonibi, Emelda I. Emmanuel, and H. Juliana Dauda. "A question of addressing the real issues of the Nigerian Police operatives’ ineffectiveness for improved petormance." Advances in Social Sciences Research Journal 7, no. 8 (August 11, 2020): 68–84. http://dx.doi.org/10.14738/assrj.78.8699.
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The Nigerian Police ineffectiveness in internal security services is a national challenge. The police have been labelled unfriendly and discredited by many due to their personal experiences and media reports. Research findings indicate that with the police, Nigerians are among the worst Police victims of human rights violations in Africa, due to corruption, unlawful and prolonged detention without trials and various unprofessional conduct. This investigation explores the issues of the Nigerian Police road traffic operatives along a heavy traffic highway in North Central Nigeria that qualify their unprofessional attitudes and behaviors, with possible insights to advance knowledge for policies towards improving service delivery. We collected data from police officers of two police formations in the research area, by quantitative survey. Also from the same two locations and another location, we collected qualitative data by applying in-depth analyses of opinion leaders. We applied Herzberg’s two factor theory and observed that lack of both motivators and hygiene factors seem to be impacting the operatives negatively hence they are not motivated to operate effectively. Data suggest that the Police immediate constraints are mainly hygiene factors (monetary rewards, welfare, tools, among others) which build up frustration and predispose them to oppression and extortion of road users, reflecting the overarching corrupt environment. The results support some earlier findings that both motivators and hygiene factors, not mainly motivators, drive employee motivation and performance. Policy implications include enhanced statutory spending and overhaul of the agency structure for improved employee performance.
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Shatrov, Kosta, Camilla Pessina, Kaspar Huber, Bernhard Thomet, Andreas Gutzeit, and Carl Rudolf Blankart. "Improving health care from the bottom up: Factors for the successful implementation of kaizen in acute care hospitals." PLOS ONE 16, no. 9 (September 10, 2021): e0257412. http://dx.doi.org/10.1371/journal.pone.0257412.
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Background Kaizen—a management technique increasingly employed in health care—enables employees, regardless of their hierarchy level, to contribute to the improvement of their organization. The approach puts special emphasis on frontline employees because it represents one of their main opportunities to participate directly in decision making. In this study, we aimed to (1) understand the experiences of nurses in two hospitals that had recently implemented kaizen, and (2) identify factors affecting the implementation of the technique. Methods By means of purposeful sampling, we selected 30 nurses from different units in two private acute care hospitals in Switzerland in May 2018. We used the Organizational Transformation Model to conduct semi-structured interviews and perform qualitative content analysis. Lastly, originating from Herzberg’s motivation theory, we suggest two types of factor influencing the implementation of kaizen—hygiene factors that may prevent nurses from getting demotivated, and motivational factors that may boost their motivation. Results Nurses generally experienced kaizen as a positive practice that enabled them to discuss work-related activities in a more comprehensive manner. In some cases, however, a lack of visible improvement in the workplace lowered nurses’ motivation to make suggestions. Nurses’ attitudes towards kaizen differed across both hospitals depending on the available managerial support, resources such as infrastructure and staffing levels. Conclusions From our findings, we derived several coping strategies to help health practitioners implement kaizen for the benefit of their organization and employees: Strong managerial support, appropriate use of kaizen tools, and a greater sense of team cohesion, among other factors, can influence how effectively hospital teams implement kaizen. To reap the benefits of kaizen, hospital managers should promote the exchange of opinions across hierarchy levels, allocate the necessary resources in terms of personnel and infrastructure, and show nurses how the technique can help them improve their workplace.
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Sareen, Puja, and Parikshit Joshi. "Organizational Learning and Motivation: Assessing the impact on Employee Performance." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 5, no. 2 (December 12, 2016): 355. http://dx.doi.org/10.21013/jmss.v5.n2.p13.
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<em>Organizational learning has the potential to improve organizational performance. For any organization to sustain long term benefits it requires to establish a mechanism to tap the knowledge and use this knowledge in taking future decisions. This study tries to capture the role of Organizational Learning and Employee Motivation and its impact on the Employees’ Performance. The study is exploratory and descriptive in nature. The questionnaire used for primary data collection has its items collected and derived from various standardized questionnaires available. The analysis of the primary data shows that there is a positive correlation between Organizational Learning and Organizational Performance. On understanding Herzberg theory of motivation the study came to conclusion that employees consider hygiene factors of motivation more significant than the motivator factors. The motivation level of employees in an organization has positive impact on the overall performance of any organization. The study helps the organizations to understand the relationship between learning and performance considering motivation as a mediating variable. </em>
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Luor, Tainyi, Hsi-Peng Lu, Judy Chuan-Chuan Lin, and Hueiju Yu. "What Kind of Employee Wants to Use Corporate E-Learning." International Journal of Distance Education Technologies 12, no. 1 (January 2014): 1–12. http://dx.doi.org/10.4018/ijdet.2014010101.
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Despite the plethora of previous studies on the various uses of e-learning, there is a dearth of research on employees' action to use corporate e-learning (ACE1). The present study attempts to address this lack in literature by investigating whether individual factors such as self-esteem and need for cognition, and job factors such as job hygiene factors (JHF) and job motivation factors (JMF) applied from Herzberg's Motivation-Hygiene Theory affect learners' ACE. This study tests the difference between high action and low action learners. Findings indicate that high action learners have higher individual factors and JMF than lower action learners. The difference in JHF between high action learners and low action learners is not significant. From a practical perspective, the authors' findings provide corporate e-learning providers with a heightened perspective into the possible actions of its employees regarding their use of corporate e-learning programs and platforms, which could offer organizations with important insights into human capital investment.
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Pegler, Chris. "Herzberg, hygiene and the motivation to reuse: Towards a three-factor theory to explain motivation to share and use OER." Journal of Interactive Media in Education 2012, no. 1 (March 9, 2012): 4. http://dx.doi.org/10.5334/2012-04.
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Wilson, Fred R. "Professional Ministry Satisfaction in Evangelical Education Agencies." Journal of Psychology and Theology 15, no. 2 (June 1987): 148–60. http://dx.doi.org/10.1177/009164718701500206.
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Many ministries within and outside the church fall under the heading of Christian Education. Little research has been conducted to measure the degree of satisfaction derived from Christian ministry. Three major groups of professionals in Christian Education–-a parachurch youth organization, church youth directors, and Directors of Christian Education–-were examined to determine the extent of their ministry satisfaction based on the traditional satisfaction-dissatisfaction continuum and Herzberg's Motivation-Hygiene content, dual continuum theory. It was theorized and partially supported that each of these ministries is uniquely influenced by a distinct combination of job satisfier, dissatisfier, and demographic factors.
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Mihalca, Loredana. "The Relationship Between Job Satisfaction and the Congruence of Desired and Perceived Job Attributes: An Exploratory Study of IT Professionals." Studia Universitatis Babes-Bolyai Oeconomica 66, no. 2 (August 1, 2021): 56–73. http://dx.doi.org/10.2478/subboec-2021-0009.
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Abstract The main purpose of this study was to investigate whether employee job satisfaction is associated with the congruence between desired and perceived job attributes. The desired and perceived levels of 30 job attributes were measured on employees from a large Information Technology (IT) company based in Romania. Results indicate that employees who experience congruence between desired and perceived job attributes have higher levels of overall job satisfaction, confirming the assumptions of the value congruence theory. In addition, the results of this study show that employee job satisfaction is associated with both intrinsic and extrinsic factors i.e., job attributes. This indicates that extrinsic factors can also be a source of job satisfaction, the same as intrinsic factors, which is contrary to what Herzberg's motivation-hygiene theory assumes.
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Silva, David Stanhy de Carvalho. "Análise da satisfação dos docentes da UESPI à luz da Teoria de Herzberg." Revista Foco 11, no. 1 (February 4, 2018): 146. http://dx.doi.org/10.28950/1981-223x_revistafocoadm/2018.v11i1.491.
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O nível de satisfação dos colaboradores pode ser verificado através de fatores motivacionais e higiênicos abordados pela Teoria dos dois Fatores de Herzberg que leva em consideração questões intrínsecas e extrínsecas. Entende-se que motivação e satisfação se relacionam no contexto organizacional, mas não são temáticas que se confundem. O objetivo geral desta pesquisa é investigar a satisfação no trabalho de docentes da Universidade Estadual do Piauí – Campus Rio Marataoan, situada no município de Barras através da análise dos fatores motivacionais e higiênicos apresentados na teoria de Herzberg, e complementarmente o levantamento do perfil dos docentes pesquisados. A amostra do estudo foi de 16 docentes e a metodologia utilizada foi bibliográfica, descritiva e quantitativa, com análise dos dados obtidos através de estatística descritiva. Utilizou-se questionário autoexplicativo como instrumento de coleta de dados do perfil e opinião dos respondentes sobre a satisfação no trabalho. Os resultados demonstraram que os fatores de motivação que mais trazem satisfação aos servidores são responsabilidade, autonomia e conteúdo do trabalho e trabalho em si, assim como, os fatores higiênicos que mais trazem insatisfação são condições de trabalho e remuneração, diferente das observações feitas pelos estudos de Herzberg. Entretanto, em relação ao sentimento de satisfação com sua ocupação docente, 69% dos professores se declararam satisfeitos com sua atividade profissional. Employee satisfaction levels could be verified through motivational and hygiene factors approached by the Two-factor Theory of Herzberg which takes into consideration intrinsic and extrinsic matters. It is understood that motivation and satisfaction are related in the organizational context; however, both themes should not be confused. The main objective of this research is to investigate satisfaction levels of faculty members from State University of Piauí - Rio Marataoan Campus, located in the city of Barras through the analysis of the motivational and hygienic factors presented in the Herzberg theory, and in addition the survey of the profile of the faculty members studied. The sample of the study was of 16 faculty members and the methodology used was bibliographic, descriptive and quantitative, with analysis of the data obtained through descriptive statistics. A self-explanatory questionnaire was utilized to collect data in this quantitative-descriptive paper. Results show that the motivation factors that bring satisfaction to the servers are responsibility, autonomy and content of the work and work itself, as well as the hygienic factors that bring the most dissatisfaction are working conditions and remuneration, different from the observations made by the studies of Herzberg. However, in relation to the feeling of satisfaction with their occupation, 69% of faculty members declared themselves satisfied with their professional activity.
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Obianuju, Abgasi Emmanuela, Arachie Augustine, and Onyekwelu NJideka Phina. "CAREER PLATEAUING AND EMPLOYEE TURNOVER INTENTIONS: A CIVIL SERVICE PERSPECTIVE." International Journal of Management & Entrepreneurship Research 3, no. 4 (May 20, 2021): 175–88. http://dx.doi.org/10.51594/ijmer.v3i4.219.
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Stagnation of employees in organizations especially in the civil service in developing countries is an existential issue, that is a potential determinant of intent to quit and actual turnover. Hence, the need to specifically determine the relationship between structural career plateauing (SCP) and turnover intentions of civil servants in South-East Nigeria. Herzberg’s Motivation-Hygiene Theory was used in anchoring the work. The study adopted a survey research design with a population of 2318 civil servants working in the selected States Secretariats. A sample of 328 was arrived at through the application of Krejcie and Morgan sample size determination formula. The instrument for data collection was a structured questionnaire, whose reliability was ascertained using Cronbach Alpha statistics, with a coefficient of .872. The analysis of data was done using a combination of descriptive statistics and inferential statistics. The result indicated that SCP was significant in predicting turnover intentions (R-Squared = 0.916679; p-value = 0.0000< 0.05). The study concluded that turnover intention is a phenomenon that is influenced by SCP, as plateauing of employees increase, so also does the intention of the employees to quit. Sequel to this, among others, it was recommended that heads of civil service need to ensure that there is equity, fairness and consistency in the promotion of workers, to avoid a feeling of inequity and injustice, which might make the workers less committed and more inclined to leave. Keywords: Career Plateauing, Employee Turnover Intentions, Structural Career Plateauing, Content Career Plateauing and Civil Service.
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Yang, Lu Ming, Du Cang Hai Li, and Xu Zhao Yang. "A Survey Study of Factors Influencing the Customer Satisfaction of Group Buying Sites." Applied Mechanics and Materials 373-375 (August 2013): 2241–46. http://dx.doi.org/10.4028/www.scientific.net/amm.373-375.2241.
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Group buying--a new way of shopping online is emerging, customers can shopping by forming groups by themselves to persuade the sellers to reduce the price. Group buying sites greatly enhance the bargaining power between the customers and the merchants. This paper contributes to the using the factor analysis, nine factors including commodity information, trading levels, commodity inspection, the after-sales service, corporate image, website design Personality services, the quality of service and logistics distribution that will affect the customer satisfaction comes down to two factors, these two factors are defined based on Herzberg's two-factor theory, obtains the group buying customer satisfaction of the hygiene factors and motivation factors. Then based on the results give merchants more advise to improving customer satisfaction.
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Wyse, Robert De Moraes. "Motivação: Teorias Motivacionais do Comportamento Humano." Revista de Ciências Gerenciais 22, no. 36 (December 30, 2018): 134. http://dx.doi.org/10.17921/1415-6571.2018v22n36p134-141.
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Este artigo tem por objetivo discorrer sobre algumas teorias da motivação humana, expor um breve resumo das principais teorias motivacionais. Inicialmente, traz-se o conceito de motivação, abordando alguns autores da área, em seguida, algumas teorias motivacionais são abordadas, contextualizando relatos de autores da área através de pesquisa bibliográfica em livros e também em artigos. São abordadas as Teorias das Necessidades de Maslow, com a pirâmide das necessidades humanas, enfocando-se, dessa forma, a escala das cinco necessidades humanas hierarquizadas pelo autor; a Teoria dos Dois Fatores de Herzberg, em que são abordados os fatores Higiênicos, que são os fatores do ambiente de trabalho, e Motivacionais, que são os fatores internos do ser humano, que estão relacionados com a motivação interna do indivíduo para desempenhar suas atividades; a Teoria de ERG de Alderfer, em que a motivação humana é dividida em três categorias: Existência, Relacionamento e Crescimento; a Teoria X e Y de McGregor, em que são considerados comportamentos humanos antagônicos, como o homem detestar trabalhar, no caso da teoria X, e pela teoria Y o ser humano ser esforçado e gostar de ter uma atividade; e a Teoria da Expectativa de Vroom, que relata sobre a motivação da expectativa humana, em que defende que o ser humano realiza algo através de uma expectativa, visando a atingir um objetivo. E por último são realizadas algumas considerações finais. Palavras-chave: Motivação. Teorias Motivacionais. Maslow. Herzberg. Comportamento Humano. AbstractThis article aims to discuss some theories of human motivation, to bring a brief summary of the main motivational theories. Initially, it brings the concept of motivation, approaching some authors of the area, then some motivational theories are approached, contextualizing reports of authors of the area through bibliographical research in books as well as in articles. Maslow's Theories of Needs, with the pyramid of human needs, are approached, thus addressing the scale of the 5 human needs hierarchized by the author; Herzberg's Theory of Two Factors, which addresses the Hygienic factors, which are the factors of the work environment, and Motivational, which are the internal factors of the human being that are related to the individual’s internal motivation to perform their activities; Alderfer's ERG Theory in which human motivation is divided into 3 categories: Existence, Relationship and Growth; McGregor's Theory X and Y, in which are considered antagonistic human behaviors, as man hates to work, in the case of theory X, and by the theory Y the human being is endeavored and likes to have an activity; and the Theory of Vroom Expectation, which reports on the motivation of human expectation, in which he argues that the human being accomplishes something through an expectation, aiming to achieve a goal. And finally, some final considerations are made. Keywords: Motivation; Motivational Theories. Maslow. Herzberg. Human behavior.
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Md Nazim Uddin, Hamdino Hamdan, Nor Azizan Che Embi, Salina Kassim, and Norma Bt Md Saad. "Job Satisfaction of Female Employees in Microfinance Institutions of Bangladesh." International Journal of Entrepreneurial Research 3, no. 1 (February 29, 2020): 1–7. http://dx.doi.org/10.31580/ijer.v3i1.925.
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The purpose of this study is to examine the level of female employee satisfaction regarding their job of microfinance institutions in Bangladesh. Moreover, it focuses on the various factors that influence female employee job satisfaction of microfinance institutions. The study utilised quantitative research methods and used Herzberg’s motivation-hygiene theory (19590. A total of 24 structured questionnaires with five dimensions have been given to 100 female respondents of selected microfinance institutions in Bangladesh. The findings reveal that some variables (performance-based salary increment, available opportunities for promotion, satisfaction on job environment, colleagues help during huge workload, opportunity to interact with other employees on a formal level, use of skill, experience & qualification, recognition for good work, and learning opportunity) have significant impact on female employee satisfaction in the microfinance institutions. The limitation of the studied investment fund is that it invests in expanding and mature microfinance institutions (MFIs). So the results of this research can only be generalised to expanding and mature MFIs. This study aims at contributing for better female employees job satisfaction of the MFIs given that it has substantial implications on financial benefit, work environment, job security, decision making, training and resources of the MFIs.
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Tiwari, Vivek. "Developing Sustainable Relationships Through Organizational Citizenship Behavior." International Journal of Asian Business and Information Management 10, no. 1 (January 2019): 38–54. http://dx.doi.org/10.4018/ijabim.2019010103.
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The article serves the purpose of identifying the behaviors an employee could display resulting in managers' satisfaction and hence strengthening the relationship. To investigate the proposed behaviors in this model, employees' organizational citizenship behavior's (OCB) role as a motivating behavior, was been examined. The sample includes 206 managers/supervisors from different private banks. Using Herzberg's two-factor theory the findings imply that, three types of behaviors, i.e. motivational, indifferent and hygiene can be identified. These findings indicate that of these five established dimensions of OCB, three dimensions (viz. altruism, sportsmanship, and conscientiousness) are motivational in nature; one of the dimensions which is courtesy is under hygiene category; lastly, the fifth one, i.e., civic virtue, is an indifferent type. Overall, it has been found that OCB is a motivational behavior. The results of this study can help employees in understanding what kind of their behaviors causes managers' satisfaction.
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Maidani, Ebrahim A. "Comparative Study of Herzberg's Two-Factor Theory of Job Satisfaction among Public and Private Sectors." Public Personnel Management 20, no. 4 (December 1991): 441–48. http://dx.doi.org/10.1177/009102609102000405.
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The purpose of this study was to identify through hypothesis testing how Herzberg's theory of job satisfaction applied to two different working populations using a questionnaire based on Herzberg's classification scheme. The study was conducted using private and public sector employees for comparison analysis. The t-test technique was applied and the t-value was computed to test the four formulated hypotheses in order to determine whether any significant differences were revealed between the two employee groups. The result of this analysis showed that employees' motives for work in both sectors tended to emphasize intrinsic or motivator factors of employment, while those who worked in the public sector tended to value the extrinsic or hygiene factors significantly higher than those in the private sector. Also, the satisfaction of employees in both sectors was not attributable to hygiene factors.
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Arévalo, Ana Laura Uscanga, Augusto Renato Pérez Mayo, and Nohemí Roque Nieto. "Organizational Commitment and Labor Satisfaction. Case: A University Organization in the State of Morelos. México." International Journal of Social Science Studies 9, no. 2 (February 8, 2021): 20. http://dx.doi.org/10.11114/ijsss.v9i2.5154.
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This article measures two organizational factors of importance for every organization: labor satisfaction and organizational commitment. The analysis is made under the perspective of the sociology of organizations: Frederick Herzberg's theory of the two factors of motivation (hygienic and motivational) and Meyer and Allen's model of the three components of organizational commitment (1990). The methodology is empirical, descriptive and quantitative. The study was carried out with a sample of 59 employees, classified as reliable personnel of the Academic Secretary of an Institution of Higher Education (IES) in the city of Cuernavaca, Morelos. The instruments used were two questionnaires emanated from the theory itself with the purpose of knowing aspects related to the two study variables. This instrument allowed to identify the types of organizational commitment and the levels of work satisfaction and satisfaction that exist in the university organization.
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Ribeiro, Rejane Maria Rosa. "Motivação dos recursos humanos em bibliotecas universitárias." RDBCI: Revista Digital de Biblioteconomia e Ciência da Informação 2, no. 1 (December 15, 2004): 71. http://dx.doi.org/10.20396/rdbci.v2i1.2074.
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Aborda sobre motivação no campo organizacional, descrevendo sucintamente as teorias motivacionais mais conhecidas, dando ênfase a Teoria das Necessidades de Maslow e a Teoria dos Fatores Higiênicos e Motivacionais de Herzberg, pois as mesmas são voltadas para motivação no trabalho. Descreve os passos para motivar os recursos humanos em bibliotecas universitárias que são: comunicação eficiente, busca de soluções de problemas, reconhecimento e valorização da equipe, delegar responsabilidades e estimular as iniciativas. Apresenta o método proposto por Nicholson para motivar pessoas apáticas ou intransigentes. Abstract It refers to motivation in the organizational environment, describing briefly the most well-known motivational theories, giving emphasis to the Theory of Needs by Maslow and the Theory of the Hygienic and Motivational factors by Herberg, since these theories discuss motivation at work. It describes the steps to motivate human resources in college libraries: effective communication, how to solve problems, recognition of the team’s importance and efficiency, to delegate responsibilities and stimulate initiatives. It presents the method proposed by Nicholson to motivate apathetic or intransigent people.
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Chan, Jennifer Kim Lian, and Tom Baum. "Determination of Satisfiers and Dissatisfiers Using Herzberg's Motivator and Hygiene Factor Theory: An Exploratory Study." Tourism Culture & Communication 7, no. 2 (March 1, 2007): 117–31. http://dx.doi.org/10.3727/109830407780339062.
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Adil, Muhammad Shahnawaz, and Kamal Bin Ab Hamid. "The Relationships between Leader Creativity Expectations, Intrinsic Motivation, and Creative Performance." SEISENSE Journal of Management 2, no. 2 (March 3, 2019): 58–68. http://dx.doi.org/10.33215/sjom.v2i2.123.
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Objective: The objectives of this conceptual paper are two folds: to propose and argue a) the direct relationship between leader creativity expectations and creative performance; and b) the mediating role of intrinsic motivation between leader creativity expectations and creative performance.
Design: Drawing upon Pygmalion effect, Herzberg’s two-factor theory of motivation, and componential theory of creativity, two propositions are suggested.
Findings: It is proposed that there will be a positive relationship between leader creativity expectations and creative performance. In addition, the authors also make the case that intrinsic motivation will mediate the relationship between leader creativity expectations and creative performance.
Originality: The significant original contribution of this article is that it suggests a theoretical relationship of Pygmalion effect with Herzberg’s two-factor theory of motivation and componential theory of creativity to propose a new conceptual framework. In addition, this paper extends our knowledge regarding the pertinent role of leader creativity expectations in stimulating the divergent thinking process of people in the workplace.
Policy Implications: This article attempts to provide a clear guideline to both practitioners and academicians to better explore the relationship between expectations and employee creativity. The proposed framework may be applied in various social contexts such as healthcare, education, creative advertising, research and development, hospitality and new business incubation.
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Rizkallah, Elias G., and Victoria Seitz. "Understanding Student Motivation: A Key to Retention in Higher Education." Scientific Annals of Economics and Business 64, no. 1 (March 1, 2017): 45–57. http://dx.doi.org/10.1515/saeb-2017-0004.
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Abstract This paper explores what motivates college students at different stages of their academic studies. Using Herzberg’s two-factor theory, the researchers conducted a survey of 535 students in three south-western universities to determine if motivations changed throughout their academic careers. Results showed that students at different stages of their college careers have different concerns and, as such, different motivational strategies are needed to respond to their concerns. Implications are given to grow and retain enrolment.
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Rizkallah, Elias G., and Victoria Seitz. "Understanding Student Motivation: A Key to Retention in Higher Education." Annals of the Alexandru Ioan Cuza University - Economics 64, no. 1 (March 1, 2017): 45–57. http://dx.doi.org/10.1515/aicue-2017-0004.
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Abstract This paper explores what motivates college students at different stages of their academic studies. Using Herzberg’s two-factor theory, the researchers conducted a survey of 535 students in three south-western universities to determine if motivations changed throughout their academic careers. Results showed that students at different stages of their college careers have different concern s and, as such, different motivational strategies are needed to respond to their concerns. Implications are given to grow and retain enrolment.
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Frankó, Luca, and Andrea Dúll. "Can the Office Environment Be a Motivator? What Makes a Good Enough Working Environment on the Eve of 2020?" Periodica Polytechnica Social and Management Sciences 28, no. 2 (December 7, 2019): 129–39. http://dx.doi.org/10.3311/ppso.14085.
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A well-designed office environment is often touted as a key motivator nowdays, although it is not entirely clear how to use it consciously. Our goal was to understand the role of the physical environment in new generation offices and whether it can be a motivator at all. We asked open-office employees to describe the three main criteria of an excellent work environment. We analyzed 509 participants' 1456 answers and classified them into 146 content codes. These content codes were further categorized based on whether they refer to the physical or/and the social environment, as well as along the eight needs Maslow described. 82.07 % of the answers referred to the physical environment, ambient stimuli dominated the sample with 324 mentions under 6 content codes (eg.: bright (128), quiet (69)). The majority (55.59 %) of the responses could be categorized under Maslow’s safety needs, but 14.15 % of them referred to one of Maslow’s growth needs (eg.: plants (26), decoration (21)). Using the intersection of Maslow's and Herzberg's theory, we argue that certain physical environmental aspects can be considered as a hygiene factor, some of them as a motivator. And some of them as both meaning some aspects can be considered on more level from an emotional-motivational perspective. Planning an office is not just an architectural question, but a psychological one as well. In order to design human-focused work places we need to understand the exact role and the layering of the physical environmental aspects.
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Kang, Kun-Woo, Ho-Tae Jeong, Yun-Teak Nam, and Eun-Kyung Cho. "Comparison of Factors Influencing Job Satisfaction by Occupation in S Tertiary Hospital –Focused Herzberg’s Motivation and Hygiene Factors." Korean Journal of Clinical Laboratory Science 53, no. 1 (March 31, 2021): 96–104. http://dx.doi.org/10.15324/kjcls.2021.53.1.96.
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Siruri, Marwa Moses, and Stephen Cheche. "Revisiting the Hackman and Oldham Job Characteristics Model and Herzberg’s Two Factor Theory: Propositions on How to Make Job Enrichment Effective in Today’s Organizations." European Journal of Business and Management Research 6, no. 2 (April 13, 2021): 162–67. http://dx.doi.org/10.24018/ejbmr.2021.6.2.767.
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In the increasingly competitive business landscape of today’s world, human resource management ought to optimize on the organization’s most important resource, the human resource, to maintain competitiveness. Such is possible through continually building into the motivation and job satisfaction of employees. While attaining both motivation and job satisfaction would ordinarily require different approaches, one of the most fundamental of approaches is through job enrichment interventions. This paper thus sequentially argues from propositions of two widely acclaimed theories viz the job characteristics model and the Herzberg’s two factor theory that the creation of good work environments, regularly enhancing employee’s skills and applying inspirational motivation and individual consideration could lead to success of job enrichment interventions, thereby leading to enhanced employee motivation, enhanced job satisfaction, and enhanced organizational performance.
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Edward R. Lee, Edward R. Lee. "Herzberg’s Two Factor Motivation Theory as Revealed by National Government Agencies in Tawi-Tawi." International Journal of Mechanical and Production Engineering Research and Development 10, no. 3 (2020): 2219–30. http://dx.doi.org/10.24247/ijmperdjun2020207.
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