Journal articles: 'Herzberg's Theory of Motivation'

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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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Bassett‐Jones, Nigel, and Geoffrey C. Lloyd. "Does Herzberg's motivation theory have staying power?" Journal of Management Development 24, no. 10 (December 2005): 929–43. http://dx.doi.org/10.1108/02621710510627064.

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Park, Chunoh, Nicholas P. Lovrich, and Dennis L. Soden. "Testing Herzberg's Motivation Theory in a Comparative Study of U.S. and Korean Public Employees." Review of Public Personnel Administration 8, no. 3 (June 1988): 40–60. http://dx.doi.org/10.1177/0734371x8800800304.

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A ‘science’ of human behavior in the public administrative setting depends on our ability to formulate, test, and validate generalizations concerning such behavior in differing societies and cultures. This research note is an example of an effort to test one highly regarded theory of workplace motivation — Frederick Herzberg's two-factor theory— beyond the single U.S. setting. The results from among both Korean and American public employees suggest Herzberg's two-factor theory of job motivation applies with equal force in both national settings.

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Saglam, Aycan Cicek. "Motivation of Academics: An Empirical Assessment of Herzberg's Theory." International Journal of Educational Reform 16, no. 3 (July 2007): 260–74. http://dx.doi.org/10.1177/105678790701600302.

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Al Khasawneh, Mohammad, Ola A. Al Hadeed, Tariq Abdrabbo, Mohammad Yousef Abu Hashesh, and Muhammad Al-Abdullah. "An Investigation of the Factors That Motivate Users to Participate in Online Communities." International Journal of E-Business Research 17, no. 1 (January 2021): 16–31. http://dx.doi.org/10.4018/ijebr.2021010102.

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The objective of this research is to contribute to the understanding of the online community by empirically examining the major factors motivating online community members to participate and actively contribute to their communities. In pursuing this endeavor, a comprehensive conceptual model of motivations that drive online community participation is developed based on an extensive revision of the existing relevant literature. However, modest research had been conducted to understand the online participant's motivation to participate in online communities. Thus, the current research model will enhance understanding and add to the relevant existing knowledge by categorizing digital user's motivation to participate in online communities, through the employment of Maslow's hierarchy of needs theory and Herzberg's two-factor theory. The paper used a deductive methodological approach adopted.

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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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Phillipchuk, Jim, and John Whittaker. "An Inquiry into the Continuing Relevance of Herzberg's Motivation Theory." Engineering Management Journal 8, no. 1 (March 1996): 15–20. http://dx.doi.org/10.1080/10429247.1996.11414873.

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Shipley, David, and Julia Kiely. "Motivation and Dissatisfaction of Industrial Salespeople — How Relevant is Herzberg's Theory?" European Journal of Marketing 22, no. 1 (January 1988): 17–30. http://dx.doi.org/10.1108/eum0000000005264.

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Udechukwu, Ikwukananne I. "Correctional Officer Turnover: Of Maslow's Needs Hierarchy and Herzberg's Motivation Theory." Public Personnel Management 38, no. 2 (June 2009): 69–82. http://dx.doi.org/10.1177/009102600903800205.

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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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Tichaawa, Tembi Maloney, and Love Odion Idahosa. "Adapting Herzberg: Predicting Attendees' Motivation, Satisfaction, and Intention to Revisit a Festival in Cameroon Using an Ordered Logit Approach." Tourism Review International 24, no. 2 (August 4, 2020): 91–107. http://dx.doi.org/10.3727/154427220x15845838896323.

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Festivals have, increasingly, become an important research focus in tourism. This study adapts Herzberg's two-factor theory to determine the satisfaction levels of attendees at the Festival of Arts and Culture (FESTAC), held in Limbe, Cameroon. Specifically, it investigated how the above are influenced by their a priori motivations to attend the event, and how their levels of satisfaction, in turn, affect their revisit intentions. Using survey data collected from 324 participants at the Festival, the study employed various specifications of the ordered logit model to predict the odds of attendees' satisfaction levels and revisit intentions, based on their motivation for attending the event. The findings confirm the applicability of the Herzberg theory in evaluating the relationship between the participants' motivation factors and their related satisfaction levels. Consistent with the existing literature, their satisfaction levels were also found to influence their return intentions significantly. The results also emphasize the moderating effect of expenditure considerations on the attendees' satisfaction levels. The findings, which have implications for both the event planners and the festival organizers, highlight the superiority of unique festival "motivators" in predicting satisfaction levels, suggesting that event planners focus on such characteristics if they intend to increase the attendees' satisfaction levels.

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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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Artaya, I. Putu, Made Kamisutara, Achmad Muchayan, and IGA Sri Deviyanti. "Abraham Maslow's Hierarchical Need Fulfillment and Herzberg's Two-Factor Theory for Creating Worker Loyalty." SPIRIT OF SOCIETY JOURNAL 4, no. 2 (March 31, 2021): 66–75. http://dx.doi.org/10.29138/scj.v4i2.1361.

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This research was conducted in an attempt to identify and analyze the role and influence of two universally applicable theories in the life of an employee when working in a company. The research subjects are employees who work at the bank. The data collection model is carried out primarily using a questionnaire to explore their perceptions in creating and or maintaining a sense of loyalty in their workplace. To prove this, the researchers chose a bank that has been around for a long time, where there are 25 employees. We want to know whether Maslow and Herzberg's theory of motivation remains universally applicable in their work environment. This research is an associative study using the primary data base, this data from interviews and filling out questionnaires from the bank employees. Measurement of data using ordinal data with a Likert scale approach. From the results of filling out the questionnaire, the percentage results obtained that 71.4% of them tend to agree on the existence of their existence and fulfill their needs hierarchically. Through associative analysis, it can be obtained that the physiological results are 49.1% well fulfilled, sense of security is 47.4% fulfilled, social 43.8% is fulfilled, self-esteem 72.5% is fulfilled, and self actualization is 49.1% also fulfilled in the bank, this condition is enough to make their employees loyal in contributing energy, time and thoughts. Overall 93.7% of Maslow's hierarchical needs and Herzberg's maintenance are able to create a sense of employee loyalty to the workplace. The fulfillment of 72.5% hierarchical needs is dominated by the fulfillment of self-esteem, then in terms of maintenance theory, Herzberg is dominated by self-esteem and self-actualization

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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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Hyun, Sungmin, and Haemoon Oh. "Reexamination of Herzberg's Two-Factor Theory of Motivation in the Korean Army Foodservice Operations." Journal of Foodservice Business Research 14, no. 2 (April 2011): 100–121. http://dx.doi.org/10.1080/15378020.2011.574532.

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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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Karo, Novalina Kartika Sari Br, Marlon Sihombing, and Simson Ginting. "HUBUNGAN MOTIVASI KERJA PEGAWAI DENGAN PRODUKTIVITAS KERJA PEGAWAI KANTOR CAMAT TIGABINANGA KABUPATEN KARO." Jurnal Darma Agung 29, no. 2 (August 16, 2021): 258. http://dx.doi.org/10.46930/ojsuda.v29i2.1070.

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The theory used in the motivation variable is Herzberg's Motivation Theory in which motivation is divided into two, namely intrinsic and extrinsic motivation, then Maslow's Hierarchy of Needs Theory. One of the data collection techniques used in this research is through questionnaires and literature review of the object under study. From the results of hypothesis testing with a simple correlation (bivariate) that has been done, it shows that: There is a strong and real positive relationship between Employee Work Motivation (X) and Work Productivity (Y). This shows that the higher the level of work motivation, the better the performance will be. The partial correlation hypothesis testing shows that: There is a positive and real relationship between Work Motivation (X) and Work Productivity (Y), which indicates that the higher the level of Work Motivation, the better the productivity. The correlation value between X and Y is 0.714, indicating that there is a close relationship between Work Motivation and Work Productivity. Hypothesis testing to see the relationship between the level of motivation and productivity is tested simultaneously. The test results show that there is a close and real relationship between the level of work motivation and work productivity, which is equal to 0.714

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Kang, Eungoo. "The Relationship between Reinforcement of Employee’s Customer-Centric Behavior and Employee Motivation Factors." Advances in Social Sciences Research Journal 7, no. 7 (July 26, 2020): 338–47. http://dx.doi.org/10.14738/assrj.77.8640.

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Currently, there is little doubt that factors such as intensifying competition, high job turnovers, increased market diversity and technological advances demand the present organizations to invest in strategies that encourage customer-centric behaviors. To overcome these challenges and ensure employees to be more customer-oriented, the present author suggests integrated solutions based on prior major motivation theories such as Theory X and Y, Maslow's theory and Herzberg's two factor theory. As a result, the present research explains methods that companies can use to ensure that employees are motivated and satisfied, insisting that employee satisfaction and motivation play a huge role in ensuring that the organization is running smoothly and effectively. Also, the present author points out that adopting better employee incentive programs motivate employees to embrace practices that ensure customer satisfaction and company productivity. Organizations that fail to use the most appropriate incentives to drive their employees suffer huge losses.

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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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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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Rahimic, Zijada, and Amra /. Kozo. "Identifying Motivators for the Employees in Companies in Bosnia and Herzegovina." JOURNAL OF SOCIAL SCIENCE RESEARCH 2, no. 2 (November 30, 2013): 117–29. http://dx.doi.org/10.24297/jssr.v2i2.3093.

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Competence ability, and even company survival in today's dynamic and relatively unpredictable global business environment, are both becoming increasingly dependent on knowledge, skills and employee competence, as well as their work motivation. Thus, in these times of harsh competition, companies seek ways through which to increase employee readiness to fulfill company goals. Individuals are pushed for action by different motivators, awards and stimulations, all of which mirror their wishes. The task of every manager is to use motivators in order to stimulate employee performance, or drive them to complete their duties. The aim of this paper is to identify those factors that have a motivating effect on the employees working in companies across Bosnia and Herzegovina. The research included workers from different organizations in order to establish a relationship between organizational characteristics and the motivating effects of various factors. The methodological framework of this work has its basis in Herzberg's Two Factor Theory of Motivation. A special challenge for the empirical research, conducted through surveys distributed across companies in Bosnia and Herzegovina, was the identification of motivators which stimulate employee action. The results of this research could help managers in finding answers to different strategies of employee motivation, as well as in increasing their own capability in motivating workers and employing inventive motivators.

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Lundberg, Christine, Anna Gudmundson, and Tommy D. Andersson. "Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism." Tourism Management 30, no. 6 (December 2009): 890–99. http://dx.doi.org/10.1016/j.tourman.2008.12.003.

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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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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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Kasim, Felix, and Astuti Ginting. "FAKTOR DETERMINAN YANG BERHUBUNGAN DENGAN MOTIVASI KERJA PEGAWAI DI PUSKESMAS JUHAR KECAMATAN JUHAR KABUPATEN KARO." Jurnal Penelitian Kesmasy 2, no. 1 (October 31, 2019): 75–83. http://dx.doi.org/10.36656/jpksy.v2i1.162.

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The related factors that suspected to be employee motivation’s based on Frederick Herzberg's theory are intrinsic and extrinsic factors which consisting of achievement, reward, responsibility, work environment, superiors / subordinate communication, and supervision. The purpose of this research is to analyze the determinants of factors associated with employee motivation. This research is quantitative research with the survey is the method through an explanatory research approach. The research was conducted at Juhar Public Health Center, Karo District. The population of this research is 52 people and the sample is 52 people. Data analysis use univariate analysis, bivariate analysis with chi-square, and multivariate analysis use multiple logistic regression test. The results showed that factors related to employee motivation in Puskesmas Juhar, Juhar Sub-district, Karo Regency in 2018 were responsibility, subordinate-supervisor communication, and supervision, there was a significant correlation. The most dominant variable related to this research is the variable of responsibility and the value of PR = 9,122. Personnel responsible for their job has a high work motivation 9.1 times higher than irresponsible employees. Unrelated variables are achievement, reward and work environment. It is suggested to the irresponsible staff of public health center to better understand their duties and responsibilities as employees to be more motivated in working and program targets can be achieved.

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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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Marie Giese, Greta, and Mejai Bola Avoseh. "Herzberg's Theory of Motivation as a Predictor of Job Satisfaction: A Study of Non-academic Community College Employees." EXCELLENCE AND INNOVATION IN LEARNING AND TEACHING, no. 2 (December 2018): 38–52. http://dx.doi.org/10.3280/exi2018-002003.

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Alrawahi, Samira, Stina Fransson Sellgren, Salem Altouby, Nasar Alwahaibi, and Mats Brommels. "The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals." Heliyon 6, no. 9 (September 2020): e04829. http://dx.doi.org/10.1016/j.heliyon.2020.e04829.

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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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Sultana, Fatema, Rashedul Islam, and S. M. Yusuf Ali. "Does Motivation Impact on Employee Performance? A Study on Non-Banking Financial Institutions of Bangladesh." International Journal of Human Resource Studies 11, no. 3 (August 3, 2021): 83. http://dx.doi.org/10.5296/ijhrs.v11i3.17708.

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The success of any organization mainly depends on employee performance as it leads to the organization's productivity and profitability. To enhance employee performance or let employees’ perform more following their ability, organizations need to motivate their employees. The non-banking financial institutes (NBFIs) have been contributing toward expanding both the quality and amount of monetary administrations and moderating the omissions of existing money-related intermediation to meet the developing needs of various sorts of interest in the nation. This research paper aimed to find out the relationship of motivation and how it impacts employees' performance at non-banking financial institutes of Bangladesh. The focus was on analyzing the motivation theory of Herzberg's two-factor theory. For this reason, a quantitative method was used in order to collect data. Two hundred data were collected from non-banking financial institutes from Dhaka city of Bangladesh. A structured questionnaire was formed includes two-part one is a biographical part, and another was variables-based questions. The Descriptive analysis includes mean, standard deviation, frequency distribution, and percentages; moreover, this Correlation and multi regression analysis are applied to determine the relationship and effects of motivation and employees' performance. The results of this research are positive and significant relations between employee motivation and employees' performance at the non-banking financial institutes of Bangladesh.

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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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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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Wihardja, Hany, Yustina Kristine Arif, and Rosa Nora Lina. "FAKTOR - FAKTOR YANG MEMPENGARUHI MOTIVASI KERJA PERAWAT PELAKSANA DALAM MERAWAT PASIEN COVID-19 DI RS X, BANTEN." Jurnal Sehat Mandiri 16, no. 1 (June 29, 2021): 131–42. http://dx.doi.org/10.33761/jsm.v16i1.350.

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Nurse work motivation is defined as an internal and external encouragement for nurses who makes her willing and able to do their jobs. COVID-19 is an infectious disease caused by SARS-CoV-2 which attacks the human respiratory tract and can spread rapidly, with a mortality rate of 5.3%. This quantitative study aims to determine the factors that affect the work motivation of the nurses in caring for COVID-19 patients. This study using a descriptive correlation design with a cross sectional approach. This study involves 58 associate nurse who caring for COVID-19 patients at X Hospital with a total population sampling technique. Nurses' work motivation in caring for COVID-19 patients at RS X is in the moderate category (62-75) using a questionnaire based on Herzberg's motivation theory. Data analysis used the Spearman Rank test, where the results obtained were the influence of age (p value 0.023), marital status (p value 0.028) and work environment (p value 0.011) with work motivation.The conclusion of this study is the motivation of nurses while caring COVID-19 patients are influenced by factors of age, marital status and work environment such as the availability of policies and personal protective equipment. Recommendation that can be given to increase the work motivation of nurses at X Hospital by disseminating information about hospital policies in handling nurses infected with COVID-19, COVID-19 management, modes of transmission and other actual information so as to reduce nurse anxiety.

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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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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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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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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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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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Mansaray, Hassan Elsan. "The Role of Human Resource Management in Employee Motivation and Performance-An Overview." Budapest International Research and Critics Institute (BIRCI-Journal) : Humanities and Social Sciences 2, no. 3 (August 2, 2019): 183–94. http://dx.doi.org/10.33258/birci.v2i3.405.

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This paper discusses the link between motivation and performance, and established what makes motivation to have a central role in getting high performances from employees in organizations. It was revealed from the review that there are several motivational theories used by employers at different situations when they want their employees to highly perform. As motivation is to influence employees to perform, hence; performance is the evaluation with respect to acknowledged tasks, objectives, goal line and rational anticipations linked with a role, occupation in an organization. This paper has looked at some of these theories that have been proven and accepted by the general public. They comprise Maslow’s hierarchy of needs, McGregor’s theories x and y, McClelland’s theory of learned needs, Alderfer’s ERG theory, Herzberg’s two-factor theory, Vroom’s expectancy theory and different types of motivation, such as intrinsic and extrinsic. It is evident from the literature reviewed that all theories were established on some experimentations or observations, as a result they are just written ends about a tested situation. Though circumstances can be comparable, they will perhaps by no means be the same. Also, studies have showed that highly motivated employees that are productive and innovative can lead the organization to success through the achievement of its desired results.

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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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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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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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Mohiuddin, Md, and Ms Gurjit Dulay. "Employee Motivation in Non-Profit: Evidence from a Community Based Voluntary Organization." International Journal of Business and Management 10, no. 11 (October 26, 2015): 74. http://dx.doi.org/10.5539/ijbm.v10n11p74.

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<p>This paper explores employee motivation in one of the UK based voluntary organizations. It used a mixture of primary and secondary data. Primary data were collected in the form of questionnaires. By using Frederick Herzberg’s two factor theory we found that, in the absence of sufficient financial rewards, non-financial rewards such as: extra days off for employees; implementation of employee of the month; and simple verbal recognition in an attempt to recognise employee’s efforts were key motivating factors for the employees. Recommendations to management were made in terms of offering flexible hours and quality supervision in order to motivate unpaid volunteers. </p>

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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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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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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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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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Journal articles on the topic 'Herzberg's Theory of Motivation'

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