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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: 12 June 2025

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Journal articles on the topic "Herzberg's Two-Factor Theory"

1

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 (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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2

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 (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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3

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 (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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4

Utley, Dawn R., Jerry Westbrook, and Susan Turner. "The Relationship between Herzberg's Two-Factor Theory and Quality Improvement Implementation." Engineering Management Journal 9, no. 3 (1997): 5–14. http://dx.doi.org/10.1080/10429247.1997.11414946.

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5

Matei, Mirabela-Constaţa, and Maria-Madela Abrudan. "Adapting Herzberg's Two Factor Theory to the Cultural Context of Romania." Procedia - Social and Behavioral Sciences 221 (June 2016): 95–104. http://dx.doi.org/10.1016/j.sbspro.2016.05.094.

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6

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 (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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7

Johnston, George P. "Best Liked/Least Liked Teacher Attributes: Herzberg's Two-Factor Theory of Job Satisfaction." Journal of Education for Business 66, no. 2 (1990): 121–25. http://dx.doi.org/10.1080/08832323.1990.10535621.

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8

Garbyal, Swati, and Sukhjeet Kaur. "Level of job satisfaction among Government School teachers based on Herzberg's two factor theory." ASIAN JOURNAL OF HOME SCIENCE 14, no. 2 (2019): 275–81. http://dx.doi.org/10.15740/has/ajhs/14.2/275-281.

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9

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 (2011): 100–121. http://dx.doi.org/10.1080/15378020.2011.574532.

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10

DeShields, Oscar W., Ali Kara, and Erdener Kaynak. "Determinants of business student satisfaction and retention in higher education: applying Herzberg's two‐factor theory." International Journal of Educational Management 19, no. 2 (2005): 128–39. http://dx.doi.org/10.1108/09513540510582426.

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