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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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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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Falk, Celina. "”Det känns ju fantastiskt att bli lite bekräftad” : En kvalitativ studie om undersköterskors motivation och arbetstillfredsställelse i äldreomsorgen." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85668.
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Undersköterska inom äldreomsorgen är det vanligaste yrket i Sverige, men också den yrkeskategori som har flest sjukskrivningsdagar. Arbetsbelastningen beskrivs som hög och arbetsvillkoren bristfälliga. Den demografiska utvecklingen i Sverige bidrar till ett ökat behov av utbildad personal inom äldreomsorgen och för att möta behovet krävs både nyrekryteringar och att befintlig personal stannar kvar på sitt arbete. Anställda som trivs på sina arbeten har en högre vilja att fortsätta arbeta och anstränga sig mer för att göra ett bra jobb; trivsel kan därmed sägas vara en av faktorerna som kan bidra till att möta kompetensförsörjningsbehovet. Syftet med uppsatsen är därför att ge en fördjupad förståelse för motivation och arbetstillfredsställelse bland undersköterskor inom äldreomsorgen. Genom att intervjua nio undersköterskor som arbetar på ett vård- och omsorgsboende har faktorer som främjar respektive motverkar motivation och tillfredsställelse i deras arbete kunnat identifieras. Den insamlade empirin har analyserats med hjälp av Self-Determination Theory, Herzbergs tvåfaktorteori samt tidigare forskning om motivation och arbetstillfredsställelse bland undersköterskor inom äldreomsorgen. Uppsatsens resultat visar att intervjupersonernas motivation och arbetstillfredsställelse till största del påverkas av arbetssituationen och av hur arbetet organiseras. Det är arbetets förutsättningar som antingen skapar möjlighet för eller hindrar intervjupersonerna att utföra den bästa möjliga omvårdnaden av brukarna, skapa goda relationer till kollegorna för att få stöd och uppskattning samt få den återhämtning de behöver under och mellan arbetspassen, vilket är avgörande för att de ska känna motivation och arbetstillfredsställelse.The most common type of job in Sweden is to work as an Assistant Nurse in elderly care. It is also the profession with the highest level of sick leave. The job implies a heavy workload and the working conditions are far from ideal. The demographic development in Sweden contributes to an increased demand for trained staff in elderly care. Both new recruitment and existing staff shall be required to meet this need. Employees who thrive in their jobs have a higher level of commitment and work harder to do a good job. Job satisfaction can thus be said to be one of the factors contributing to ensuring an adequate supply of necessary nursing skills. The purpose of this thesis is therefore to provide an in-depth understanding of motivation and job satisfaction amongst Assistant Nurses in elderly care. Factors that affect motivation and job satisfaction in the workplace, both positively and negatively, have been identified by interviewing 9 Assistant Nurses who work in nursing homes. The empirical data gathered in the study has been analysed utilising the Self-Determination Theory, Herzberg's two-factor theory and previous research on motivation and job satisfaction among Assistant Nurses in elderly care. The results of this thesis reveal that on the whole, Assistant Nurses’ motivation and job satisfaction are largely affected by their work situation and by how the work is organized. The working conditions either encourage or hinder the opportunities for Assistant Nurses from preforming the best possible care of the clients, create good relationships with colleagues and get sufficient time for recuperation. This support, camaraderie and rest, both during and in-between their work shifts, is crucial for their sense of motivation and job satisfaction.
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Lee, Toccara Jeneshia. "Relationship Between Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, and Turnover Intentions Among Internal Auditors." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3354.
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In the auditing profession, many business owners are unable to retain auditing staff. The cost to replace an auditor can cost a company as much as 150% of the auditors' annual salary. Perpetuating this problem is that some auditing business owners do not know the relationship between internal auditors' intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Grounded in Herzberg's 2- factor theory, the purpose of this correlational study was to examine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Participants included 96 members of the Central Florida Institute of Internal Auditors. Data were collected using the Minnesota Satisfaction Questionnaire and the Michigan Organizational Assessment Questionnaire. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict auditors' turnover intentions, F(2, 93) = 47.635, p < .001, R2 = .506. Extrinsic job satisfaction was the only significant predictor (t = -6.515, p < .001). Implications for social change include the potential for leaders to better understand predictors of involuntary turnover and the potential to save money on recruitment and training. Business owners may become more profitable through better employee retention strategies; these findings may also add to the body of knowledge for stable employment opportunities. Business owners can develop strategies to enhance the level of intrinsic and extrinsic job satisfaction of internal auditors. Job satisfaction of internal auditors is essential and a fundamental determinant of growth, service, and quality within an organization.
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Farthing, Karen Ward. "Perceived Job Satisfaction Factors Impacting the Retention of Middle School Teachers in Northwest North Carolina." Digital Commons @ East Tennessee State University, 2006. https://dc.etsu.edu/etd/2225.
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The body of research related to teacher retention continues to grow but is limited concerning middle school teachers. The focus of this study was to examine the factors of job satisfaction for middle school teachers. A portion of the study compares teacher responses with Herzberg, Mausner, and Snyderman's 1959 study of motivation. Additional components of the study provide middle school teachers' feedback on their dispositions and recommendations to administrators and others for attracting and retaining quality middle school teachers.
This qualitative study includes a review of related literature and includes a historical perspective of job satisfaction and a discussion of Herzberg's Two-Factor Motivation Theory. Teacher job satisfaction and dissatisfaction, along with current trends in teacher retention efforts, complete the review of literature.
Data for the findings were obtained from a demographic survey and semi-structured interviews of current and former middle school teachers. The data were then analyzed to learn what factors encourage middle school teachers to remain in the classroom or to leave. Responses related to teacher dispositions were also analyzed.
Findings of this study validate the research of Gawel (1997) based on Bellot and Tutor; salary was not found to be the highest motivator as in the Herzberg study. Instead, participants identified the work itself, their enjoyment of the early adolescent student, and their relationships with co-workers to be important areas of job satisfaction and what keeps them returning to their middle school classrooms. The personal dispositions identified by participants as necessary to being successful as a middle school teacher were a good sense of humor, a love of the age group, and being energetic, flexible, organized, enthusiastic, consistent, and firm.
This study will be of interest to universities and colleges with teacher preparatory programs. It will be of interest, also, to school administrators, principals, and staff development directors in their attempts to attract and retain quality middle school teachers in their schools. In addition, the study should be of interest of boards of education, state legislators who fund education, and State Departments of Education.
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Hlaváček, Radek. "Návrh způsobu přidělování benefitů." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221774.
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Diploma thesis analyzes the current way of benefit distribution in Motorola company. First part of the thesis describes general motivation and stimulation factors. Second part describes the company's internal background. Third part analyzes the motivation factors within the company and consideres implementation of the cafeteria system.
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DeSoto, Desire A. "Relation of High Stakes Teacher Evaluation Implementation in Hawaiʻi to Teacher Satisfaction." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5320.
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High-stakes teacher evaluations (HSTEs) in public education influence millions of students and teachers across the U.S. Currently, there is a dearth of published quantitative research that shows the relation of HSTEs to teacher job satisfaction. The purpose of this quasiexperimental quantitative study was to determine if implementation of HSTEs in state of Hawaiʻi as part of the U.S. Department of Education's Race to the Top program initiative was related to teacher job satisfaction in public schools over time. A repeated measures analyses was conducted using archived teacher job satisfaction data from over 200 public schools in Hawaiʻi from 2009 to 2014, including data collected from 2 years before until 2 years after implementation of HSTEs. The theoretical framework used for the study was grounded in Herzberg's 2-factor theory of motivation. It was hypothesized that the implementation of HSTEs may have affected extrinsic hygiene factors such as wages, supervisory practices, and organizational policy relative to intrinsic motivational factors such as work achievement, recognition, and personal growth of teachers working in schools implementing the federal initiative. The most significant study finding was that both overall satisfaction and satisfaction with student achievement increased during the 2011-2012 implementation year and then fell below pre-implementation levels in the 2 years subsequent to implementation of HSTEs. This finding is discussed in the context of an increase in pay for public school teachers in Hawai'i during the post-implementation period. The results of this research may promote positive social change by highlighting the need for a focus on potential unintended consequences (i.e., possible negative effects on teacher job satisfaction) of federal education policies associated with HSTE systems.
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Dixon, Sherry Ann. "Retention of Information Technology Employees." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3152.
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Business leaders often realize greater profitability when they have strategies to retain IT
employees. However, the cost to replace IT employees creates significant challenges for
business leaders. Given the growing impact of technology on operational costs, retention
of IT employees is imperative. This exploratory single case study sought to identify the
strategies that leaders use to increase IT employee retention. The population was 6
leaders from a military organization in Norfolk, Virginia, responsible for the retention of
IT employees. Herzberg's two-factor theory was the conceptual framework for this study.
The data was collected from semi-structured interviews with 6 leaders along with
organization documents. Data analysis and methodological triangulation included
thematic analysis to identify 7 themes in the study. These 7 themes were quality of life,
telework, leadership, inclusion, and staying abreast of new technology. Implications for
social change include the potential for leaders to save money on recruitment and training.
It also includes organizations becoming profitable through better employee retention
strategies, and it adds to the body of knowledge that leaders could use to provide stable
employment opportunities to individuals. The retention rates among IT employees affect
individuals, families, communities, organizations, and the economy. Implementing
retention strategies may result in improving employee-employer relationships and
organizational profitability.
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Bramstång, Mattias, and Mattias Hiller. "Därför gick vi vidare : En kvalitativ studie som söker klarhet och förståelse varför kontinuerligt anställda soldater vid Luftvärnsregementet lämnar yrket." Thesis, Högskolan i Halmstad, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-40010.
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I en tid då Försvarsmakten brottas med hög personalomsättning av soldater står Luftvärnsregementet i Halmstad inför en ombeväpning av historiska proportioner, med nya luftvärnssystem och en utökad organisation, för att möta det rådande säkerhetspolitiska läget i Östersjöregionen. I denna utveckling utgör den kontinuerligt anställda soldaten en viktig betydelse för att luftvärnsförbanden ska kunna lösa de tilldelade uppgifterna. För att djupare förstå och finna klarhet varför kontinuerligt anställda soldater väljer att sluta användes en kvalitativ forskningsmetod, genomsyrad av en induktiv ansats. Genom intervjuer med tidigare anställda soldater insamlades empiri som står på egen grund. Med en analysmetod inspirerad av Grounded Theory skapades det emotionella spänningsdiagrammet som förklarar varför individen väljer att sluta. I diskussionen kopplades forskningens resultat främst mot Herzbergs tvåfaktorsteori men resultatet sågs även ur ett generationsperspektiv. För den unga generation Z är personifiering genom personlig utveckling tillsammans med ledarskapet avgörande i soldaternas beslut att lämna sin anställning. Den omväxlande och utmanande verksamheten i Försvarsmakten bidrar till en stark känsla av gemenskap som i sin tur påverkar soldatens motivation att stanna kvar längre i sin anställning. Soldaten är även påverkad i sitt val att lämna eller stanna kvar vid förbandet av basala behov så som anställningsvillkor, lön och geografiskt läge.At a time when the Swedish Armed Forces struggle with high soldier turnover, the Air Defense Regiment in Halmstad is facing a re-arming of historical proportions such as new air defense systems and an expanded organization to meet the current security policy situation in the Baltic Sea Region. In this development, the continuously employed soldier is an important factor in ensuring that the air defense units are able to fulfill their assigned tasks. In order to understand more deeply and find clarity why the continuously employed soldiers choose to leave, a qualitative research method, imbued with an inductive approach, was used. Through interviews with formerly employed soldiers empirics that stand on their own were collected. With an analysis method inspired by Grounded Theory, the emotional tension diagram was created that explains why the individual chooses to leave. In the discussion, the results of the research were mainly linked to Herzberg's two-factor theory, but the result was also seen from a generation perspective. For the young generation Z, personalization through personal development together with leadership is of major importance why the soldiers are determined to leave their employment. The varied and challenging activities of the Swedish Armed Forces contribute to a strong sense of community that affects the soldier's motivation to stay longer in one´s employment. The soldier is also influenced by basic needs in one´s choice to leave or stay at the unit such as employment conditions, salary and geographical location.
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Terkowski, Ann-Christin, de Loo Justus van, and Pascal Pelikan. "Leaders’ Perception of the Connection between Sustainability and Employee Engagement." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21435.
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Todays’ organizations are facing low levels of employee engagement, with a tendency to decrease evenfurther. Sustainability has been found to positively affect employee engagement as it providesemployees with a higher purpose in their work. Therefore, this research study reveals leaders’perception on the contribution of sustainability towards employee engagement, with a focus onmultinational organizations in the Öresund region. This qualitative study combines Herzberg´s “Two-Factor Theory” and transformational leadership to analyze the research findings with a theoreticalframework. The results display that sustainability has a significant influence on the level of employeeengagement and various activities of organizations and leaders contribute towards this. The researchalso underlines that there is a potential for organizations to implement further strategies in this regardand thereby not only strengthen the satisfaction and loyalty of their current workforce, but also gain acompetitive advantage in the future for attracting new talents.
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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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Nohlås, Pia, and Olivia Söderquist. "“Belöningen som jag värderar det är att själv få bestämma över min arbetstid” : En kvalitativ studie om arbetsmotivation inom läraryrket." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-79760.
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Syftet med studien var att undersöka om Herzbergs tvåfaktorteori har relevans i praktiken idag inom läraryrket. Studien är kvalitativ med deduktiv ansats utifrån Herzbergs tvåfaktorteori. Totalt 10 semistrukturerade intervjuer utfördes med lärare från högstadie- och universitetsnivå vilka sedan analyserades tematiskt. Resultatet visade att Herzbergs teori fortfarande är tillämpningsbar inom yrket lärare. Resultatet visade däremot på att det fanns skillnader i vad för faktorer som är av mest vikt hos lärarna gentemot vad Herzberg påstod. De mest avgörande faktorerna för arbetsmotivation hos lärarna var eget ansvar, bekräftelse och den psykosociala arbetsmiljön. Förslag till vidare forskning är att säkerhetsställa rangordningen av faktorerna som har störst betydelse för arbetsmotivationen inom läraryrket. Ett annat förslag till vidare forskning är att se om det finns faktorer från Herzbergs tvåfaktorteori som rangordnas annorlunda inom andra yrkeskategorier.The purpose of the study is to examine whether Herzberg's two-factor theory is still relevant in practice today in the teaching profession. The study is qualitative with a deductive approach based on Herzberg's two-factor theory. A total of 10 semi-structured interviews were conducted with high school and university teachers, which were then analyzed thematically. The result showed that Herzberg's theory is still applicable and valid in the profession of teaching. The results, on the other hand, show that there are differences in which factors that are the most important for the teachers in relation to what Herzberg claimed. The most important factors for the teachers' work motivation are having their own responsibility over their time, recognition and the psychosocial work environment. Suggestions for further research are to secure the ranking of the factors that are most important for the work motivation within the teaching profession. Also evaluate if there are factors from Herzberg's two-factor theory that are ranked differently in other professions.
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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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Bjerkén, Daniel, Gunilla Gundersen, and Johny Lövgren. "Motivation i ett långt projekt." Thesis, Karlstads universitet, Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-45850.
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Hur påverkas projektdeltagarnas motivation i projekt som har en relativt lång tid avsatt för genomförandet och med förhållandevis stora resurser? För att få svar på frågan om motivation i långa projekt genomfördes en empirisk fallstudie via kvalitativa intervjuer av sex projektdeltagare och en projektledare, i ett företag inom tullbranschen. Dessa sju personer var allokerade till ett IT-utvecklingsprojekt. Herzbergs två-faktorteori användes för att beskriva vilka faktorer som påverkat respondenternas motivation. Av studien följer att det är främst tre slags händelser som påverkar projektdeltagarnas motivation. Det är händelser som går att koppla till projektets fasövergångar, händelser som berör projektets målsättning och händelser som handlar om projektets arbetssätt. Avslutningsvis kan konstateras att det är den kontextuella osäkerheten som främst påverkar projektdeltagarnas motivation i ett projekt som pågår under lång tid. Alltså de förändringar som sker i omvärlden mellan tidpunkten för planeringen av projektet och när projektmålet utvärderas.What affect the project participants’ motivation in projects that have a relatively long period of time set aside for implementation and with relatively large resources? An empirical case study was conducted to answer the question about motivation in long projects by using qualitative interviews of six project participants and one project manager in a company in the customs sector. These seven people were allocated to an IT development project. Herzberg´s two-factor theory was used to describe the factors that influenced the respondents’ motivation. There are mainly three types of events that affects the project participants’ motivation. These are events that can be linked to the project phase transitions, events related to project objectives and events about the project’s methodology. Finally, it can be stated that it is the contextual uncertainty that primarily affect the project participants’ motivation in a project going on for a long time. Thus the changes in the business environment between the time of the planning of the project and when the project objectives are evaluated.
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Ekström, Jessica, and Sandra Neudinger. "Belöningssystems komplexitet : sett ur ett svenskt ledningsperspektiv." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-24673.
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Syfte: Syftet med denna uppsats är att ur ett ledningsperspektiv undersöka vilka belöningssystem småsom gare nämnde nämnde prestation. hur vi kommer in på just ett belöningssystem som främjar. lvis kopplingen emellan prestation företag använder och jämföra detta med företagens tillväxt och de anställdas prestation. Metod: Metoden använder en tvärsnittsdesign med induktiv karaktär. Primärdata består av kvalitativa intervjuer som kombineras med en kvantitativ enkätundersökning ur ett företagsledarperspektiv. Urvalet baseras på företagens storlek, år de grundades samt bransch. TeoriUppsatsskribenterna avser att använda agentteorin, Hertzbergs tvåfaktorteori, teorier kring belöningssystem och motivationsteorier som uppsatsen teoretisk ramverk. Resultat: Resultatet visar att fast lön och prestationsbelöningar är mest använt. De anställdas prestation har en avgörande roll för hur företaget presterar. Rörlig lön i form av provision och bonus är det som anses motivera de anställda mest till att prestera och företag med hög tillväxt föredrar prestationsbelöning. Analys: Belöningssystem måste vara kopplat till företagens målsättningar för att främja ett företags prestation. Eftersom detta innebär att anställda då styrs att arbeta mot företagsmålet. Slutsatser: En kombination av rörlig lön och fast lön verkar flest företagsledare att föredra när det gäller att främja ett företags prestation. Detta förutsatt att de är tydligt kopplade till företagets mål. Företagsledare har olika belöningssystem för olika anställda inom företaget.Purpose: From a managerial perspective examine which reward systems small Swedish businesses are using and compare it to the companies growth and the employers work performance. Methodology: The method used a cross-sectional design with an inductive standpoint. Primary data is conducted with qualitative interviews combined with a structured survey study from the managers’ point of view. The selection is based on the companies’ number of employees, year of startup and type of business. Theory: The authors used theoretical models such as Agent theory, Herzberg two-factor theory, Reward system theory and motivation theories. Results: The result shows that salaried and pay-for-performance systems are used the most. The employees’ achievements determine how well the company is going to preform. Pay-for-performance in the matter of commission and bonus is what motivates the employees most to perform and high performance companies prefers pay-for-performance. Analysis: The reward system must correlate with the companies’ goals in order to control that the employee works in the same direction as the company. Conclusion: A combination of pay-for-performance and salaried wage seems to be most preferred by managers, to the extent that the rewards are explicitly correlated to the companies’ goals. Managers use different reward systems for varies employees within the companies.
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Onyenacho, Maureen A. "Strategies Outpatient Health Care Executives Use to Reduce Physician Turnover." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6936.
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Some outpatient health care executives experience high physician turnover leading to increased costs. To retain highly productive physicians, outpatient health care executives need to understand the best strategies for reducing physician turnover. Grounded in Herzberg 2-factor theory as the conceptual framework, the purpose of this multiple case study was to explore the strategies outpatient health care executives used to reduce physician turnover. Data were collected from semistructured interviews of 4 outpatient health care executives and the review of proprietary documents from 2 outpatient health care facilities in the Southern California metropolitan area. Data analysis comprised compiling and disassembling the data into common codes, reassembling the data into themes, interpreting the themes, and reporting the themes. Member checking and methodological triangulation amplified the trustworthiness of the findings. The course of thematic analysis led to identification of 4 core themes: autonomy, satisfactory work environment, effective communication, and training and growth opportunity. Implications for positive social change include the potential to increase economic growth while benefitting employees, families, and communities; increasing the continuity of patient care; and increasing patients' access to health care. Outpatient health care executives can use the results of this study to implement changes conducive to minimizing physician turnover and associated costs while enhancing the quality of health care.
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Lichtenstein, Michael, and Dejan Stojcic. "Motivation i projektledning : en kvalitativ studie av projektledares tillvägagångssätt att motivera projektgrupper." Thesis, Karlstads universitet, Handelshögskolan, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-54959.
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Motivation utgör en nyckelfaktor i hur lyckat ett projekt blir. Syftet med denna studie var bidra till förståelsen av hur projektledare motiverar projektgrupper. Datamaterialet grundar sig på kvalitativa data från sex personliga intervjuer med projektledare inom teknikbranschen. Det empiriska materialet har analyserats i huvudsak med motivationsteorierna Self Determination Theory och Tvåfaktormodellen. Studien fann sju framträdande teman som projektledarnas tillvägagångssätt kunde kategoriseras i: Tema 1 - Samhörighet och sociala relationer, Tema 2 - Meningsfullt arbete - Skapa gemensam syn på projektets mål, Tema 3 - Informationsutbyte och progress, Tema 4 - Delaktighet, ansvar och förtroende, Tema 5 - Grad av kontroll, Tema 6 - Feedback och uppskattning, Tema 7 - Fira framgång och avslut. Tillvägagångssätten kan sammanfattas med att lära känna gruppen, att ge en helhetssyn över projektet, att dela med sig av information och projektets framgång, att låta alla vara delaktiga och delegera ansvar, att ha en balanserad kontrollfunktion, att ge återkoppling kontinuerligt och att fira framgångar i projektet. Analysen med Self Determination Theory visade att de grundläggande psykologiska behoven autonomi, kompetens och samhörighet påverkades inom de sju temana. Samma tillvägagångssätt kunde upplevas på olika sätt beroende på hur de utfördes, med konsekvens att de hamnade på olika platser på internaliseringsskalan. Projektledarna använde främst yttre faktorer för att påverka motivationen. Analysen med Tvåfaktormodellen visade att projektledarna använde motivationsfaktorer i större grad än hygienfaktorer för att motivera projektgruppen, med undantag för sociala relationer. Detta beror sannolikt på att de andra hygienfaktorerna oftast är företagsspecifika och ligger utanför projektledarens kontroll. Analysen visade att de sju teman som studien beskriver påverkade olika motivationsbehov. Samtliga projektledare hade förståelse för att motivation var viktigt och att inre motivation var att föredra. Dock fanns inget i studien som tydde på att projektledarna i större omfattning hade förståelse om vilka psykologiska processer som deras tillvägagångssätt påverkade hos deltagarna. Projektledarnas tillvägagångssätt var grundade i deras egna erfarenheter och upplevelser, snarare än förankrade i formulerade processer eller teorier. Inget av företagen hade en medveten uttalad motivationsstrategi som projektledarna använde eller kunde använda sig av.Motivation is a key factor for the success of a project. The purpose of this study was to contribute to the understanding of how project managers are motivating project teams. The empirical data is based on qualitative data from six personal interviews with project managers in the technology industry. The empirical material has been analyzed mainly with the motivation theories Self Determination Theory and the Two factor model. The study found seven main themes that could categorize the project managers ways of action: Theme 1 – Cohesion and Social relations, Theme 2 – Meaningful work - creating common view of project goals, Theme 3 – Information exchange and Progress, Theme 4 - Participation, Responsibility and Trust, Theme 5 – Degree of Control, Theme 6 – Feedback and Recognition, Theme 7 – Celebrating success and conclusion. The ways of action can be summarized to: Getting to know the group. Giving an overview of the project. Sharing information and success of the project. Allowing everyone to participate and delegate responsibility. Having a balanced control function. Giving continues feedback. Celebrating success. The analysis with the Self Determination Theory showed that the basic psychological needs autonomy, competence and relatedness, were affected within the seven themes. The same ways of action could be experienced in various ways depending how they were performed, with the effect that end up in different places on the internalization scale. The project managers mainly used external factors to influence motivation. The analysis with the Two factor model showed that the project managers used motivational factors to a greater extent than hygiene factors to motivate, except for social relations. This was probably due to the fact that hygiene factors usually are company-specific and are beyond the control of the project managers. The analysis showed that the seven themes described in the study influenced different motivational needs. Every project manager had an understanding that motivation was important and that internal motivation was preferable. However, nothing in the study indicated that the project managers had a greater understanding of the psychological processes of the individuals had, that their ways of action influenced. The project managers’ ways of action were based on their own experiences, rather than anchored in formulated processes or theories. None of the companies in the study had an conscious articulated motivation strategy that project managers could use.
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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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Clayton, Robert. "Effective Strategies to Reduce Employee Turnover in the Retail Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5687.
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Employee turnover negatively affects retail organizations and can lead to poor financial performance, a decrease in competitive advantage, loss of productivity, deficiencies in retaining external customers, and economic failures. The purpose of this single case study was to explore strategies that retail store leaders from the Illinois area of the United States use to reduce frontline employee turnover. Herzberg's 2-factor theory provided the framework for the study. Data were collected from documents pertaining to retention methods and through face-to-face semistructured interviews with 7 leaders of a retail company in the Illinois area who had experience with effective employee retention strategies. Data were analyzed using manual coding methods, auto-coding features, and word frequency searches. Three themes emerged from the data analysis: (a) effective communication and transparency-improved employee retention, (b) competitive compensation and benefits-package-improved employee retention, and (c) training-and-development-improved employee retention. Organizational leaders mitigating employee turnover contribute to social change by creating initiatives focused on the recognition of value in people, the company, and the community.
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Hedlund, Clara, and Anna Marble. "Vad motiverar unga vuxna till att arbeta ideellt?" Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78396.
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Ideella organisationer har en stor betydelse för det svenska samhället. För att de ideella organisationerna ska kunna fortsätta bidra till samhället är det viktigt att organisationerna är tillräckligt attraktiva för att rekrytera och behålla ideella arbetare eftersom dessa individer är väsentliga för de ideella organisationernas överlevnad. Då de som arbetar ideellt inte får någon monetär ersättning uppstod frågan vad som motiverar dem till arbetet. Syftet med detta arbete är därför att undersöka vad som motiverar unga vuxna till att arbeta ideellt utan monetär ersättning. Studien har följt en kvalitativ forskningsmetod. Datainsamlingen har genomförts genom semistrukturerade intervjuer med 14 respondenter som har arbetat ideellt inom en studentförening på en högskola eller ett universitet i Sverige under de senaste två åren. Resultatet visar på fem utmärkande motivationsfaktorer hos respondenterna: gemenskap, möjligheten att påverka, personlig utveckling, karriärutveckling och yttre påverkan. Den insamlade datan har analyserats utifrån motivationsteorier samt tidigare forskning inom ämnet. Studiens slutsats är att de som arbetar ideellt upplever en form av icke-monetär belöning bland annat socialt nätverk, erfarenhet och personlig utveckling.Non-profit organizations have great importance for Swedish society. In order to make it possible for non-profit organizations to continue contributing, it is important that the organizations are attractive enough to be able to recruit and keep the volunteers since they are essential for the survival of non-profit organizations. Since the non-profit volunteers execute labor without monetary compensation, the question arose regarding their motivation. The purpose of this essay is to examine what motivates young adults to work without monetary compensation. A qualitative method has been used to study this subject, using semi-structured interviews with 14 participants who have worked in a non-profit student association at a college or university in Sweden during the last two years. The results showed five distinctive motivators for the respondents: a sense of belonging, the possibility to make a difference, personal development, career development, and external influence. The collected data was analyzed based on motivation theories and previous studies within the subject. The conclusion of the study is that volunteers in non-profit organizations experience non-monetary compensation, for instance social networking, experience, and personal development.
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Davis, Odetha Antonnett. "Strategies for Low Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5069.
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Employee turnover affects the profitability, performance, and customer service of an organization. The purpose of this multiple case study was to explore strategies that leaders in the hotel industry used to maintain a low rate of employee turnover. Motivation-hygiene theory was the conceptual framework for the study. The study population included 9 hotel leaders from 2 international hotels operating in Jamaica. Methodological triangulation involved the comparison of data from observation of hotel facilities and leaders' interactions with employees, review of company documents, and semistructured interviews. Data were analyzed into emerging themes using a Gadamerian hermeneutics framework of interpretation. Four major themes emerged from the data analysis: effective leadership strategies, favorable human resource management practices, good working conditions, and a family-oriented organizational culture. Analysis of the data showed that hotel industry leaders used a combination of these strategies to maintain low rates of employee turnover. The findings and recommendations may contribute to positive social change by providing hotel leaders with effective retention strategies, resulting in increased profitability and potential income continuity, thereby decreasing unemployment and moderating poverty.
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Wei, Doris, and 魏可芬. "Usability Evaluations of Internet Auctions: An Application of Herzberg's Two-Factor Theory." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/qt775c.
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碩士國立東華大學
企業管理學系
95
Because of the Internet universalization in recent years, there has been an obvious growth of internet shopping population in Taiwan everyday. C2C(Customer-to-Customer) platforms enable individuals to cast themselves not only as buyers they used to be but also as sellers. As a result, people become able to sell their used goods on internet auction sites or to build their own virtual shop through it. There are two kinds of endusers on the internet auction platform, one is the vendee and the other is the vendor. This research adopts Hergberg’s two-factor theory to analyze the demand of sellers, and further, divides usability factors into “Hygiene Factors” and “Satisfiers”. Conclusions of this research suggest that the internet auction service providers should at least fullfill the basic requirements of “Hygiene Factors” and increase the investment on “Satisfiers“ to improve the service quality of internet auction platforms.
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Prasanti, Agatha Nuri, and 潘玉莉. "The Factors Effecting Customer Loyalty in Using Online Banking: The Perspectives of the Herzberg's Two-Factor Theory." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/93150037804920919799.
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碩士南台科技大學
企業管理系
98
Internet commerce quality is one of the key factors in determining the success or failure of Internet-based services. To develop a reliable and valid measurement of Internet-based service quality, a broad conceptual framework was established. This framework integrates several conceptual models in the areas of management information systems, technology adoption, and self-service technology into e-service marketing. This study further assesses customer loyalty by embracing Internet commerce key attributes, along with Herzberg’s Two-Factor Theory to explain two different kinds of customer satisfaction, as the determinants of customer loyalty. In this research, the main objective is to investigate the perspectives of the Herzberg’s Two-Factor Theory which might take significantly effect on the customer loyalty to use online banking. Moreover, this research also wants to identify the relationship among consumer satisfaction and consumer loyalty in using online banking. A questionnaire survey study was conducted to verify and test the research model. Data were collected from 200 Internet customers in Tainan, Taiwan, who had conducted transactions on the Internet, which is Internet banking service. Statistical analysis included descriptive statistics, factor analysis, R2, and the Structural Equation Modeling (SEM) techniques are used to test the hypotheses. The results support that Herzberg’s Two-Factor Theory which consists of motivation factors and hygiene factors can explain the effect to customer loyalty in using online banking significantly.
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Munkhtsetseg, Shinebayar, and Shinebayar Munkhtsetseg. "Re-examination of Herzberg’s Two Factor Theory of Job Satisfaction in a Mongolian Telecommunication Company." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/84373314706721943035.
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碩士亞洲大學
經營管理學系
102
Purpose - The purpose of this research study is to investigate crucial factors lead to job satisfaction in a Mongolian telecommunication company. Furthermore, applicability of Herzberg’s two factor theory of job satisfaction is also to be examined. Design/Methodology/Approach – The questionnaire was formed by a synthesis of existing constructs in the relevant literature. The main research target sample consisted of 195 employees who works in the case company. Factor analysis, reliability test, correlation, and multiple regression analysis were performed to both confirm validity and reliability and test research hypotheses. Findings – The effects of all demographic chararteristics have no statistical significance on the research variables. Both of hygiene and motivator factors have significant positive influence on job satisfaction, which means the applicability of the theory has not been confirmed. Research limitations/implications – For more holistic investigation approach of job satisfaction, sub-dimensions of the independent variables could be examined particularly. Originality/value – It is great importance for telecom companies, to understand what the drivers of job satisfaction are. The present study produced useful findings, which can be utilized by managers of telecom companies, in their effort to develop and implement successful human resource strategies. Paper type – Research paper
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HSU, YI-CHIN, and 徐伊瑾. "A Study on the Relationship Between Internet Usability, Emotion and Attitude ─ An Application of Herzberg’s Two-Factor Theory." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/06562412094830217828.
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碩士南台科技大學
企業管理系
98
As the rapid development of e-commerce and internet shopping developing, shopping sites have become an important market access. This study focus on the relationship between characteristics of shopping site ” Internet Usability, Emotion and Attitude” and onsumer through theoretical perspectives of the Herzberg two-factor theory. Whether consumers using shopping sites due to site features changes consumers’ attitudes and intention of shopping sites or not. According consumer survey and relevant information collection, conducting on this study is by Factor Analysis and Multiple Regression Analysis statistical methods and Likert seven scale. The results found that health factors of characteristics affect consumer sentiment more significant than the motivation factors. It could be provided to the site owners to focus on enhancing the quality of care factor characteristics.
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"An Investigation of Gender Differences in Motivation of Senior Administrators in Virginia Community Colleges Using Herzbergâs Two-Factor Theory." East Tennessee State University, 2006. http://etd-submit.etsu.edu/etd/theses/available/etd-0306106-224030/.
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Tzu-Heng, Yang, and 楊子恆. "An Empirical Study of Federick Herzberg’s Two-Factor Theory and Teacher’s Teaching Effectiveness － A Survey of Elementary School Teachers in Taipei County." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/05053012138779848431.
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碩士國立台北師範學院
社會科教育學系碩士班
93
This research mainly takes the Federick Herzberg’s two-factor theory at the end of 1950’s as the basis, and discusses the relationship between the motivation-hygiene theory and the teachers’ effectiveness in the elementary school in Taipei county. This study employed a survey questionnaire（Likert Five-point Scale） that were distributed through electrical form on the website and paper-printed one. The subjects are 476 teachers randomly selected from the elementary school of Taipei county（including the directors of department, sections chiefs, homeroom teachers and subject ones）. In order to test the research hypothesis, the data were analyzed by research methods as describe statistic, t-test, one-way ANOVA, and Pearson’s product-moment correlation. The main research results of data analysis are as stated below: 1. In general, this research supported F. Herzberg’s theory. The satisfaction of motivation and teachers’ effectiveness are positively correlated. 2. The main findings were drawn as follows : (1) The average score of the motivating satisfaction is 3.9129, and the standard deviation is 0.37982. The average score of hygiene satisfaction is 3.3609, and the standard deviation is 0.51501. The average score of teachers’ effectiveness is 3.9482, and the standard deviation is 0.39876. (2) In motivating factors : a. There are significant differences in motivating factors in term of the gender. b. There are significant differences in motivating factors in term of the educational background. c. There are significant differences in motivating factors in term of the teacher’s teaching experiences. d. There are significant differences in motivating factors in term of the school size. (3) In hygiene factors : a. There are significant differences in hygiene factors in term of the gender. b. There are the significant differences in hygiene factors in term of the channels of teacher education. c. There are the significant differences in hygiene factors in term of the different positions. d. There are the significant differences in hygiene factors in term of the teacher’s teaching experiences. e. There are the significant differences in hygiene factors in term of the different areas in Taipei county. f. There are the significant differences in hygiene factors in term of the school size. (4) In teachers’ teaching effectiveness : a. There are the significant differences in teachers’ teaching effectiveness in term of the gender. b. There are the significant differences in teachers’ teaching effectiveness in term of the age. c. There are the significant differences in teachers’ teaching effectiveness in term of the teacher’s teaching experiences. d. There are the significant differences in teachers’ teaching effectiveness in term of the school size. (5) There is a high positive relationship between motivating satisfaction and teachers’ teaching effectiveness.（γ=.762, p<.01） (6) There is positive relationship between hygiene satisfaction and teachers’ teaching effectiveness.（γ=.349, p<.01） 3. Suggestions : (1) For the educational authorities and school administration : a. To promote teachers’ motivating satisfaction, in order to increase the teachers’ teaching effectiveness. b. The educational authorities should satisfy teachers’ hygiene satisfaction at the right moment. (2) In researching methods, the investigators should increase research objects（ex: private schools）. Both qualitative and quantitative analysis are emphasized in further studies. (3) In statistical methods, the further investigators should adopt the ”Canonical Correlation Analysis” and “Two-way ANOVA”.
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郭開祥. "Applying Herzberg''s Two-factor Theory of Motivation to the External Customer Satisfaction--An Example of the Gas Station Service Quality." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/62740032987390216000.
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Ramos, Elisabete Maria da Silva. "Taxa de desemprego local e fatores motivadores dos trabalhadores HADOL: a teoria dos dois fatores de Herzberg." Master's thesis, 2016. http://hdl.handle.net/1822/42076.
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Dissertação de mestrado em Gestão de Recursos HumanosA presente dissertação prende-se com a evolução do conceito de gestão de recursos humanos e a crescente preocupação em torno da motivação dos colaboradores (considerados um recurso estratégico para a consecução dos objetivos organizacionais), num período conotado por elevadas taxas de desemprego. Na base deste estudo encontra-se a Teoria dos Dois Fatores de Herzberg, a qual distingue a influência de fatores motivacionais e higiénicos, sublinhando que os fatores motivacionais são necessários para que os colaboradores atinjam elevados níveis de desempenho profissional, ao passo que os fatores higiénicos não conduzem a altos níveis de motivação, contudo previnem a insatisfação. Assim sendo, e num período recentemente marcado pela austeridade, em Portugal, e por elevados valores de desemprego, propusemo-nos a investigar se os colaboradores atribuiriam maior importância aos fatores higiénicos, em detrimento dos motivacionais, devido à atual instabilidade do mercado de trabalho. O Grupo HADOL (nome fictício), detentor de uma cadeia de hotéis, com classificações de 4 e 5 estrelas, foi a Organização escolhida para o presente estudo, devido à sua ampla dimensão e dispersão geográfica em território português, mas também pela proximidade existente com a Direção do mesmo. Não obstante a conhecida taxa de desemprego vivida em Portugal em 2014 (última taxa conhecida pelos portugueses aquando da aplicação do questionário), concluiu-se que os colaboradores HADOL não atribuem maior importância aos fatores higiénicos. Estabelecendo um ranking (pontuações médias), verificamos que no topo se encontram fatores motivacionais (tais como o reconhecimento e o gosto pelo trabalho que executam), sendo a base da tabela composta por fatores higiénicos (tais como o prestígio/status, o salário e a estabilidade/segurança no trabalho).
This study concerns the evolution of the Human Resources Management concept as well as the growing concern with the employees motivation (considered a strategic resource for the achievement of organizational goals), in a period connoted with high unemployment. On the basis of this study is the Herzberg Two-Factor theory, which distinguishes the influence of hygiene factors and motivators. Hygiene factors don’t lead to higher levels of motivation, but without them there is dissatisfaction. Motivation factors are needed in order to motivate an employee into higher performance. Therefore, in a recent period marked by austerity in Portugal, and high unemployment rate, we set out to investigate whether employees give more importance to hygiene factors, instead of motivational ones, due to the current instability of the labour market. The HADOL Group (fictitious name), holder of a chain of hotels, 4 and 5 star classifications, was chosen for the study due to wide geographical dispersion in Portuguese territory, but also due to the good bond with the Management. Nevertheless, the known rate of unemployment experienced in Portugal in 2014 (last rate known by the Portuguese during the questionnaire) it was concluded that HADOL employees did not give much importance to hygienic factors. By establishing a ranking, we see that at the top of the list are the motivators factors (such as recognition and a passion for the work they do), while on the bottom of the list are the hygiene factors (such as the status and stability at work).
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Lephoko, Constance Siphiwe Peggy. "Organisational climate as a cause of job dissatisfaction among nursing staff in selected hospitals within the Mpumalanga Province." Diss., 2004. http://hdl.handle.net/10500/2506.
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The purpose of this study was to describe and explore the organisational climate as a cause of job dissatisfaction among nursing staff in selected hospitals within Mpumalanga Province. The major objectives were to determine what organisational climate encompasses; ascertain which factors related to organisational climate can cause dissatisfaction among nurses; determine whether there is a difference in the way nursing management and the nursing staff perceive the existing organisational climate; and make recommendations for health service managers to improve the organisational climate in order facilitate greater job satisfaction among their subordinates.
The descriptive exploratory survey method was used. A questionnaire with closed-ended and open-ended questions were distributed and collected from one hundred and fourty (140) respondents.
The results indicated that the nursing management and the nursing staff are happy with the intrinsic factors of the job, but dissatisfied with the extrinsic factors of the organisational climate.
The outcome of this research affirms that there are extrinsic factors within the work climate that affect the nursing management and the nursing staff negatively.
Recommendations are made to promote job satisfaction in selected hospitals within the Mpumalanga province.Health Studies
M.A. (Nursing Science)