Dissertations / Theses on the topic 'Herzberg’s motivation and hygiene theory'

In the present study, the topic under scrutiny is how Philanthropic Corporate Social Responsibility plays a role within the workplace. This study is being presented due to the fact that CSR is often researched with the frame of reference of marketing, whereas the managerial perspective is not often considered. The research question addressed will take a managerial perspective on CSR and examine if implementing Philanthropic CSR only affects extrinsic factors, or if it also has an intrinsic effect on employee motivation. In this research, the questions undergoing discussion to support the study are 1) To what extent does CSR motivate employees? 2) What involvement level of CSR is required for employee motivation? 3) What level does CSR fit into on Maslow’s Hierarchy of Needs? This thesis focuses mainly on connecting Philanthropic CSR to Maslow’s Hierarchy of Needs. Other supporting theories that will be used include: Herzberg’s Motivation Hygiene Theory, McGregor’s X and Y Theory, Self-Determination Theory, and Motivational Crowding Theory. To conduct the research needed, the authors have conducted a deductive study through a comparative design, obtaining qualitative data by the means of semi structured skype interviews. These interviews focus on American for-profit companies that have CSR in their strategy but focus on profit. The data collected has then been analyzed through a thematic approach. The information obtained suggests that Philanthropic CSR plays a role within the workplace, however, it is not seen as an incentive by employees. Moreover, an employee must be personally involved within the company’s CSR program to fully feel the effects that the program has to offer. This is due to the emotional investments made while participating in the said philanthropy. The conclusion found from this study is that Philanthropic CSR does have an intrinsic effect on employees because of the ‘feel good feeling’ they benefit from when they do participate in the Philanthropic CSR. However, to fully understand the effects of the motivational aspects, further research must be conducted.

At a time when mainline Protestant churches in America are concerned with stagnant or declining worship attendance (Duin, 2008) a better understanding of worshippers' motivations could help church leaders plan and create positive worship experiences (Katt & Trelstad, 2009). This study extends the scope of the previous research of Katt and Trelstad by employing a larger sample of purposively selected churches. It attempts to more clearly answer the following question more clearly: What types of incidents serve as motivator and de-motivator factors in the church worship service setting? A sample of 105 church members from thirty-eight churches participated in a survey, either in person or online. The results indicate that there are motivators and de-motivators for attendees of a church worship service which are specific to the context. This research could provide practical information for churches concerned about member motivation and further extend the scope of Herzberg's theory into another context.
M.A.
Masters
Communication
Sciences
Communication; Interpersonal Communication

Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from full- or part-time employees in the U.S. retail sales industry. The theoretical framework was based on Herzberg's motivation-hygiene theory. The results of a multiple regression analysis indicated that a combination of intrinsic and extrinsic job satisfaction, F (2, 87) = 3.51, p = .034, R2 = .08), significantly predicted employees' VTIs. However, extrinsic job satisfaction (t = 2.05, p = .034) was the only statistically significant predictor. Business leaders, who understand the factors that increase extrinsic job satisfaction, may increase retention within the organization, provide workforce stability, improve organizational and economic growth, and decrease costs related to job satisfaction and VTIs. The implications for social change include helping to reduce the economy's unemployment rate and improve relationships between the employees, their families, and their communities include (a) improving employees' and stakeholders' perceptions of their organization in the community and (b) improving employees' well-being by understanding the job satisfaction factors that improve their morale.

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.

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.

The essay’s language is swedish.Our study is about motivation and dissatisfaction with employees and managers. The work ismore about what motivates people in the workplace and what makes them unhappy. Themotivation can be achieved through two types of rewards, monetary and non-monetaryrewards. Where monetary reward involves performance pay or a bonus and non-monetarymeans travel, equipment and other benefits. This is the most common form of reward systemwhose purpose is to create a high motivation to ensure the effectiveness of the business ororganization. The essay is based on Herzberg’s two-factor theory, which consists ofmotivation and hygiene factors. The problem that remains today is the companies are notready to raise the hygiene factors if they consider those that exist are already reasonable. Thismay mean that employees don’t feel motivated enough, which in turn leads to adissatisfaction at the workplace. Companies use reward system to recruit, motivate and retaincompetent employees to their organizations.In this paper, the question was: How the factors and rewards affect employees and managers,and which factors motivate and create displeasure at the workplace?Our purpose was to highlight the views of managers and employees what is important to themwhen it comes to motivation and hygiene factors and rewards. The aim is to have a betterinsight into the reward system’s functionality in the organization, how different rewards andfactors satisfy the employees.We have choser open unstructured interviews to work with because we want to create adeeper discussion about how important reward systems are for the respondents. Weinterviewed seven respondents, of which four are managers and three employees.In our study, we have come to the conclusion that managers and employees are satisfied withtheir monetary and non-monetary rewards and that they experience some dissatisfaction at theworkplace. The study also showed that factors like rarely getting feedback, bad workingconditions, work under pressure, bad relationships between colleagues and a lot ofresponsibility can in the future lead to employees getting tired of the job and that they canthen apply for work at new companies that have better reward systems.
Vår studie handlar om motivation och missnöje hos anställda samt chefer. Arbetet handlar merspecifikt om vad som motiverar människor på arbetsplatsen samt vad som gör dem missnöjda.Motivationen kan uppnås genom två typer av belöningar, monetära samt icke-monetärabelöningar. Där monetär belöning innebär prestationslön eller bonus och icke-monetär innebärresor, utrustning och andra förmåner. Detta är den vanligaste formen av belöningssystem varssyfte är att skapa en hög motivation för att säkra effektiviteten hos företagen ellerorganisationen. Uppsatsen utgår mycket från Herzbergs tvåfaktorteori, vilket består avmotivations- och hygienfaktorer. Problemet som kvarstår idag är företagen inte är redo atthöja hygienfaktorerna om de anser de som finns redan är rimliga. Detta kan medföra att deanställda inte känner sig tillräckligt motiverade vilket i sin tur leder till ett missnöje påarbetsplatsen. Företag använder sig av belöningssystem för att rekrytera, motivera och behållakompetenta medarbetare till sina organisationer.I arbetet var frågeställningen: Hur påverkar faktorerna och belöningar de anställda ochcheferna samt vilka faktorer är det som motiverar respektive skapar missnöje påarbetsplatsen?Vårt syfte var att lyfta fram chefers och anställdas synpunkter på vad som är viktigt för demnär dem när det gäller motivations- och hygienfaktorerna och belöningar. Syftet är att habättre inblick i belöningssystemets funktionalitet i organisationen, hur olika belöningar ochfaktorer tillfredsställer medarbetarna.Vi har valt att arbeta med öppna ostrukturerade intervjuer eftersom vi vill skapa en djuparediskussion kring hur viktiga belöningssystem är för respondenterna. Vi använde oss utav sjustycken respondenter varav fyra chefer och tre anställda.I vår studie har vi kommit fram till att chefer och anställda är nöjda med deras monetära ochicke-monetära belöningar och att de upplever lite missnöje på arbetsplatsen. Studien visadeockså att sällan få återkoppling, sämre arbetsförhållande, arbeta under tryck, dålig relationmellan kollegor och mycket ansvar kan i framtiden leda till att anställda tröttnar på jobbet ochatt de då kan söka sig till nya företag som har bättre belöningssystem.

Background: Motivation plays a vital role in dental students' learning experience and wellbeing. Self-determination theory differentiates between autonomous and controlled motivation and amotivation, where autonomous motivation corresponds to the most selfdetermined form of regulation. Previous research has found that several social educational factors, mediated by students' satisfaction of their basic psychological needs of feeling autonomous, competent and related to important others, predicts autonomous motivation. In turn, autonomous motivation leads to more positive educational outcomes compared to controlled motivation or amotivation. So far, however, few studies have investigated the process of motivation in health professions education from the perspective of the Selfdetermination Theory. A systematic review was conducted within this thesis, identifying determinants, such as an autonomy supportive learning climate and feedback, that predicted students' autonomous motivation. No studies were found that tested mediation effects between determinants and motivation. In turn, students' self-determined motivation was found to predict different affective, behavioural and cognitive outcomes. These studies, however, came mainly from medical education. Despite its relevance for students' development, very little is known about the process of motivation in dental students. This indicates a need to understand its various aspects, which may lead to evidence-based interventions to foster students optimal functioning. Purpose: To test a model of academic motivation in dental education by analysing the associations between autonomy-support and quantity and quality of feedback, as determinants, and self-determined motivation, mediated by students' basic psychological needs satisfaction. This, followed by testing the associations between self-determined motivation and the behavioural outcomes of deep and surface study strategies and academic performance, and the affective outcomes of vitality and self-esteem. Finally, we aimed to test whether the model worked different for female and male students, and by year of curriculum. Methods: We conducted a correlational cross-sectional survey study at the dental school of the University San Sebastian in Chile. All dental students from year 1 to 6 were invited to participate and to answer a questionnaire package containing demographic data and previously validated self-reported instruments. Data on academic performance were obtained from the administrative department. Data analysis involved five phases. First, internal consistency of all measures was assessed by means of Cronbach alpha. Second, descriptive and group comparisons were computed by means of independent t-test to assess gender differences and MANOVA to assess year-of-curriculum differences. Third, bivariate correlations were assessed amongst all measures. Fourth, mediation was tested through a series of regression analyses. Finally, the entire model was assessed by means of structured equation modelling, for the overall student sample as well as for the subgroups of females and males and different years of study. Data were analysed with the PASW and AMOS software. Results: A total of 924 students (90.2% response rate) agreed to participate and completed the questionnaires. Cronbach's alpha values of all instruments ranged from .641 to .912. Students' autonomous motivation for attending university was higher than controlled motivation and amotivation, showing an overall self-determined profile. Females endorsed higher than men both autonomous and controlled motivation, while men endorsed amotivation higher. The overall motivation profile, however, did not show significant gender differences. Across the six years, students showed an overall self-determined profile, in which autonomous motivation decreased when transitioning to clinical years, to rise again in the final year. The contrary was found for students' amotivation scores, while controlled motivation declined as they entered clinical-based years. Bivariate correlations showed that both determinants were positively correlated with students' basic psychological needs satisfaction and with autonomous motivation. In turn, the latter was positively associated with behavioural and affective outcomes. All these associations showed a decreasingly positive correlation from autonomous motivation to amotivation. Mediation regression analyses showed both determinants predicting dental students' autonomous motivation, however, this influence was not direct, it was mediated by students' perceptions of the satisfaction of their basic psychological needs. Finally, structured equation modelling indicated that the data fitted the model well, and showed both determinants positively predicting students' satisfaction of their basic psychological needs, which positively influenced autonomous motivation over controlled motivation. In turn, the gradual shift from controlled to autonomous motivation positively predicted affective and behavioural outcomes. Moreover, the associations followed a similar pattern, with minor deviations, when tested by gender and by year of study. Discussion and conclusion: In the context of this research, dental students' autonomous motivation was indirectly predicted by the social educational factors of teachers' autonomysupport and quantity and quality of feedback, being mediated by students' satisfaction of their basic psychological needs. Students' acting out of autonomous motivation showed enhanced deep study strategies and better academic performance, experienced higher vitality and self-esteem, and showed lower surface study strategies. This suggests that autonomous motivation leads to important outcomes, decreasing from controlled motivation to amotivation. Whilst students in different years of study showed an autonomous motivation profile, there were important differences that showed that students' transition from basic/preclinical to clinical years influenced their motivation and should therefore be taken into account when planning interventions to enhance students' motivation. Results are discussed in light of self-determination theory and considering its implications on curriculum development, teaching and learning, clinical training, assessment, faculty development, peer-assisted-learning and dentist-patient relationship. Significance: This is the first study, in health professions education, to test a Selfdetermination theory-based model including determinants, mediators, motivation and outcomes. This research also expands to dental education the study of motivation based on an empirically verified psychological theory. The results provide strong support for the Selfdetermination theory of motivation in dental education and provide acceptable evidence that the quality of motivation and satisfying students' psychological needs are important in determining positive educational outcomes amongst dental students. Therefore, many successes and failures in a number of elements of dental and health professions education may be understood through the lens of this theory. As such, efforts should be made in various aspects of dental education to support learners' sense of autonomy, competence and relatedness, which may have an extensive influence on dental education and on students' wellbeing. Future research should confirm or refute our results in other dental education settings.

Environmental education (EE) programming has been found to lead to positive behavioral and attitudinal outcomes in student participants. Among a variety of factors, the characteristics of EE program instructors have been found to play a role in driving these outcomes. This thesis investigates the specific motivators of EE instructors and the links between instructor autonomy, prior experience, and program outcomes. I used a multi-methods approach to investigate these themes and have organized the results between two chapters that are manuscripts intended as separate journal publications. Chapter 2 presents a qualitative study that identifies the salient motivators of EE instructors, as well as organizational practices that affect EE instructor feelings of autonomy, competence, relatedness, and the meaningfulness these instructors feel within their jobs. Chapter 3 presents a quantitative study analyzing the impact of autonomy and prior experience on program outcomes by linking instructor and student participant survey responses from a sample of 166 EE programs performed throughout 57 different organizations across the US. Results led to the following recommendations for EE organizations: (1) promote job enrichment elements for their instructional staff, including the implementing of participatory evaluation processes; (2) encourage instructors to take "ownership" of programming, such that they continue to practice and develop competence over time; (3) increase instructor autonomy as they gain further experience.
Master of Science
Environmental education (EE) programming has been found to lead to positive behavioral and attitudinal outcomes in student participants. Among a variety of factors, the characteristics of EE program instructors have been found to play a role in driving these outcomes. This thesis investigates the specific motivators of EE instructors and the links between instructor autonomy, prior experience, and program outcomes. I used a multi-methods approach, employing semi-structured interviews and surveys to investigate these themes, and have organized the results between two chapters that are manuscripts intended as separate journal publications. Chapter 2 presents a qualitative study that identifies the salient motivators of EE instructors, as well as organizational practices that affect EE instructor feelings of autonomy, competence, relatedness, and the meaningfulness these instructors feel within their jobs. Chapter 3 presents a quantitative study analyzing the impact of autonomy and prior experience on program outcomes by linking instructor and student participant survey responses from a sample of 166 EE programs performed throughout 57 different organizations across the US. Results led to the following recommendations for EE organizations: (1) promote job enrichment elements for their instructional staff, including the implementing of participatory evaluation processes; (2) encourage instructors to take “ownership” of programming, such that they continue to practice and develop competence over time; (3) increase instructor autonomy as they gain further experience. This research provides information to better EE organizational management in the aims of promoting motivated employees and ultimately effective program outcomes.

Doutoramento em Didáctica
This study describes research on a postgraduate blended learning programme within the Department of Education at the University of Aveiro in Portugal. It is based on a multi-philosophical paradigm and examines students‟ satisfaction levels through the application of Herzberg‟s Motivation and Hygiene Theory. The main question being addressed in this research is: “Can the Motivation and Hygiene Theory be adopted as a means to measure student satisfaction with their blended learning environment?” Embedded within this research question are four fundamental questions which set the scene for the development of this research study and are explored in greater detail in Chapters 4 and 5 respectively: 1. What are the factors responsible for bringing about learning satisfaction with their b-Learning course? 2. What are the factors responsible for bringing about learning dissatisfaction with their b-Learning course? 3. Can these factors be represented as Motivation and Hygiene factors? 4. Will this method of measuring learning satisfaction lead to a set of guidelines that could be considered as a framework for the development of b-Learning courses? The results indicate that the Motivation and Hygiene Theory or an adapted version such as the Enricher and Enabler Theory proposed in this study could be considered as a plausible means of analysing an institution‟s b-Learning processes. The opportunity to carry out future research is evident and can be varied depending on the research objectives in mind. Examples where further exploration would be beneficial lay within the application of this theory to the wider sector; the use of larger samples, focusing on the teachers, as well as the learners and the application of Web 2.0 technologies as means of gathering information. The results of this research will be of great significance to those areas of education that are interested in locating quick and efficient means by which to evaluate their b-Learning and to no lesser extent e-Learning environments.
A presente tese descreve um estudo sobre um programa pós-graduado em blended learning no Departamento de Educação da Universidade de Aveiro, Portugal. Fundamenta-se num paradigma multi-filosófico e examina os níveis de satisfação dos alunos através da aplicação da Teoria de Motivação e Higiene de Herzberg. A principal questão em escrutínio nesta investigação é: “Pode a Teoria de Motivação e Higiene ser adoptada como um meio de medir a satisfação dos alunos relativamente ao seu ambiente de blended learning?” Embebidas nesta questão de investigação encontram-se quatro questões fundamentais que estabelecem o cenário para o desenvolvimento deste estudo e que são exploradas em maior detalhe nos capítulos 4 e 5, respectivamente: 1. Quais são os factores responsáveis pela promoção da satisfação dos alunos relativamente ao seu curso em b-Learning? 2. Quais são os factores responsáveis pela promoção da insatisfação dos alunos relativamente ao seu curso em b-Learning? 3. Podem estes factores ser representados enquanto factores de Motivação e Higiene? 4. Conduzirá este método de mensuração da satisfação dos alunos a um conjunto de orientações que possam ser tidas como um enquadramento para o desenvolvimento de cursos em b-Learning? Os resultados indicam que a Teoria de Motivação e Higiene – ou uma versão adaptada como a Teoria de Enriquecimento e Capacitação proposta neste estudo – poderia ser considerada enquanto meio plausível de analisar os processos de b-Learning de uma instituição. A oportunidade de conduzir investigação futura é evidente e pode ser variada, dependendo dos objectivos de investigação em mente. Exemplos onde uma futura exploração seria benéfica residem na aplicação desta teoria ao sector mais lato da educação; o recurso a amostras mais vastas, com enfoque nos professores bem como nos alunos e na aplicação de tecnologias Web 2.0 como meio de coligir informação. Os resultados deste estudo serão de grande sigificado para aquelas áreas da educação interessadas em idenficar meios rápidos e eficazes pelos quais avaliar as suas ofertas de b-Learning bem como os seus ambientes de b-Learning.
FCT; FSE

Klientkontakt utgör en central del i handläggares arbete. Denna studie undersöker och belyser handläggares upplevelser, känslor och inställning vid utebliven klientkontakt och hur detta påverkar handläggares arbetstillfredsställelse, arbetsmotivation och arbetseffektivitet. När en klient inte kommer till ett bokat besök eller missköter sin avtalade kontaktfrekvens med sin handläggare, kan “en lucka” uppstå i arbetet där handläggarens tillfredsställelse, motivation och effektivitet i arbetet tenderar att förändras. Denna studie är kvantitativ och lägger vikt vid handläggares perspektiv på utebliven klientkontakt. För att få svar på frågeställningarna samlades data in genom en webbenkät. Enkäten skickades ut till sammanlagt 284 handläggare som är verksamma i Jönköpings län, varav 115 handläggare besvarade enkäten. Resultatet visar att handläggares känsla av stöd vid utebliven klientkontakt och möjligheten att lägga ner så mycket tid på klienten som handläggare anser nödvändigt, är av betydelse för handläggarnas arbetstillfredsställelse och arbetsmotivation. För de handläggare som upplever utebliven klientkontakt som ett hinder, tar det också längre tid för att påbörja en ny arbetsuppgift efter insikt om att en klient uteblir från avtalad kontakt. Handläggares möjlighet att utföra sitt arbete, vilket inbegriper upplevelsen att göra ett meningsfullt arbete som klienten har nytta/glädje av, förhindras då klientkontakt uteblir från handläggares vardagliga arbete.
Client contact is a central part of social worker’s work environment. This study examines and highlights social worker’s experiences, feelings and attitude in case of no client contact, and how this affects social worker’s job satisfaction, work motivation and work efficiency. When a client does not come to a booked visit or mismanage his/hers agreed contact frequency with his/hers social worker, "a gap" occur in the work where the social worker’s satisfaction, motivation and efficiency at work tend to change. This study is quantitative and highlights the importance of social worker’s perspective on client contact that fails to appear. To get answers to the questions data were collected through a web survey. The questionnaire was sent out to 284 social workers that are active in Jönköping County, of which 115 social workers responded to the survey. Data were collected from the municipalities of Jönköping County through an online survey. The result shows that the social worker’s sense of support in case of no client contact and the opportunity to spend so much time on the client as the social worker deems necessary, is important for the social workers job satisfaction and motivation. For those social workers that experience client contact that fails to appear as a barrier, it also takes longer to start a new task after the realization that a client fails to appear at the agreed contact. When the client contact fail to appear from social worker’s daily work, it prevents social worker’s opportunity to do their work, which includes to do a meaningful work that the client benefit of and enjoy.

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.

Denna studie syftade till att bidra med kunskap om hur olika faktorer påverkar anställdas motivation i arbetet. Syftet preciserades med frågeställningarna “Hur påverkar yttre faktorer anställdas arbetsmotivation vid ett svenskt företag?” och “Hur påverkar inre faktorer anställdas arbetsmotivation vid ett svenskt företag?” En kvalitativ metod användes i form av semistrukturerade intervjuer. Intervjudeltagarna var tio anställda på ett större svenskt företag inom banksektorn. Intervjuerna kodades i sin helhet och presenterades i flertalet teman under kategorierna yttre och inre faktorer. Analysen utgick från Herzbergs motivation-hygienteori, vilket var det teoretiska ramverk som valts. De yttre faktorerna som diskuterades i studien var: förmåner, anställningstrygghet och ersättning. De inre faktorer som togs upp var: utmaning och utveckling, intressanta arbetsuppgifter, meningsfullt arbete, återkoppling i form av uppmärksamhet och bekräftelse samt frihet under ansvar. Resultatet visade att medan inre faktorer upplevdes ha en direkt påverkan på motivation, så upplevdes yttre faktorer inte i någon större utsträckning påverka motivation. Däremot när yttre faktorer hade en nära sammankoppling med inre faktorer, upplevdes även yttre faktorer ha en påverkan på motivation.
The aim of this study was to add to the existing knowledge about how employees’ work motivation is influenced by a number of factors. The study was guided by the following two research questions: How does external factors affect employees work motivation at a Swedish company? and How does internal factors affect employees work motivation at a Swedish company? A qualitative method was applied. The empirical basis consisted of semi-structured interviews with ten employees at a larger Swedish company within the banking sector. The interviews were coded into several themes of external and internal factors. The analysis was based on Herzberg’s motivation-hygiene theory. The external factors were: benefits, job security, and compensation. The internal factors were: challenge and development, interesting work tasks, meaningful work, feedback through attention and confirmation, as well as freedom and responsibility. The findings showed that while internal factors were perceived to have a direct influence on motivation, external factors were not perceived as having a particularly large influence on motivation. However, when combined with internal factors, also external factors were perceived to influence motivation.

High teacher turnover has become a serious problem globally, in many international schools, and is a growing concern in segments of the East Asia Regional Council of Schools (EARCOS). This persistent problem has a detrimental effect on student learning and upsets the culture of school communities. Herzberg's motivation-hygiene theory served as the framework for this qualitative case study research that examined the perceptions of EARCOS international overseas-hire teachers, to determine their beliefs regarding high teacher turnover in international schools. These questions gave direction to this study: What factors do international teachers in EARCOS member schools believe contribute to high teacher turnover in international schools? What do international teachers in EARCOS member schools believe is the result of high teacher turnover in international schools? What steps do international teachers in EARCOS member schools believe should be taken to reduce high turnover in international schools? Purposeful homogenous sampling was used to identify 8 focus group interview participants from the entire pre-K-12 international overseas-hire teacher population from the 149 EARCOS member schools. Coded data were examined, analyzed, and categorized into themes related to Herzberg's motivation-hygiene theory. Member checking, peer debriefing, and external auditing were used to add validity to the research study. The analysis of the data and findings revealed that lack of effective mentorship, lack of administrative leadership support, and ineffective systems are the major contributors to international teacher turnover in international schools. A white paper was developed and constructed from the themes that emerged from this study and presented to EARCOS member school administrators, to potentially use to address the issue of increasing international overseas-hire teacher turnover rates in international schools. This acquired knowledge could lead to positive social change that can influence the practices, structural procedures, and policies of EARCOS and other international school systems related to teacher turnover.

Leaders of Nigerian international oil companies (IOC) were facing challenges developing efficient strategies for motivating demographically diverse employees. Some IOC leaders possessed limited knowledge of the extent to which demographic variables influenced job satisfaction and affected employee productivity. The purpose of this correlational study was to examine the relationship between employee category (being a permanent or nonpermanent employee) and facets of job satisfaction after controlling for gender and nationality factors. Herzberg's motivation-hygiene theory was the theoretical framework for this study. A random sample of 104 senior employees (76 permanent and 28 nonpermanent employees) from 5 IOC located in Port Harcourt and Lagos, Nigeria, completed an online survey. The results of 3 hierarchical multiple regression analyses indicated gender, nationality, and employee category factors were nonsignificant predictors of general job satisfaction (R2 = .060, F(1, 100) = 5.912, p = .029), intrinsic job satisfaction (R2 = .043, F(1, 100) = 3.755, p = .076), and extrinsic job satisfaction (R2 = .051, F(1, 100) = 5.129, p = .041). The results also indicated employee category factors would be a determinant for any improvement in general job satisfaction (t(100) = -2.431, p = .029), intrinsic job satisfaction (t(100) = -1.938, p = .076), and extrinsic job satisfaction (t(100) = -2.265, p = .041). The findings may contribute to social change by providing information for IOC leaders to enhance aspects of employees' job satisfaction, leading to improved productivity.

Low job satisfaction among novice teachers is a problem that has become a concern for administrators at school districts, advancing the need for effective mentoring and induction programs. Induction programs provide opportunities for collaborative relationships through mentoring support to address areas such as professional growth and development, teaching practices, and other challenges faced in the early years of novice teachers' careers. The purpose of this correlational explanatory study was to examine the relationship between mentoring support and novice teachers' job satisfaction at a school district in southern USA. Herzberg's motivation-hygiene theory was the theoretical foundation for the study. The research questions examined the relationships between 3 components of mentoring support (professional growth and development, mentoring, and teaching practices support) and job satisfaction among novice teachers (those with less than 3 years teaching experience) as measured by the Beginning Teachers Survey and the Job in General Survey respectively. The population was comprised of 1,954 teachers who were identified by the district as novice teachers. Of the 114 principals in this district, 32% sent the survey link to the 112 novice teachers at their schools and 78 novice teachers completed the online questionnaire (a response rate of 70%). The Spearman rho coefficient showed moderate, significant relationships for all 3 components of mentoring support. The correlation values in this study ranged from r = .52 to r = .61. This might lead to positive social change by having committed teachers with teaching experience, which would increase students' success. Student success, after all, is the most desirable outcome for students, teachers, and the community. Creating committed teachers requires an effective mentoring support program.

Thesis (Ph.D.)--Antioch University, 2008.
Title from PDF t.p. (viewed March 19, 2009). Advisor: Jon Wergin, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy July 2008."--from the title page. Includes bibliographical references (p. 146-151).

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.

Data was collected using a questionnaire at two large medical practises. A sample of 50 respondents was used for the study using the convenience sampling technique. The questionnaire consisted of two sections, namely section A that comprised the demographic information and section B collected scores for job satisfaction questions on a five point scale ranging from very dissatisfied to very satisfied. Responses to individual questions were tabulated and mean scores and standard deviations were computed. Pearson’s correlation was used to determine the relationship between the dimensions of job satisfaction and overall job satisfaction. The t-test was used to ascertain the relationship between gender and the job satisfaction factors, as well as overall job satisfaction. The F-test was used to examine the relationship between age, marital status, qualifications and length of service with the job satisfaction factors and overall job satisfaction respectively. Overall the respondents were satisfied with their job. Highest satisfaction levels were experienced for working conditions, work itself and recognition. It was found that “Working Conditions” was the best predictor of overall job satisfaction followed by job security and responsibility.
Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

Dissertação de mestrado em Gestão de Recursos Humanos
A 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).

碩士
國立臺灣師範大學
圖書資訊學研究所
97
Herzberg considers that job satisfaction and dissatisfaction are not both ends of a continuum but two individual continua: one with satisfaction and no-satisfaction at the ends, and another with dissatisfaction and no-satisfaction. This study investigated the job satisfaction of academic librarians with the motivation-hygiene theory proposed by Herzberg (1959) in order to find out the motivation and hygiene factors of academic librarians in Taiwan. Data were collected through interviews and surveys, and recommendations were made based on data analysis as a reference for improving the work quality and raising the morale of academic librarians. Results of analysis of data collected from individual interviews and survey are as follows: 1.The 8 motivation factors affecting job satisfaction of Taiwanese academic librarians include recognition, achievement, possibility of growth, responsibility, work itself, interpersonal relationship—peers, status, and job security. The 4 hygiene factors affecting job dissatisfaction include interpersonal relations—superior, supervision-technical, school policy and administration, and advancement. 2.In overall job satisfaction of Taiwanese academic librarians, results on the survey on 361 academic librarians indicate that the mean of neither the 14 job satisfaction factors nor the overall job satisfaction fulfill the satisfaction index requirement (mean=4). This suggests that the job satisfaction of Taiwanese academic librarians is below average. The 3 factors with the highest satisfaction include interpersonal relationship, responsibility, and work conditions; and the 3 factors with the lowessatisfaction include advancement, status, and school policy and administration. 3.The correlations between individual attributes and job satisfaction of academic librarians are statistically significant as a result of a difference in individual attributes. The satisfaction in some factors is statistically significant in the following individual attributes: sex, age, education, profession, service, position, and organization. Therefore, a supervisor should consider the individual differences and expectations of academic librarians and apply various motivations when motivating them to achieve work goals in order to motivate librarians and enhance job performance. 4.Results of comparing two research methods, interviews and surveys, indicate that the homogeneous motivation factors include recognition, achievement, responsibility, and job itself; and all 4 factors are correlated with the job content. The homogeneous hygiene factors of both methods include advancement, and school policy and administration; and both factors are determined by the feelings during the on-the-job scenario. 5.Some of the 14 factors proposed in the motivation-hygiene theory by Herzberg are supported, while some are not, when applying them to investigate the job satisfaction of Taiwanese academic librarians.

碩士
世新大學
資訊管理學研究所(含碩專班)
104
According to the research of the “The Sun” of England (Feb. 2015) and “The Vancouver Sun” of Canada (Mar. 2015), there are more than 60% of people are “scared” to live without mobile phone. And regarding of the newest research of the Hong Kong Research Association, there are 53% of people would feel nervous without smart phone, 80% of people use smart phone at least an hour per day in average, 18% of people use more than 5 hours, and 11% of people check their mobile phone more than 20 times per hour, that means they check it once in 3 minutes. This shows that there is a tight connection between smart phones and people nowadays. In the research of Kotler (2006), the cost of developing a new customer is five times more than keep an existing customer. In this thesis, I would investigate that the key point of choosing smart phones of customers, and analyze the point would be influenced by the age, education, income, and career of customers. By this summary to provide the companies different marketing strategies for different users to keep the loyalty of existing customers, or even attract new customers. In the future, we can even compare with the western area such as Europe or U.S.A. to research the difference between the different culture backgrounds. When the consumers choose the smart phone, according to the result of the questionnaire and analysis, they would consider the following principles: 1) “The applicability of the function of the smart phone’s brand” in the aspect of brands’ reputation. 2) “The selected smart phone can meet my requirement” in the aspect of perceived value. 3) “The correction of the transaction record of the company” in the aspect of the quality of the service. 4) “I do care the smart phone would/would not get problems” in the aspect of the quality of the production. Furthermore, in the all of incentive factors, the most important is: “I do care the smart phone would/would not get problems” in the aspect of quality of the production. Therefore, I suggest the operators of the mobile phone industry that the quality of the production is the most important element.

碩士
國立中興大學
企業管理學系
85
The purposes of this research are investigating the relationship betweenmotivation and job satisfaction from the view points of Motivation-HygieneTheory, and analyzing the difference between personal attributes. The data of this research were collected by the method of convenience sampling. 572 questionnaires were distributed to the 10 governmemt- ownedbanks and 14 private banks included in the sample. The conclusions of thisresearch are the following:1. There are 35 factors related to the overall job satisfaction as follows: salary, welfare, training, advancement, rotion between work place, effectiveness of the company, working conditions, affiliation, indiscrimination of sex, indiscrimination of native place, fairness within the organization, fitness of job and talent, fitness of job and interest, flexible working time, work stability, job rotation, task identity, task significance, skill variety, autonomy, feedback, job loading, job risk, competitiveness among peers, pressure of favors asked, relations with peers, boss consideration, recognition, supervision, personal growth, future of industry, future of company, company image, leading style, channels of appealing.2. One result of this research matched Herzberg''''s original theory that classifying the motivators or hygiene factorswould vary from different people. But another showed that there was no difference between classifying the factors and overall job satisfaction by t test.3. Another result showed that only 4 factors would affect the overall job satisfaction both on the aspects of classifying the factors and satisfying the factors by the regression model.4. There were 9 pairs with significant difference by chi-square test as follows: sex vs. working conditions; sex vs. fitness of job and interest; sex vs. skill variety; sex vs. leading style; age vs. personal growth; marriage status vs. job loading; marriage status vs. personal growth; experience of other bank vs. job rotation; experience of other bank vs. job loading. In the above 9 pairs, factors were almost considered as motivators.5. Only 3 personal attributes were significant difference from the overall job satisfaction. In general, the job satisfaction of male was above female; the relationship between age and job satisfaction was increasing progressively; the relationship between working years and job satisfaction showed a W-shaped curve.

碩士
大葉大學
管理學院碩士在職專班
97
The research mainly focuses on probing: Using the Motivation-Hygiene Theory to Explore In-Service Education Willingness of Elementary Teacher. The survey was targeted for 500 public elementary school teachers in Taichung City, including directors of department, section chiefs, homeroom teachers, and subject teachers. The data was analyzed through the method of mean, standard deviation, T-test, Pearson prod-uct-moment correlation, multiple regression analysis. The main findings were drawn as follows: 1.Motivating Factors Highlighting the most positive factor is the teaching achievement and the work itself against teachers’ of the elementary schools in Taichung City. 2. The condition of teacher in-service education ranked the highest in “academic degree in-service education”, the lowest in “course in-service education” among all teachers in the elementary school of Taichung.3.In this model, R² of Motivating Fac-tors and Hygiene Factors is 0.216 and 0.096.The result was given and interpreted re-spectively to render into conclusions. According to the conclusions of this study, the re-search offers some suggestions as references for schools and future research to make a further study.

碩士
國立臺北教育大學
教育政策與管理研究所
99
This study, from the view of motivation-hygiene theory, studies the whole construction of elementary school consolidation in Taipei which targets three main purposes, including exploring the theory of the school consolidation’s theory and its applications in education, to understand the related school policies and the current status of school consolidation in our country, and the relation between motivation-hygiene theory and consolidation indicator. This study used document analysis, focus group discussion, and questionnaires survey in order to achieve the aims. After analyzing the documents, the initial construction of the consolidation indicators were completed. Next, I invited 10 elementary school principals and inspectors to form a focus group to discuss and provide advice to amend the consolidation indicators. And then, I prepared a formal questionnaire for teachers, parents, and the administrative personnel in 143 municipal Elementary Schools in Taipei to conduct a questionnaire survey, a total of 600 questionnaires were sent out, 586 of them were collected, recovery rate reaching 97.67%, including 559 valid questionnaires, 93.17% of the 600 questionnaires are available. The subjects’ information are divided into personal background information, including the status, gender, age, education as four variables; school information including school size, school age, school district, and the plan of consolidation as four variables, giving a total of eight variables. At last, I collate and analyze available information to understand if different personal backgrounds can influence their view points on motivational factors and maintenance factors and construct consolidation indicators for elementary schools in Taipei. The main conclusions of this study were as follows: 1. Motivation-Hygiene Theory can be used to construct consolidation indicators. 2. Motivational factors received a high degree of support from all subjects; the most agreed issues include "Educational Function and Value", "School Effectiveness and Quality" and "School Development in the Future." 3. Maintenance factors received a high degree of support from all subjects; the most agreed issues include "The Convenience of Students to Study ", "Education Policy and Management" and” Population Changes and Trends." 4. This study constructing consolidation indicators for elementary schools in Taipei from the view of Motivation-Hygiene Theory. 5. Parents most agree "The Convenience of Students to Study." 6. Female subjects in the "School Effectiveness and Quality," "Students Accomplishment" and "The Convenience of Students to Study" hold a higher agreed levels than men. 7. Small schools are more emphasis on "Historical and Cultural Heritage" and "Community Relations and Emotions." 8. Small schools disagree more on "Population Changes and Trends" and "Financial and Educational Burden" factor. 9. Schools of different School age hold different view points on Motivational Factors and Maintenance Factors. 10. Schools from different school districts hold different view points on Maintenance Factors. 11. Schools which encounter difficulties from consolidation agree on Motivational Factors; the support level was significantly higher than other schools. 12. Schools which encounter difficulties from consolidation agree on "Community Relations and Emotions"; the support level was significantly higher than other schools. 13. Subjects’ agreement on "Financial and Educational Burden" is of a lower level. This study provides the following recommendations to the education authority, schools and further study: 1. Suggestions for education authority (1) Constructing consolidation indicators requires taking practical theory into account. (2) Consolidation plan has to be carefully drafted to guide school to positive development. (3) Viewing the school scale to find optimal scale of operation. (4) Provide basic Maintenance Factors and satisfy Motivational Factors. 2. Suggestions for operation of schools (1) Full attention to education as to play the whole school functions. (2) Emphasis on inter-school healthy competition and actively shape the school characteristics. (3) Weigh the financial and economic efficiency and face consolidation rationally.

碩士
國立屏東教育大學
教育行政研究所
102
This study, based on the motivation-hygiene theory, aims to investigate the relevant impacts of teachers’ organizational commitment and their performance in elementary schools in Kaohsiung and Pingtung County’s autonomous regions for Taiwan indigenous peoples. To achieve the research objectives, this study employed a self-designed questionnaire survey as a research tool, targeting teachers in elementary schools in Kaohsiung and Pingtung County’s autonomous regions for Taiwan indigenous peoples as research subjects, used of sampling methods, and distributed 252 copies of questionnaire, among which there were 230 copies of effective questionnaire, accounting for an effective response rate of 91.26%. The data of the questionnaire were analyzed for assumption validation by apply statistical methods such as descriptive statistics, independent-samples t test, one-way ANOVA, Pearson product-moment correlation, and the stepwise regression of multiple regression analysis. The research findings were as follows: 1.As for motivation factors, there was no significant difference among teachers with different “genders, marital statuses, ages, residences, education, and years of service in the school”; there was a significant difference among teachers with different “job positions”. 2.As for hygiene factors, there was no significant difference among teachers with different “genders, ages, and education”; there was a significant difference among teachers with different “marital statuses, residences, job positions, and years of service in the school”. 3.As for organizational commitment, there was no significant difference among teachers with different “genders, ages, residences, and education”; there was a significant difference among teachers with different “marital statuses, job positions, and years of service in the school”. 4.There was a medium positive correlation between motivation factors and teachers’ organizational commitment. 5.There was a medium positive correlation between hygiene factors and teachers’ organizational commitment.

The aim of this study was to identify factors affecting facility-based delivery with the purpose of developing a framework for the promotion of facility-based delivery among women living in rural Ethiopia. Explanatory mixed methods design, comprising of four phases-the descriptive (quantitative), explorative (qualitative), meta-inference and development phases was employed. The quantitative phase was conducted first using a structured questionnaire to identify the variables influencing facility-based delivery care seeking behaviour. A sample of 389 responses were used for data analysis using Structural Equation Modeling. The quantitative phase conducted next to explain the determinants that contributed to influencing facility-based delivery care seeking behaviour. Sixteen participants who were involved the first phase were involved in the follow-up second phase. As illustrated by the results of the study, the majority of women in the study areas continued to deliver at home, putting themselves at risk of dying from pregnancy related causes. As highlighted by the key findings from the quantitative and qualitative data of this study, the most influential factors in predicting and explaining delivery care seeking behaviour are response efficacy, attitude, subjective norm, and perceived behavioural control which are shaped by mothers’ confidence in the outcome, quality of care, interpersonal relations with family members, willingness to conform, access to services, and their decision making power. The way these findings emphasized the factors attitude, subjective norm and perceived behavioural control were consistent with the Theory of Planned Behaviour, while the significance of response efficacy was in line with Protection Motivation Theory. The study developed a framework to help promote facility-based delivery among mothers living in rural Ethiopia.
Health Studies
D. Litt. et Phil. (Health Studies)