Relevant bibliographies by topics / Herzberg’s two-factor Theory

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Academic literature on the topic 'Herzberg’s two-factor Theory'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Herzberg’s two-factor Theory"

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Sangma, Vicky S., and R. A. J. Syngkon. "What Employees Want?: Reconsidering Herzberg’s Two-Factor Theory of Satisfaction." International Journal of Management Studies V, no. 2(7) (April 1, 2018): 53. http://dx.doi.org/10.18843/ijms/v5i2(7)/07.

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Ruthankoon, Rathavoot, and Stephen Olu Ogunlana. "Testing Herzberg’s two‐factor theory in the Thai construction industry." Engineering, Construction and Architectural Management 10, no. 5 (October 2003): 333–41. http://dx.doi.org/10.1108/09699980310502946.

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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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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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Hj. Yunus, Noorlaila, and Nor Hashimah Kamal. "Moderating Effect Job Satisfaction on The Determinants of Herzberg’s Two-Factor Theory towards Job Performance among Customer Service Representative at In-House Call Center in Banking Sector, Klang Valley." ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 3, no. 1 (June 30, 2017): 49. http://dx.doi.org/10.24191/abrij.v3i1.10037.

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The study was aimed to determine the relationship between Herzberg’s Two-Factor Theory towards job performance and the moderating effect of job satisfaction toward the relationship between Herzberg’s Two-Factor Theory and job performance among customer service representative at in-house call centre in banking sector, Klang Valley. The independent variable is focus on five factors, which are salary and wages, working condition, recognition, supervision and work life balance, while dependent variable is job performance and the moderating variable is job satisfaction. In order to know more on the relatedness between those variables towards customer service representative in organization, this research was conducted to access the relationship between Herzberg’s Two-FactorTheory towards job performance and the moderating effect of job satisfaction at inhousecall centre in banking sector, Klang Valley.
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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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Aquino Jr, Perfecto G. "Accounting for Job Satisfaction and Job Performance via Herzberg’s Two-Factor Theory: The Case of Overseas Filipino Workers (OFWs) in Vietnam." Journal of Advanced Research in Dynamical and Control Systems 12, SP3 (February 28, 2020): 1173–83. http://dx.doi.org/10.5373/jardcs/v12sp3/20201364.

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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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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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Sambhanthan, Arunasalam, and Alice Good. "Critical Success Factors for Positive User Experience in Hotel Websites." International Journal of E-Services and Mobile Applications 5, no. 1 (January 2013): 1–25. http://dx.doi.org/10.4018/jesma.2013010101.

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This research presents the development of a critical success factor matrix for increasing positive user experience of hotel websites based upon user ratings. Firstly, a number of critical success factors for web usability have been identified through the initial literature review. Secondly, hotel websites were surveyed in terms of critical success factors identified through the literature review. Thirdly, Herzberg’s motivation theory has been applied to the user rating and the critical success factors were categorized into two areas. Finally, the critical success factor matrix has been developed using the two main sets of data.
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Dissertations / Theses on the topic "Herzberg’s two-factor Theory"

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Morgan, Christine. "The applicability of Herzberg’s two-factor theory of motivation to teacher productivity with special reference to Jamaica." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1988. http://digitalcommons.auctr.edu/dissertations/3615.

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This study was conducted to identify the factors which were affecting teacher motivation and productivity in Jamaica, applying Herzberg's motivational factors. The following variables were used to examine the problems of teacher productivity: (a) Style of supervision, (b) Teacher Achievement (c) Interpersonal Relationship, (d) Recognition, (e) Responsibility, (f) Status, (g) Advancement and Growth, and (h) Working Condition. The hypothesis was that there was no statistically significant relationship between each of these variables and teacher productivity. A survey questionnaire, developed for the purpose of collecting data reflecting the perceptions of teachers from secondary high and technical schools in Jamaica, was sent to 350 participants randomly selected from eight schools in Middlesex County. The data were analyzed in the following ways: 1) Correlation Matrix of all variables, 2) Stepwise multiple regression to identify those variables causing the problem, using productivity as the dependent variable, 3) Factor analysis of all variables to group variables, 4) T-test to determine difference in perception of teacher productivity by sex (demographic data), and 5) ANOVA of demographic data of teacher productivity by a) Type of School, b) Age, c) Qualification, and d) Years of experience. The results of the analysis revealed that a significant correlation existed between teacher productivity and all the independent variables except status; and that the variables were grouped together in the factor analysis except for growth and development and status. There was a significant difference at .05 level of significance between teacher productivity by sex. All the biographic variables except for years of experience, yielded non-significant results. The regression analysis revealed that teacher productivity in Jamaica could be explained by two of Herzberg's motivational factors, namely, Achievement and Responsibi1ity. It is recommended that the Ministry of Education together with principals 1. Develop a promotional ladder to enhance remuneration, improve conditions, provide opportunities for greater responsibilities and curricular autonomy to teachers at all levels in the system. 2. Extend opportunities for teacher achievement through projects, conferences and committee services for curriculum development.
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Isaksson, Julia, and Ellen Bengtsson. "Konsten att charma generation Y : en studie om ekonomistudenters behov vid val av arbetsplats." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-24051.

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För att företag ska kunna attrahera men också bevara kompetenta medarbetare, krävs det att de har något att erbjuda sin anställda. Detta ställer krav på en medvetenhet kring de preferenser anställda besitter, både sett till deras behov och motivation. Just nu är det arbetstagarens marknad som råder och företag har i utmaning att attrahera kompetentpersonal till organisationer. Syftet med denna studie är därför att undersöka, genomekonomistudenters preferenser, vad som motiverar dem till en arbetsplats samt vad de tror skulle få dem att stanna på en arbetsplats. Även studenternas behov kartläggs och ger en förståelse för arbetsgivarens ansvar för arbetstagares jobbsituation. Resultatet av vår studie är ämnat att hjälpa arbetsgivare i näringslivet att attrahera samt bevara kompetent personal eftersom de genom vår studie vet vad som motiverar studenterna samt vad deras behov på enarbetsplats är. Då syftet med uppsatsen fokuserar på berättelser och förståelse av individers upplevelser gjordes en kvalitativ studie med en deduktiv forskningsansats. Resultatet presenteras eftersemistrukturerade intervjuer med respondenter av tio ekonomistudenter från generation Y och analyseras sedan med hjälp av teoretisk bakgrund. Teorierna som används för att tolka vårt resultat var Self-determination theory (SDT), Maslow behovshierarki och Herzbergs tvåfaktorteori för att undersöka ekonomistudenters motivation och behov i relation till arbetsplatser. Studien mynnar ut i att utvecklingsmöjligheter och trivsel på arbetsplatsen var det viktigaste för samtligarespondenter, men att det samtidigt fanns en spridning av attribut som individerna föredrog. Vi kunde bland annat se att de manliga studenterna var mer materialistiska än de kvinnliga studenterna. Resultatet av studien kan ge en förståelse av vad våra respondenter föredrar vid val av eller att stanna på en arbetsplats, vilket företag kan ta till sig samt ta hänsyn till och förhoppningsvis utvecklas och förbättras tack vare sin kompetenta personal.
In order for companies to be able to attract but also retain competent employees, they must have something to offer their employees. This calls for an awareness of the preferences that employees possess, both in terms of their needs and motivation. Nowadays it is the employee’s labor market and companies are challenged to attract competent staff to their organizations. The purpose of this study is therefore to examine, through economics students ‘preferences, what motivates them to start working and what they think would make them stay at a workplace. This study will also chart the needs of the students to create a comprehension for the employer’s responsibility to its employees’ work situation. The result of this study aims to help employers in the industry to attract and also keep competent staff since they, thanks to our study, will be aware of what motivates the economics students and what their needs at a workplace are. Since the purpose of this thesis is focusing on stories and understanding we have made a qualitative study with a deductive research approach. The result will be presented through semi structured interviews with ten economics students from generation Y who are studying at University of Borås. The result will later on be interpreted using our theoretical background. The theories that are used to interpret our results are Self-determination Theory (SDT),Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory to examine economics students’ motivation and needs in relation to a workplace. The study concludes that development and comfort in the workplace was the most important for all of the respondents, but there was also a spread of the attributes of what the different individuals prefered. For instance we could see that the male students were more into materialistic attributes than the female students. The result of this study can give organizations an understanding of what economics students prefer when applying for a job and to stay at a workplace, and by that they can then assimilate the results which hopefully can help them develop and improve thanks to their competent coworkers. This thesis will be given in Swedish.
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Cheung, Wong Oi-see Alice. "Job satisfaction among the typists : a test of Herzberg's two-factor theory /." [Hong Kong] : University of Hong Kong, 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12334571.

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Lee, Wai-si Cecilia, and 李維施. "Motivation in the Auxiliary Police Force: a test of Herzberg's two factor theory." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974508.

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Lee, Wai-si Cecilia. "Motivation in the Auxiliary Police Force : a test of Herzberg's two factor theory /." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1231612X.

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Pepuchová, Valéria. "Návrh systému stimulace pracovníků." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-222832.

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Master Thesis deals with the problem of employee satisfaction at Copy General. I am presenting here a new version of questionnaire created by optimizing the original version, which were designed according to circumstances and desired outcomes. I also analyze actual situation of employee satisfaction. In Thesis I am presenting solutions based on the outputs from research and conversations with managers.
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Sipon, Ahamad B. "The applicability of Herzberg's two-factor theory to the job satisfaction of Malaysian polytechnic instructors." Diss., This resource online, 1996. http://scholar.lib.vt.edu/theses/available/etd-07112007-092857/.

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Hyun, Sungmin. "Re-examination of Herzberg's Two-Factor Theory of Motivation in the Korean Army foodservice operations." [Ames, Iowa : Iowa State University], 2009.

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Searight, Tamara Michelle. "Strategies for Reducing Nonprofit Organizations' Employee Turnover." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6808.

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Employee turnover is an inherent challenge encountered by managers at nonprofit organizations. The purpose of this single case study was to explore the strategies some community-based organization managers used to reduce employee turnover in western New York. Five organizational managers were selected who had successfully implemented strategies to reduce employee turnover. Herzberg's 2-factor theory was the conceptual framework for this doctoral study. Data collection occurred through semistructured interviews and review of organizational documents. Data analysis involved collecting data, organizing the data into codes and themes, and interpreting and revealing information about the themes. Member checking and methodological triangulation increased the validity and reliability of the study. The 3 themes that emerged from the study were building positive relationships to promote communication, offering employee training and advancement, and recognizing that compensation is an important factor but does not influence employee behavior. Recommendations for action include redesigning processes to change organizational culture and implementing strategies to mitigate employee resignations. The findings from this study may contribute to social change, because organizational managers could use the study results to reduce employee turnover, which could lead to increased service quality in communities.
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Worley, Jewell Bevins. "An Investigation of Gender Differences in Motivation of Senior Administrators in Virginia Community Colleges Using Herzberg's Two-Factor Theory." Digital Commons @ East Tennessee State University, 2006. https://dc.etsu.edu/etd/2176.

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The purpose of this study was to examine the gender differences regarding motivation in the individuals who serve in senior administrative positions in Virginia's community colleges. Institutional morale can be damaged by administrators who become dissatisfied with their positions. Institutions use millions of dollars yearly to conduct searches for individuals to replace senior administrators who leave their positions because of lack of job satisfaction or high job dissatisfaction. This study also addressed the possibility of differences between male senior administrators and female senior administrators regarding job satisfaction and job dissatisfaction. Frederick Herzberg' 2-factory theory of motivation regarding job satisfaction and job dissatisfaction was used as the theoretical foundation of the data collection. The Job Descriptive Index that focuses on 5 facets of job satisfaction: work on present job, opportunities for promotion, present pay, co-workers, and supervision as well as the Job in General Scale were used to survey senior college administrators for the purpose of gathering data. Results of the study indicated that senior administrators experienced a high level of job satisfaction regarding work on present job, co-workers, supervision, and the overall job in general. Senior administrators reported low levels of job satisfaction in relation to opportunities for promotion and moderate levels of satisfaction regarding present pay. Findings from the study reflected a difference in male senior administrators and female senior administrators regarding opportunities for promotion, co-workers, and the overall job in general. Male senior administrators reported higher levels of satisfaction in all 3 of these areas whereas 3 female senior administrators reported lower levels of satisfaction. There were no differences found between male senior administrators and female senior administrators regarding work on present job, present pay, or supervision.
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Books on the topic "Herzberg’s two-factor Theory"

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Scott, Arthur Edward. Herzberg yesterday, today, and tomorrow: An investigation concerning the relevance of Herzberg's two factor theory of motivation in the Land Registry / Registry of Deeds, Department of the Environment NI for the mid 1990s and beyond. [s.l: The Author], 1995.

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Park, Chunoh. Motivation and the two-factor theory: Testing Herzberg's theory in a comparative study of U.S. and Korean public employees. 1986.

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Book chapters on the topic "Herzberg’s two-factor Theory"

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Nunthapirat, Duangthida, Andrew Lockwood, Brigitte Stangl, and Hesham Al-Sabbahy. "Examining Online Brand Image Dimensions from Hotel Managers and Customers Perspectives in Relation to Herzberg’s Two-Factor Theory." In Information and Communication Technologies in Tourism 2014, 693–706. Cham: Springer International Publishing, 2013. http://dx.doi.org/10.1007/978-3-319-03973-2_50.

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"Herzberg: the two-factor theory." In Motivating to Perform in the Workplace, 101–11. Routledge, 2012. http://dx.doi.org/10.4324/9780080914602-38.

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Conference papers on the topic "Herzberg’s two-factor Theory"

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Li, Yaokui. "Insight into Herzberg’s Two-factor Incentive Theory." In Proceedings of the 2018 2nd International Conference on Economic Development and Education Management (ICEDEM 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icedem-18.2018.81.

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Abraham, Joy Lyn S., and Yogi Tri Prasetyo. "Macroergonomics-asedApproach in Job Satisfaction of Senior High School Teachers in a School in Mindoro Using Herzberg's Two-Factor Theory." In 2021 IEEE 8th International Conference on Industrial Engineering and Applications (ICIEA). IEEE, 2021. http://dx.doi.org/10.1109/iciea52957.2021.9436756.

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