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

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Published: 4 June 2021

Last updated: 30 January 2023

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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 (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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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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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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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 (September 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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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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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 (December 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 (December 15, 2019): 275–81. http://dx.doi.org/10.15740/has/ajhs/14.2/275-281.

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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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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 (March 2005): 128–39. http://dx.doi.org/10.1108/09513540510582426.

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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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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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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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Velardo, Elisa F., Patricia Cymbala, Anthony M. Rodriguez, Colleen A. Thoma, and Susan B. Palmer. "Workforce Stability: Motivation Factors Impacting Satisfaction in the IDD Field." Inclusion 10, no. 4 (December 1, 2022): 285–96. http://dx.doi.org/10.1352/2326-6988-10.4.285.

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Abstract For decades, individuals who are direct support professionals working with people with intellectual and developmental disabilities (IDD) have been under strain. The current study looked at the prevalent themes that impact workforce stability among providers, advocates, policymakers, and researchers in the field of IDD. The researchers applied Herzberg's two-factor theory of motivation and hygiene factors to data gathered through focus group interviews on workforce challenges and opportunities. Findings revealed that motivational factors relating to employee satisfaction, including organizational culture, retention, and credentialing, were identified as critical to workforce stability.

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Lamb, David, and Alfred Ogle. "What Preevent Motives Determine the Decision to Volunteer at a Sporting Event: How Can Herzberg's Two-Factor Theory Help?" Event Management 23, no. 4 (September 18, 2019): 495–510. http://dx.doi.org/10.3727/152599519x15506259855643.

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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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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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Ganesh, R., and Yang Liu. "Employee satisfaction in the sales department of the automobile industry in Beijing, China: an approach with Herzberg's two-factor theory." International Journal of Services, Economics and Management 13, no. 1 (2022): 57. http://dx.doi.org/10.1504/ijsem.2022.122003.

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김성우. "Study on the Important Factors for Non-Commissioned Officer's Job Satisfaction in R.O.K Army Based on Herzberg's Two Factor Theory." Journal of Korean Public Police and Security Studies 9, no. 2 (August 2012): 217–38. http://dx.doi.org/10.25023/kapsa.9.2.201208.217.

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Kang, Jung-Woo, Na-Young Han, and Jae-Bum Hong. "A study on the Attitudes of Inshore Fishery Seaman's based on Herzberg's two-factor theory - With emphasis on Large Purse Seine of Keumsung Fisheries -." Journal of Fisheries Business Administration 43, no. 3 (December 31, 2012): 59–73. http://dx.doi.org/10.12939/fba.2012.43.3.059.

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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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Preko, Mansah, Frank Odame, and Samuel Anim-Yeboah. "Doctorpreneurship in the Digital Age." International Journal of E-Entrepreneurship and Innovation 12, no. 2 (July 1, 2022): 1–19. http://dx.doi.org/10.4018/ijeei.314464.

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Many of the challenges faced by the various sectors of the economy are seen as opportunities by entrepreneurs. Yet, entrepreneurs are by definition excluded from a large part of the health sector due to the specialised nature of the medical profession and the complexities associated with service provision in the area of healthcare. In this paper, the term ‘Doctorpreneur' is used to connote doctors who engage in entrepreneurship in the health sector. The study adopts the Maslow's theory of motivation, the Herzberg's two-factor theory, and the theory of affordance to explore factors that promote ‘doctorpreneurship' in the digital age, using Ghana's health sector as a case. The findings of this qualitative study suggest that besides the monetary gains that primarily motivate doctors to engage in doctorpreneurship, other individual, organizational, and technological factors also underpin the phenomenon. Furthermore, the findings underscore the role of technology in consolidating doctorpreneurship in the digital age. The study presents several implications for research, policy, and practice.

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Jankelová, Nadežda, Zuzana Joniaková, Katarína Remeňová, and Ildikó Némethová. "How to meet employees' expectations in terms of job satisfaction and stabilisation in the agribusiness industry." Ekonomika poljoprivrede 68, no. 3 (2021): 583–93. http://dx.doi.org/10.5937/ekopolj2103583j.

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Motivation is one of the most important management tools to ensure employees' job satisfaction and stabilisation. Effective motivation programmes can only be developed through an in-depth understanding of employee motivation profiles. The aim of this paper is to analyse the motivation factors of employees in terms of their job satisfaction and stabilisation in the agribusiness industry. The methodological framework of the survey is Herzberg's two-factor motivation theory. Independent variables were tested using test statistic methods with the most significant deviations. An independent t-test was used for each motivation factor. The biggest negative deviations were found in the factors of income, responsibility and working conditions, employee benefits, content of work, its recognition and the possibility of advancement. A statistically significant difference was found at the age and education of respondents. Younger employees and university-educated employees showed a marked difference between their expectations and satisfaction by employers.

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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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Bhatt, N., J. Chitranshi, and M. Mehta. "Testing Herzberg’s two factor theory on millennials." CARDIOMETRY, no. 22 (May 25, 2022): 231–36. http://dx.doi.org/10.18137/cardiometry.2022.22.231236.

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This study tests Herzberg’s two-factor theory of motivation on working millennials. The purpose of the study is to evaluate what the assumptions and the findings of the original study hold for millennials. With the increasing trend of amalgamation of work life and personal life, job satisfaction and general job happiness have never been more on an individual’s personal life. This impact is far-reaching, with strong indications of affecting the employees’ physical, mental, and social health. In such a scenario, organizations need to keep their employees motivated and satisfied. For studying Herzberg’s two-factor theory of motivation on working millennials, we have selected respondents with work experience of at least one year. We have not restricted the study to any particular industry; hence our sample is across all industries. The type of sampling used was convenient sampling. From the analysis, we have found that for the concerned sample, hygiene factors tower above the motivating factors in terms of job satisfaction for millennials. From the data collection and analysis, we proved that both motivators and hygiene factors affect job satisfaction, unlike what has been said by Herzberg. This study will contribute to the exciting literature on motivation.

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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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Patterson, Louise, Bharti Pandya, and Maysoon Mohammed Ahmed Ruqait Alali. "Exploring the Motivators to Satisfy UAE Employees: Private Vs. Public." 11th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 11, no. 1 (December 9, 2020): 42. http://dx.doi.org/10.35609/gcbssproceeding.2020.11(42).

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The United Arab Emirates (UAE) is a busines hub in the Middle East and is sought out place for work by expatriates. Gallup's Great Jobs Briefing (2018) reported UAE as one of the highest achiever for Job-Satisfaction rating, out of 128 countries. It was further reported that 72% jobs are considered as 'good job' in the UAE, based on several determinants. However, there are some contradictory findings regarding employees enagement level, wherein 69% participants were not engaged in the workplace. Further reports from Gallup (2017) found more than 75% UAE employees as highly disengaged and the world happiness report (Helliwell, Layard,, & Sachs, 2019) did not find UAE to be amongst the ranking of happiest countries. Further, there was disinterest in working with private sector as 62% participants preferrred to work in the public sector of UAE. The question then arise, if employees are satisfied, why they are not happy or engaged? Are there any motivational (de) factors that differentiates satisfaction level of employees working in UAE's government sector with those working in the private sector? Keywords: comparison public and private organizations, Herzberg's Two-Factor Theory, job satisfaction, UAE

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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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Reyhani, Fatemeh, and Hassan Dehghan Dehnavi. "What is the Priority of factors affecting on accountants motivation from motivation dimension." Journal of Management and Accounting Studies 8, no. 1 (September 29, 2020): 44–50. http://dx.doi.org/10.24200/jmas.vol8iss1pp44-50.

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Objective: Theorists know effective management of human resources as the key to organizational and they are very fast-moving organizations toward technology role of human as a vital and strategic organization is more and more considered. In the global market, modern organizations are faced with high levels of competition. In the wake of increasing competition in the global market, the survival of many companies that depend on human resources. Methodology: Performance like abilities, knowledge, skills and other abilities plays an important role in the success of the organization. Hence the human resources management system in any organization due to the continuous changes in the environment cannot be a static phenomenon. Subject of motivation of human resources issues that require special attention in the management of organizations. The aim of this study was to identify and rank the factors affecting the motivation of accountants with the first technique (FTOPSIS). Results: in this study was used Herzberg's two-factor theory. The number of factors identified in this study is its 29 that 15 of health agents and 14 were other factors of motivating factors. Conclusion: The results showed that the most important motivational factors is compatibility with educational background and skills working jobs, job stress and job attractiveness.

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Reyhani, Fatemeh, and Hassan Dehghan Dehnavi. "Identification of Effective Factors on Accountants Motivation and Prioritization of Them by Using Fuzzy TOPSIS." Journal of Management and Accounting Studies 8, no. 1 (September 29, 2020): 38–43. http://dx.doi.org/10.24200/jmas.vol8iss1pp38-43.

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Objective: In the global market, modern organizations are faced with high levels of competition. In the wake of increasing competition in the global market, the survival of many companies that depend on human resources. Methodology: Performance like abilities, knowledge, skills and other abilities plays an important role in the success of the organization. Hence the human resources management system in any organization due to the continuous changes in the environment cannot be a static phenomenon. Subject of motivation of human resources issues that require special attention in the management of organizations. The aim of this study was to identify and rank the factors affecting the motivation of accountants with the first technique (FTOPSIS). in this study was used Herzberg's two-factor theory. The number of factors identified in this study is its 29 that 15 of health agents and 14 were other factors of motivating factors. Results: The results showed that the most important health factors affecting the motivation of accountants was respected and appreciated by management and supervision, the system of payment of salary and fringe benefits and job security. Conclusion: Finally 3 of factors” respect and appreciation from the management and supervision", "pay the salary and fringe benefits" and "compatibility with educational background and skills working jobs" are the highest priority at the motivation of accountants.

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Maria Correia Loureiro, Sandra, Francisco J. Miranda, and Michael Breazeale. "Who needs delight?" Journal of Service Management 25, no. 1 (March 11, 2014): 101–24. http://dx.doi.org/10.1108/josm-06-2012-0106.

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Purpose – The aim of this study is to determine whether the cumulative effects of satisfaction, trust, and perceived value may, under certain conditions, provide more explanatory power for customer loyalty intentions than the often studied and more elusive customer delight. Herzberg's two-factor theory is used to explain why the frequent nature of grocery shopping, a primarily utilitarian experience, might introduce considerations that have not yet been addressed in the study of delight. Design/methodology/approach – A survey is administered to a quota sample of Portuguese supermarket shoppers via phone, using a CATI system. Findings – Research findings suggest that perceived value, trust, and satisfaction have a greater impact on behavioural outcomes than customer delight in the grocery shopping setting. In such a setting, cognitive drivers may be even more important for customers who are primarily concerned with hygiene factors (rather than motivators). Research limitations/implications – Retailers are encouraged to focus on the more mundane factors that influence consumers' perceptions of value and trust rather than trying to invest in the substantial resources required to continually delight consumers. Future research may explore other determinants of loyalty intentions and test the extended model in different service sectors, cultural contexts and countries. Originality/value – This study applies Oliver et al.'s consumer delight model in a utilitarian, frequent-use setting, finding previously undiscovered limitations to its validity.

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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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Bundtzen, Henning. "Adapting Herzberg’s Motivation-Hygiene Theory to a VUCA World – A Repertory Grid Study." European Journal of Economics and Business Studies 6, no. 3 (December 12, 2020): 145. http://dx.doi.org/10.26417/914kzv77e.

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Employee motivation is a key driver of organizational performance and employee retention. An increasing shortage of skilled workers forces companies to think of ways to motivate and retain their employees. Herzberg’s two-factor theory of motivation provides an insight which factors are relevant for motivating employees. The theory founded on research carried out in the 1960’s. Since then, the practical and theoretical tenet of supervision and management has shifted to a different leadership approach. Additive the economic environment is found to be more volatile, unpredictable, complex and ambiguity. VUCA has made its way into organizational science resulting in a focus on agile working methodologies. To add up a generation of millennials demanding for feedback, open communication and team-based workplaces starts to integrate into labour market. Does Herzberg’s theory persist in this new economic environment? Can it be adapted or is a completely new approach inevitable? This organizational psychology related study is aimed to test Herzberg’s theory in a contemporary environment by applying the theory of personal constructs as an investigative method. 61 qualitative repertory grid structured interviews elicited n = 782 personal constructs to investigate the theory. The personal constructs are clustered and compared to the theory of Herzberg.

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Aquino Jr, Perfecto G. "Accounting for Job Satisfaction and Job Performance via Herzberg’s Two-Factor Theory: The Case of Overseas Filipino Workers (OFWs) in Vietnam." Journal of Advanced Research in Dynamical and Control Systems 12, SP3 (February 28, 2020): 1173–83. http://dx.doi.org/10.5373/jardcs/v12sp3/20201364.

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Masripah, Siti, and Rini Laili Prihatini. "Faktor-Faktor yang Berhubungan dengan Motivasi Penyuluh Agama Islam Honorer di Jakarta Selatan." Jurnal Penyuluhan Agama (JPA) 9, no. 1 (April 5, 2022): 1–26. http://dx.doi.org/10.15408/jpa.v9i1.24480.

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Abstract: The wide field of duties and functions of Islamic Extension Workers, and the many challenges that must be faced, are not accompanied by the amount of attention and appreciation they receive, especially for those who are Honorary Islamic Extension Workers. But interestingly, the existence and performance of Honorary Islamic Extension Workers to date have shown good development. This study aims to: (1) analyze the relationship between internal and external factors with the work motivation of the Honorary Islamic Extension Workers in South Jakarta, (2) analyze the factors that have the strongest relationship with the work motivation of the Honorary Islamic Extension Workers in South Jakarta. The main theory used in this research is Herzberg's Two-Factor Theory regarding internal and external factors. This research uses a quantitative approach, with data collection done through questionnaires, observation, and literature study. The data obtained were analyzed using the Rank Spearman technique. The conclusions of the results of this study are: (1) internal factors have a very strong and significant positive relationship with the work motivation of the Honorary Islamic Extension Workers in South Jakarta, while external factors have a strong and significant positive relationship with the work motivation of the Honorary Islamic Extension Workers in South Jakarta; (2) the factor that has the strongest correlation with the work motivation of Honorary Islamic Extension Workers in South Jakarta is internal factors, while the sub-factors that have the strongest relationship with the work motivation of honorary Islamic extension workers in South Jakarta are achievement, progress and the possibility of growth.Abstrak: Luasnya medan tugas dan fungsi Penyuluh Agama Islam, dan banyaknya tantangan yang harus dihadapi, ternyata tidak diiringi dengan besarnya perhatian dan apresiasi yang mereka terima, khususnya bagi mereka yang merupakan penyuluh agama honorer. Namun menariknya, eksistensi dan performa penyuluh agama islam honorer sampai saat ini tetap menunjukan perkembangan yang baik. Penelitian ini bertujuan untuk: (1) menganalisis hubungan antara faktor internal dan eksternal dengan motivasi kerja Penyuluh Agama Islam Honorer di Jakarta Selatan, (2) menganalisis faktor yang memiliki hubungan paling kuat dengan motivasi kerja Penyuluh Agama Islam Honorer di Jakarta Selatan. Teori utama yang digunakan dalam penelitian ini adalah Teori Dua Faktor Herzberg mengenai faktor internal dan eksternal. Penelitian ini menggunakan pendekatan kuantitatif, dengan pengumpulan data dilakukan melalui kuesioner, observasi dan studi literatur. Data yang diperoleh kemudian di analisis dengan menggunakan teknik Rank Spearman. Kesimpulan dari hasil penelitian ini adalah: (1) faktor internal memiliki hubungan positif yang sangat kuat dan signifikan dengan motivasi kerja Penyuluh Agama islam Honorer di Jakarta Selatan, sementara faktor ekternal memiliki hubungan positif yang kuat dan signifikan dengan motivasi kerja Penyuluh Agama islam Honorer di jakarta selatan; (2) faktor yang berhubungan paling kuat dengan motivasi kerja penyuluh agama islam honorer di jakarta selatan adalah faktor internal, sedangkan sub-faktor yang memiliki hubungan paling kuat dengan motivasi kerja penyuluh agama islam honorer di Jakarta Selatan adalah pencapaian, kemajuan dan kemungkinan untuk tumbuh.

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

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

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

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The study was aimed to determine the relationship between Herzberg’s Two-Factor Theory towards job performance and the moderating effect of job satisfaction toward the relationship between Herzberg’s Two-Factor Theory and job performance among customer service representative at in-house call centre in banking sector, Klang Valley. The independent variable is focus on five factors, which are salary and wages, working condition, recognition, supervision and work life balance, while dependent variable is job performance and the moderating variable is job satisfaction. In order to know more on the relatedness between those variables towards customer service representative in organization, this research was conducted to access the relationship between Herzberg’s Two-FactorTheory towards job performance and the moderating effect of job satisfaction at inhousecall centre in banking sector, Klang Valley.

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Alabu, Pamela Farhya, Jane Kembo, and Alfred Otara. "Influence of Principals’ Conflict Management Techniques on Teacher Job Satisfaction in Selected Secondary Schools in Uriri and Nyatike Sub Counties, Kenya." East African Journal of Education Studies 2, no. 1 (March 24, 2020): 8–17. http://dx.doi.org/10.37284/eajes.2.1.123.

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According to a survey by the American Management Association, managers spend 24% of their time managing conflicts. This is a waste of time as a resource, reducing this time wastage would mean improving the quality of management. Conflict is inevitable and a natural phenomenon, the secondary school principals in Uriri and Nyatike sub-counties have not been spared of the challenges of conflict management on teacher job satisfaction. Therefore, the study aimed to determine the principals’ conflict management techniques on teacher job satisfaction in public secondary schools in Uriri and Nyatike sub-counties, Kenya. It was guided by Engle& Kane, M. J. (2004 Herzberg's two-factor theory and a conceptual framework used to show the interplay between the principals’ conflict management techniques and teacher job satisfaction. The research employed a descriptive survey design to obtain information. The target study population consisted of 1960 teachers, 87 principals in 87 secondary schools in Uriri and Nyatike sub-counties. Stratified simple random sampling was used to obtain a sample of 29 principals and 319 teachers. Data was collected using questionnaires. Face and content validity of the instruments was determined by experts in educational management and policy studies. In order to enhance the reliability of the instrument, a pilot study was conducted in 6 secondary schools in the sub-counties, which were excluded from the main study. The reliability was tested using test-retest method and a Pearson’s r coefficient of 0.79 for principals’ and 0.83 for teachers’ questionnaires obtained. Quantitative data was analysed using frequency count, percentages and mean. The study established that integrating obliging had a strong and positive correlation with teacher job satisfaction, dominating and avoiding techniques had p>0.05 which is not statistically significant. The findings add to the existing body of knowledge and may be useful in developing guidelines for principals and other stakeholders to enable them to manage schools effectively. Also, help the Ministry of Education to formulate training materials for school managers to enable them to manage conflicts effectively and to enable teachers and educators to improve and manage conflicts in schools more effectively and efficiently.

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Ann, Saehya, and Shane C. Blum. "Motivating senior employees in the hospitality industry." International Journal of Contemporary Hospitality Management 32, no. 1 (January 13, 2020): 324–46. http://dx.doi.org/10.1108/ijchm-08-2018-0685.

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Purpose This study aims to use Herzberg’s two-factor theory and attempted to discover, which motivational factors are the best predictors of senior employees’ job satisfaction and dissatisfaction and turnover intentions. The study also verified the two-factor theory’s validity. Design/methodology/approach This study used a Web-based, self-administered survey method with measurements developed specifically for this study. Structural equation modeling using confirmatory factor analysis was conducted to test the hypotheses. Findings The two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction. The four hygiene factors that had a significantly negative effect on job dissatisfaction were technical supervision, personal life, status and job security. Job satisfaction had a significantly negative effect on turnover intention, while job dissatisfaction had a significantly positive effect on the variable, which supported Herzberg’s theory. Research limitations/implications Although quantitative research is the most useful research tool and is used most widely, the method can provide only limited information, while qualitative research might provide further information that would allow us to understand the relation between motivation, job satisfaction and turnover intentions better from different perspectives. Future research using Herzberg’s interview method would be helpful to obtain more detailed information regarding these factors. Originality/value This study is one of the first to use both job satisfaction and dissatisfaction separately to explore the relations among senior citizen employees’ motivators, hygiene factors, job satisfaction and dissatisfaction and turnover intentions in the hospitality industry, as most previous studies have used job satisfaction alone. This study’s empirical findings of the validity of Herzberg’s two-factor theory in this context prove that the theory remains applicable in a new environment six decades after its original development.

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Edward R. Lee, Edward R. Lee. "Herzberg’s Two Factor Motivation Theory as Revealed by National Government Agencies in Tawi-Tawi." International Journal of Mechanical and Production Engineering Research and Development 10, no. 3 (2020): 2219–30. http://dx.doi.org/10.24247/ijmperdjun2020207.

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Adil, Muhammad Shahnawaz, and Kamal Bin Ab Hamid. "The Relationships between Leader Creativity Expectations, Intrinsic Motivation, and Creative Performance." SEISENSE Journal of Management 2, no. 2 (March 3, 2019): 58–68. http://dx.doi.org/10.33215/sjom.v2i2.123.

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Objective: The objectives of this conceptual paper are two folds: to propose and argue a) the direct relationship between leader creativity expectations and creative performance; and b) the mediating role of intrinsic motivation between leader creativity expectations and creative performance. Design: Drawing upon Pygmalion effect, Herzberg’s two-factor theory of motivation, and componential theory of creativity, two propositions are suggested. Findings: It is proposed that there will be a positive relationship between leader creativity expectations and creative performance. In addition, the authors also make the case that intrinsic motivation will mediate the relationship between leader creativity expectations and creative performance. Originality: The significant original contribution of this article is that it suggests a theoretical relationship of Pygmalion effect with Herzberg’s two-factor theory of motivation and componential theory of creativity to propose a new conceptual framework. In addition, this paper extends our knowledge regarding the pertinent role of leader creativity expectations in stimulating the divergent thinking process of people in the workplace. Policy Implications: This article attempts to provide a clear guideline to both practitioners and academicians to better explore the relationship between expectations and employee creativity. The proposed framework may be applied in various social contexts such as healthcare, education, creative advertising, research and development, hospitality and new business incubation.

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She, H. Y. "The relationship between intrinsic job satisfaction, extrinsic job satisfaction, personal factors and turnover intentions- private hospital pharmacists in Hong Kong." International Journal of Pharmacy Practice 30, Supplement_2 (November 30, 2022): ii49—ii50. http://dx.doi.org/10.1093/ijpp/riac089.058.

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Abstract Introduction The impact of employee job satisfaction on retention or the impact of job dissatisfaction on attrition is becoming increasingly important as it has a significant impact on the quality of service provided, staff shortages, and the effectiveness of healthcare organizations. This is especially true for private hospitals pharmacists in Hong Kong. Aim Based on Herzberg's two-factor theory, the aim of this quantitative, correlational study was to determine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, demographic characteristics, personal factors, and turnover intentions in a sample of pharmacists working for private hospitals in Hong Kong. Methods Following institutional ethical approval, five research questions were developed to study the relationships. An empirical model of causal relationships among variables was tested with a sample of 140 registered pharmacists working in Hong Kong private hospitals. The questionnaire was designed to be self-administered, and data was collected using convenience and snowball sampling methods via an Online Google Form link. Partial least Squares Structural Equation Modelling (PLS-SEM) was used to analyse the structural relationships. The study employed SmartPLS 3.0 to compute the two-basic partial least squares (PLS) path modelling, i.e. structural and measures models. Results 68 (48.6%) were male, and 72 (51.4%) were female participants in this study, giving an overall sex ratio (males per 100 females) of 94. One third of the pharmacists surveyed were between 40-49 years old. This study found that older age was associated with a more moderate relationship between overall job satisfaction and turnover intention. At the same time, the more support from the family, the greater the negative moderating effect between overall job satisfaction and turnover intention. This study's most significant intrinsic job satisfaction factor was "achievement", with an outer loading of 0.846. Other important intrinsic job satisfaction factors included recognition, opportunities for advancement, work itself, and responsibility. For extrinsic job satisfaction factors, the most significant one was “employment status”, with an outer loading of 0.791. Other important extrinsic factors include working conditions, company policies and rules, remuneration, interpersonal relations, and supervisor's quality. There were positive relationships between intrinsic and extrinsic job satisfaction factors, and overall job satisfaction of the private hospital pharmacists. In contrast, the intrinsic job satisfaction factors, extrinsic job satisfaction factors, and overall job satisfaction are found to have negative relationships to the turnover intentions of pharmacists. Those relationships were statistically significant with p<0.05. Discussion/Conclusion In conclusion, private hospital managements may use the knowledge to implement strategies to improve intrinsic and extrinsic job satisfaction among pharmacists in private hospitals. It is hoped that private hospital pharmacies will then have more bargaining power to retain pharmacists in the workplace. In turn, a better-quality pharmacy service can be provided and, ultimately, better earnings for the private hospitals. References 1. Al-Muallem, N., Al-Surimi, M. Job satisfaction, work commitment and intention to leave among pharmacists: a cross-sectional study. BMJ Open, 2019 [cited 2019 Oct 2]; 9:e024448. Available from: http://doi:10.1136/bmjoprn-2018-024448 2. Bennett, D., Hylton, R. A happy mindset: Organizational commitment and job satisfaction among healthcare employees in the Caribbean. Indian Journal of Health & Wellbeing, 2019;10(10-12):244-348. 3. Carvajal, M.J., Popovici, I. Gender, age, and pharmacists' job satisfaction. Pharm. Prac. 2018;16(4):1396. Available from: http://doi.org/10.18549/PharmPract.2018.04.1396

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Mustafa, Mohamad Zaid, Noor Azlin Yamin, Abdul Rasid Abdul Razzaq, and Rosnee Ahad. "Factors Influencing Job Satisfaction in the Malaysian Vocational College: Herzberg Two Factor Theory Perspective." Universal Journal of Management 10, no. 1 (March 2022): 18–25. http://dx.doi.org/10.13189/ujm.2022.100102.

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

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

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Hur, Yongbeom. "Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it Applicable to Public Managers?" Public Organization Review 18, no. 3 (February 6, 2017): 329–43. http://dx.doi.org/10.1007/s11115-017-0379-1.

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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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Liu, Yang, and R. Ganesh. "Employee satisfaction in sales department of automobile industry in Beijing, China: an approach with Herzbergs two-factor theory." International Journal of Services, Economics and Management 13, no. 1 (2022): 1. http://dx.doi.org/10.1504/ijsem.2022.10045301.

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Tan, P. Philip, and Wesley E. Hawkins. "The Factor Structure of the Minnesota Satisfaction Questionnaire and Participants of Vocational Rehabilitation." Psychological Reports 87, no. 1 (August 2000): 34–36. http://dx.doi.org/10.2466/pr0.2000.87.1.34.

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This study investigated the factor structure of the Minnesota Satisfaction Questionnaire when used by individuals with psychiatric disabilities who are participating in vocational rehabilitation. The sample consisted of 87 respondents recruited from Columbus, Ohio, in 1996 who worked in noncompetitive employment. Factor analyses with varimax rotation conducted on the short-form of the questionnaire indicated three factors, an intrinsic factor and an extrinsic factor (as proposed by the Herzberg two-factor theory) as well as another pertaining to satisfaction derived from participating in vocational rehabilitation.

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