Journal articles on the topic 'Herzberg’s motivation and hygiene theory'
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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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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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Chiat, Low Chun, and Siti Aisyah Panatik. "Perceptions of Employee Turnover Intention by Herzberg’s Motivation-Hygiene Theory: A Systematic Literature Review." Journal of Research in Psychology 1, no. 2 (August 17, 2019): 10–15. http://dx.doi.org/10.31580/jrp.v1i2.949.
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Turnover rate of the employee remains one of the most frustrating and persistent issues faced by the organization and company over the decades. The turnover rate of employees increased in the past few years in every field. The effectiveness for the companies to investigate of studies on decreasing the turnover intentions of the employees are therefore the particular interest to investigate. Thus, we argue that is necessarily to have a comprehensive review in exploring the influences of Herzberg’s theory on the turnover intentions on employees. We present a systematic review of empirical studies to investigate the relationship between the Herzberg’s theory and employees’ turnover intentions as it will help us in reaching more explicit and comprehensive understanding on the theory. Due to the cultural difference between Western and Asian countries, we elaborate on the potential influences on the Herzberg’s theory to the turnover intentions. The contributions of this paper are to expose the diversity of understandings on the motivating and hygiene factors in Herzberg’s theory and to provide a conceptual mapping for the planning of the further research.
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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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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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Ataliç, Hilmi, Ali Can, and Nihal Cantürk. "Herzberg's Motivation- Hygiene Theory Applied to High School Teachers in Turkey." European Journal of Multidisciplinary Studies 1, no. 4 (April 30, 2016): 90. http://dx.doi.org/10.26417/ejms.v1i4.p90-97.
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The authors of this study sought to examine the job satisfaction and motivational level of high school teachers regarding the Hygiene and Motivator factors as identified by Herzberg and to find out the effect of fulfillment of Hygiene and Motivator factors on motivation of high school teachers. A questionnaire titled the quantitative data from Lester’s (1987) TJSQ assessment of teacher job satisfaction and Hoy et al. ’s (1991) OCDQ-RS assessment of school climate were used to collect data for the study. While the data for the study was analyzed using multiple statistical procedures: mean point value, standard deviation, and variance, t-test of significance and One-way-analysis of variance (ANOVA). A paper survey has been distributed to 198 respondents who are all actively involved in high school teaching in Isparta, Turkey. However, Frederick Herzberg's theory which states that what he terms hygiene (job context) factors contribute to dissatisfaction while motivator (job content) factors relate to satisfaction, the study indicates that both hygiene factors and motivation factors contribute to satisfaction and especially, hygiene factors were more satisfying factors in the high school teachers group.
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Sumipo, Jasmin. "Stay with Me: Factors Influencing Teacher’s Retention in Private Elementary Schools." Advances in Social Sciences Research Journal 7, no. 3 (March 23, 2020): 255–59. http://dx.doi.org/10.14738/assrj.73.7934.
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This research study sought to find out the factors which influence teachers’ decision to stay among the selected private elementary schools in Tubigon, Bohol. A researcher -made questionnaire based on Fredrick Herzberg’s Motivation- Hygiene Theory supplemented with informal interviews were used to gather the perceptions of the research participants. This quantitative-qualitative study used purposive sampling to determine the eighteen teacher participants from the three private elementary schools. Using a weighted mean formula to interpret the data, findings revealed that motivational factors on the job are strong influencing factors responsible for teachers’ retention. Despite the low salary they received, the participants chose to stay because they felt satisfied in other areas. Truly, intrinsic motivational factors are stronger forces that instill teachers’ loyalty to the school. This is in congruence with Herzberg Theory which states that the higher the motivational factors, the greater the percentage of worker’s retention.
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Singh, Monu, and Abhigyan Bhattacharjee. "A Study to Measure Job Satisfaction Among Academicians Using Herzberg’s Theory in the Context of Northeast India." Global Business Review 21, no. 1 (April 2, 2019): 197–218. http://dx.doi.org/10.1177/0972150918816413.
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The study aims to test the significance of Herzberg’s theory in the field of academics. The study also aims to measure the differences in the satisfaction levels of academicians towards their job on the basis of the location of their home town, that is, from Northeast and other parts of the country. The study is primary in nature and data have been collected with the help of a self-developed questionnaire. The sample units consisted of 478 academicians estimating around 30 per cent of the total academicians working in the central universities of Northeast India. Researchers have used multiple regression analysis, step-wise regression analysis and t-test in the study. It was found from the study that Herzberg’s two-factor theory can be successfully applied to the academics’ job satisfaction. Both the motivation and hygiene factors have been found to be positively and significantly related to job satisfaction. It has been found from the study that there is a significant difference in the satisfaction level of academicians towards the motivation and hygiene factors of job satisfaction due to the difference in their home town. Academicians whose home town is in the Northeast are found to be highly satisfied towards the motivation and hygiene factors than the academicians whose home town is in other parts of the country.
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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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Wan Ismail, Wan Marina, Norhaini Majid, and Suryanto Suryanto. "Motivation and Hygiene Factors of Work Satisfaction among Intensive Care Nurses in Selangor." Environment-Behaviour Proceedings Journal 6, no. 18 (December 12, 2021): 133–39. http://dx.doi.org/10.21834/ebpj.v6i18.3090.
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The work satisfaction among nurses is essential in a healthcare system. Nurse satisfaction may refer to the motivation to stay in the nursing profession and the organization in which they are satisfied with. The study aims to determine the level of work satisfaction among Intensive Care nurses and examined the relationship between Herzberg’s motivation and hygiene factors. The study used a quantitative design with a theoretical framework based on Herzberg’s theory. A total of 218 nurses from the Intensive Care Unit were selected. The results showed that overall, of the nurses had a moderate level of work satisfaction. Keywords: Work satisfaction, motivation, hygiene, nurses eISSN: 2398-4287© 2021. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians/Africans/Arabians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v6i18.3090
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Mehrad, Aida. "Evaluation of Academic Staff Job Satisfaction at Malaysian Universities in the Context of Herzberg’s Motivation-Hygiene Theory." JOURNAL OF SOCIAL SCIENCE RESEARCH 15 (May 1, 2020): 157–66. http://dx.doi.org/10.24297/jssr.v15i.8725.
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Most academic staff don’t know what exactly makes them satisfy or dissatisfy at university and based on which effective factors they can improve and increase the level of their outcomes. Dissatisfaction occurred amongst academic staff when they don’t receive any basic motivational factors, versa job satisfaction happened when they obtained at least the fundamental facilities and considered via workplace (managers, leaders, and supervisors). There are numerous and effective factors that change attitudes and feelings of academic staff toward the job, likewise, change level of their outcomes; furthermore, recognizing these effective factors that rise level of job satisfaction among these group of staff; similarly, analyzing this factor as one of the important organizational factors in the context of Herzberg’s Motivation-Hygiene Theory determined as main objective of this literature review. Overall, in this research endeavors to finding brilliant points and motivational factors that influence job satisfaction and clarifies them in an educational situation such as the university.
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Nagpaul, Tania, Chan-Hoong Leong, Chin-Seng Toh, Ardi Bin Amir, Raymond Chin, and Steve Tan. "Exploring Job Satisfaction and Intentions to Quit among Security Officers: The Role of Work Hygiene and Motivator Factors." Social Sciences 11, no. 11 (October 27, 2022): 497. http://dx.doi.org/10.3390/socsci11110497.
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Amidst the pandemic, the work of many security personnel increased due to the additional requirements of checking vaccination records, temperature-taking, and contact-tracing procedures. There is ample research linking work hygiene and motivator factors (from Herzberg’s two-factor theory) to both job satisfaction and intentions to quit in various types of work settings. However, little is known about what keeps security officers on the job despite the exacerbated challenges posed by the pandemic. We examine how distinct hygiene and motivator factors predict intentions to quit among security officers. One thousand security officers in Singapore participated in a cross-sectional survey that assessed their current job experiences. The findings of this study revealed that job satisfaction plays a mediating effect in the positive relationship between four out of five poor hygiene factors and intentions to quit. Furthermore, the negative mediating effect of job satisfaction between all three motivator factors and intentions to quit was significant. Specifically, the intrinsic motivation for the work itself was the most significant predictor of intentions to stay. Interventions targeted at enhancing work commitment among security officers should highlight the value of security work and its role in maintaining public safety.
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Koziol, Leszek, and Michal Koziol. "The concept of the trichotomy of motivating factors in the workplace." Central European Journal of Operations Research 28, no. 2 (January 7, 2020): 707–15. http://dx.doi.org/10.1007/s10100-019-00658-5.
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AbstractThe paper presents key issues related to motivation in the workplace and its methodological aspects, giving special attention to an analysis of the classification of motivation factors. It describes the characteristics of major selected factors. The author proposes a new approach to factors based on the concept of the trichotomy of motivation factors in the workplace (work environment and work situations) which extends Herzberg’s two-factor theory. The concept identifies three groups of factors: “motivators” which, when they occur, lead to satisfaction, “hygiene factors” which, when they do not occur, lead to dissatisfaction, and “demotivators” which, when they occur, lead to dissatisfaction. Their vectors of impact are totally different, although they occur simultaneously in the workplace. Therefore, the presented concept constitutes a methodological directive which suggests the extension of the research area by including an analysis of factors which reduce motivation to work.
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Bratton, Darrell. "Federal Employee Motivation during Government Downsizing: A Literature Review." Australian Journal of Business and Management Research 03, no. 01 (January 11, 2013): 01–07. http://dx.doi.org/10.52283/nswrca.ajbmr.20130301a01.
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The federal budget crisis has come to a boiling point and federal employees are feeling the pain as well. Motivation of federal employees is a current topic that needs to be addressed as the government is downsizing at an ever increasing rate. With pay freezes, pay cuts, and now downsizing, Herzberg’s research based on the Motivation/Hygiene theory will be looked at as a way of predicting how to motivate federal employees while the government is downsizing. There is a dearth of current research related to the motivation of federal employees during downsizing. Seminal research is reviewed as well as some recent research on motivation and downsizing. From this literature review, the gap in the research reveals that future research can be based on data from the U.S. Office of Personnel Management; however, the study should be longitudinal and specific to an agency so that a representative sample can be analyzed.
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Madsen, Siri Sollied. "What is the motivation of Norwegian and New Zealand teacher educators for using digital technology when teaching?" Nordic Journal of Comparative and International Education (NJCIE) 4, no. 2 (July 1, 2020): 42–63. http://dx.doi.org/10.7577/njcie.3826.
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There is a gap between policies regarding the use of digital technology in higher education in Norway and what is practiced. Therefore, we have conducted a comparative study of teacher education in Norway and New Zealand. Using Herzberg’s two-factor theory, this study investigates what motivates teacher educators to use digital technology when teaching. Although the professional application of digital tools is more frequent in New Zealand than in Norway, the ability to use digital technology seems to be greater in Norway than in New Zealand. Based on Meier’s formula (performance = abilities × motivation), teacher educators’ performance is considered a result of their abilities and motivation. This indicates that motivation is a key element in understanding why the use of digital tools is more frequent amongst New Zealand teacher educators. When explaining their motivation for using digital technology, Norwegian teacher educators mentioned nine motivation factors and nine hygiene factors. The hygiene factors relate to the mandatory policy and the work conditions when teaching online. New Zealand teacher educators explained their motivation with 14 motivational factors and only four hygiene factors. New Zealand teacher educators seemed to be more motivated to work with digital technology than their Norwegian counterparts. This lack of motivation is one reason that could explain why the application of digital tools seemed lower in Norway than in New Zealand. Norwegian teacher educators explained that the main reason they use digital tools is the top-down implementation of government policy. Therefore, a fundamental challenge in the use of digital technology in Norway is the policy related to its implementation; as a part of the job environment, policy creates job dissatisfaction. Teacher educators from both countries highlighted achievement and policy as their main reasons for using digital technology, but Norwegian teacher educators were especially critical of their own country’s policy.
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Tran, Henry, and Douglas A. Smith. "Designing an Employee Experience Approach to Teacher Retention in Hard-to-Staff Schools." NASSP Bulletin 104, no. 2 (June 2020): 85–109. http://dx.doi.org/10.1177/0192636520927092.
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Many school employers struggle with teacher turnover challenges despite their use of wide-ranging teacher retention initiatives. Emphasizing a new Talent Centered Education Leadership approach, this article relies on a theory-building methodology that leverages the theories of career choice and Herzberg’s motivation-hygiene, empirical literature that examines the differentiated needs of teachers throughout the stages of their career, and modern strategic human resource management practices, to argue that school leaders should intentionally design a supportive employee experience for teacher support. Guidance is provided for the addressing of staffing issues in hard-to-staff secondary schools, accounting for the total employee experience journey from entry to retirement.
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Hernández-López, Adrián. "Satisfaction and Motivation." International Journal of Human Capital and Information Technology Professionals 3, no. 4 (October 2012): 39–56. http://dx.doi.org/10.4018/jhcitp.2012100104.
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Job satisfaction and motivation are traditional areas of organizational psychology research. Nevertheless, within Software Engineering (SE), these concepts continue to be in the research agenda. These concepts are interrelated between them and with other important management aspects within SE: productivity measurement. In this paper, the job satisfaction and the motivation of software development team members are analyzed using a qualitative exploratory approach. Results are presented under the point of view of Maslow’s hierarchy of needs and Herzberg’s dual factor theory. Moreover, the factors that participants considered as improvers of their productivity are also analyzed. And also, links between productivity factors and motivation are analyzed. Finally, results points to a high presence of hygienic factors that should be covered if organizations what to improve the job satisfaction of software project team workers.
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Kim, Kyung-Do, Hee-Chan Ryu, and Choong-Bae Lee. "A Study on the Factors Affecting the Job Satisfaction of Courier Delivery Workers Applying Herzberg’s Motivation Hygiene Theory." Korean Logistics Research Association 31, no. 5 (October 30, 2021): 71–81. http://dx.doi.org/10.17825/klr.2021.31.5.71.
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Nduka, Ifegwu, and Okeagu Charlse. "EFFECT OF ENGAGED WORKFORCE ON JOB PERFORMANCE: STUDY OF FEDERAL POLYTECHNIC, OKO." International Journal of Advanced Research in Global Politics, Governance and Management 2, no. 1 (September 3, 2020): 1–17. http://dx.doi.org/10.48028/iiprds/ijargpgm.v2.i1.01.
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Managers often think that payment of salary and incentive are all the workers needs to be motivated. However beyond motivation which has been adjudged necessary for productivity, is the matter of workers engagement. This paper titled effect of engaged workforce on job performance: study of federal polytechnic, Oko, focused on examining what engages a worker and the effect of the engaged workforce on job performance. The work is hinged on Herzberg’s Two-Factor theory. The study employed qualitative and quantitative method. The finding shows that both the motivational factors and the “hygiene’ factor needs to be in place to “engage” a worker. Secondly, once the workforce is engaged the management spends less both in human and material resources in supervision and control, while recording optimal performance from the employees. It therefore recommends that managers should invest to engage the workers and save energy in supervision and control and yet achieved organizational objective.
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Mahzan, Nurmazilah, and Ali Zaini Zainal Abidin. "Examining Navigators' Job Satisfaction in Royal Malaysian Air Force through the Lenses of Herzberg's Motivation-Hygiene Theory." Journal of Economics, Business and Management 3, no. 8 (2015): 758–62. http://dx.doi.org/10.7763/joebm.2015.v3.281.
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Zhang, Yahong, Xiang Yao, and Jong One Cheong. "City Managers’ Job Satisfaction and Frustration." American Review of Public Administration 41, no. 6 (December 8, 2010): 670–85. http://dx.doi.org/10.1177/0275074010392212.
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As an organizational objective and social value, job satisfaction is important in itself. Various studies have investigated job satisfaction of government employees at the federal, state, and local government levels. This study focuses on job satisfaction of city managers. In particular, it develops Herzberg’s motivator-hygiene theory in the context of local government to identify distinct sets of motivators and hygiene factors for city managers. Using survey data collected from city managers in Georgia, this study suggests that performance of city government and managers’ community influence are important motivators for city managers. Salary and city population are hygiene factors, whereas managers’ policy-making influence, relationship with the council, and effectiveness of council exert significant impact on both satisfaction and frustration. Implications and suggestions are provided.
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Mohamed Saat, Maisarah, Nurul Syazlin Abdul Halim, and Shazaitul Azreen Rodzalan. "JOB SATISFACTION AMONG AUDITORS." Advanced International Journal of Banking, Accounting and Finance 3, no. 7 (June 15, 2021): 72–84. http://dx.doi.org/10.35631/aijbaf.37006.
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The purpose of this research is to examine job satisfaction among auditors and the relationships between internal as well as external factors and job satisfaction. The research also examines internal and external factors of motivation; dimensions for internal factors include achievements, advancement, work itself, recognition and growth while for external, the dimensions are company policy, relationship with peers, work security, supervisory relationship, money, and working conditions. This research is guided by Herzberg’s Two Factor Theory which explains the difference between motivation and hygiene factors that can lead to job satisfaction. Data were collected using an online questionnaire distributed to auditors in Johor state audit firms with diverse personal and professional backgrounds. The results show that both internal and external factors of motivation have significant positive relationships with job satisfaction. ‘Achievement’ and ‘Growth’ are dominant internal factors of motivation towards job satisfaction while ‘Company policy’ and ‘Relationship with Supervisors’ are dominant external factors of motivation. The results of this research provide indicators to the employers, particularly audit firms, on the factors that influence job satisfaction, thus these employers could take appropriate actions in ensuring the well-being of their employees who are in this context are auditors.
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Lee, Joo Yeon, and Mi Hyang Lee. "Structural Model of Retention Intention of Nurses in Small- and Medium-Sized Hospitals: Based on Herzberg’s Motivation-Hygiene Theory." Healthcare 10, no. 3 (March 9, 2022): 502. http://dx.doi.org/10.3390/healthcare10030502.
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The purpose of this study is to identify factors affecting the retention intention of nurses in small- and medium-sized hospitals and to perform a structural equation model study. Survey data of 348 nurses from 6 small and medium hospitals were analyzed. The collected data were analyzed using the SPSS 25.0 and the AMOS 25.0 programs. As a result of the study, it was confirmed that the endogenous variables influencing job satisfaction were calling, resilience, workplace bullying and nursing work environment, while resilience was the strongest variable as a factor influencing the nursing work environment. It was confirmed that the endogenous variables influencing intention to stay were calling, resilience, workplace bullying and job satisfaction, while job satisfaction was the strongest variable influencing intention to stay. To increase the retention intention of nurses in small and medium hospitals, it is necessary to provide measures to increase the value and meaning of work, and to increase resilience to overcome adversity and adapt to the circumstances. In addition, it is necessary to secure and maintain the resources of nurses in small- and medium-sized hospitals with a strategy to reduce workplace bullying and enhance job satisfaction by improving the organizational culture.
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Karaferis, Dimitris, Vassilis Aletras, Maria Raikou, and Dimitris Niakas. "Factors Influencing Motivation and Work Engagement of Healthcare Professionals." Materia Socio Medica 34, no. 3 (2022): 216. http://dx.doi.org/10.5455/msm.2022.34.216-224.
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Background: Low level of health professionals’ work motivation is a critical challenge for countries’ health care system. A survey of ministries of health in many countries showed that low motivation was seen as the second most important health workforce problem after staff shortages. Objective: The aim of the study was to examine in detail the factors which can affect motivation and work engagement, to assess the motivation levels of personnel working in public hospitals and to identify any differences between the various categories of healthcare professionals employed at the 1st Regional Health Authority of Attica. Methods: Frederick Herzberg’s motivation-hygiene theory was used as the theoretical framework. Twelve phrases were used that correspond to intrinsic and extrinsic motivating factors, namely achievement, recognition, nature of work, responsibility, advancement, growth, organizational policies, supervision, interpersonal relationships, working conditions, salary and job security. Phrases 1-6 covered the internal motivators and 7-12 correspond to the external. Additional questions were added covering the socio-demographic characteristics of respondents. Results: The response rate was 81.95% and 3,278 questionnaires were collected. Findings suggest that extrinsic motivation factors have slightly higher mean scores (MS=8.30) than intrinsic motivation factors (7.81). The role of factors like salary (9.31), organizational policies (8.91), growth (8.89) and job security (8.86) was significant. However, every category of hospital staff is affected in a different way and degree by each factor. In periods of crisis, the need of extrinsic factors of motivation increased. Conclusions: Providing a motivating environment for employees becomes more fundamental in the healthcare system. Motivation of healthcare employees was affected by factors related to supervision, financial benefits, job training and growth. Efforts should be made to provide such benefits to health employees as appropriate especially, to those who did not get any such benefits. Officially recognizing best performance is suggested.
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Mohamed Najia, Ruba. "What is the Nature And Extent of the Influence of Educational Leadership on Staff Morale, Job Satisfaction, and Motivation?" International Journal of Applied Language Studies and Culture 4, no. 1 (June 30, 2021): 21–30. http://dx.doi.org/10.34301/alsc.v4i1.31.
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In a time where retaining qualified teachers is crucial, one cannot ignore the importance of teacher job satisfaction, morale, and motivation in shaping teachers’ intentions to remain in the profession. This is where educational leadership comes into play. This paper looks at the nature and extent of the impact of educational leadership on three important aspects of the job, namely staff morale, job satisfaction, and motivation. The latter constructs are each redefined and reconceptualized as the lack of consensus and the ambiguity in their respective meanings can greatly affect how they are applied as well as their results. When applied to the teaching context, Herzberg’s motivation hygiene theory was found to be unapplicable in relation to theory transferability and the separate categorization of job satisfaction and dissatisfaction. The latter are greatly affected by not only leadership style per se, but more precisely by the teacher’s perception of a certain leadership style. This individuality dimension also affects the ideological compatibility between teachers and work contexts, having a direct impact on job satisfaction. Nonetheless, although educational leadership has proven not to be the sole factor in teacher job satisfaction, morale and motivation, leaders must possess the right knowledge and understanding about the needs, expectations, attitudinal responses, and characteristics of their staff as individual members of a group in order to be able to positively affect their perceptions.
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Bett, Harry Kipkemoi. "Are Kenyan lecturers motivated to teach?" Journal of Applied Research in Higher Education 12, no. 4 (June 18, 2019): 599–607. http://dx.doi.org/10.1108/jarhe-08-2018-0164.
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Purpose The purpose of this paper is to provide a discussion on the overlooked side of motivation among Kenyan lecturers: the motivation to teach. Design/methodology/approach The paper is generally a review of the current status of lecturer motivation in Kenya in relation to their teaching and research. This has been done anchored on Herzberg’s two-factor theory. Findings While the general belief is that lecturers are more motivated to teach than to engage in research owing to immediacy of returns (from teaching), arguments are given showing that contextual factors may contribute to lecturer demotivation in their teaching. Practical implications There is need to increase the number of lecturers in higher education in Kenya so as to mitigate against the overwhelming workload affecting many faculty members. A balance between hygiene and motivators should also be borne in mind, especially in relation to teaching and research. Originality/value The general assumption in literature is that since many lecturers in Kenya are not engaging in research, they must be motivated to teach. This study, however, argues that many contextual challenges do not motivate lecturers in the country to teach.
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Sachau, Daniel A. "Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement." Human Resource Development Review 6, no. 4 (December 2007): 377–93. http://dx.doi.org/10.1177/1534484307307546.
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Barbuto Jr, John E., and Alex J. Ramthun. "Herzberg Revisited: An Examination of Motivation-Hygiene Theory 50 Years Later." Academy of Management Proceedings 2012, no. 1 (July 2012): 16666. http://dx.doi.org/10.5465/ambpp.2012.16666abstract.
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Amoako, George Kofi, Kwasi Dartey-Baah, and Evans Sokro. "Factors influencing teaching as a career choice in both public and private universities in Ghana." Journal of Applied Research in Higher Education 12, no. 4 (July 1, 2019): 633–48. http://dx.doi.org/10.1108/jarhe-07-2018-0163.
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Purpose The purpose of this paper is to explore how lecturers in both public and private universities in Ghana are motivated to take up teaching as a career using Herzberg’s two-factor theory. Design/methodology/approach In this paper, qualitative research design was adopted. Data were collected from 24 lecturers from both public and private universities in Ghana and analysed with NVivo. Findings Results from the analysis indicate that public sector university lecturers are generally better motivated than their counterparts at the private sector. Workload is higher at private universities, affecting research and publications negatively. The study also revealed that there are differences in motivation in relation to the hygiene factors between the public and private university teachers. Research limitations/implications This study has a few limitations that must be considered and could provide guidance for future study; as this study addressed faculty point of view, future study could investigate from manager’s and other stakeholders’ point of view in order to get a holistic view of the issues under investigation. The sample size could be improved and the study could be conducted in other African countries for the purposes of comparison. Practical implications The study shows that many lecturers are not happy in the job for both public and private universities. The findings of the study provide managers in the higher education industry with practical guidelines for strategies to motivate lecturers. Originality/value Despite the rapid growth in the educational industry in Ghana, limited studies have been conducted into how lecturers are motivated to stay in teaching. This makes this research unique in Ghana. This study makes an original contribution by comparing how public sector and private sector university lecturers differ in their motivation to teach at the university using Herzberg’s two-factor theory.
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AhomkaYeboah, Moses, and Alhaji Abdulai. "EVIDENCE OF HERZBERG'S MOTIVATION-HYGIENE THEORY IN SMALL AND MEDIUM ENTERPRISES THROUGH THE LENS OF A THREE-STAR HOTEL." International Journal of Research -GRANTHAALAYAH 4, no. 11 (November 30, 2016): 23–36. http://dx.doi.org/10.29121/granthaalayah.v4.i11.2016.2417.
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This paper utilized Herzberg's motivation-hygiene theory to determine the extent to which employees of Coconut Grove Hotel feel motivated and what motivational offers influence their high performance? A census approach was employed and questionnaire used to collect data from 80 employees. The data was analysed with descriptive statistics. The results show that employees experience high levels motivators and hygiene factors in their respective departments and monetary compensation had the most significant influence in spurring them to higher performance. To further boost employees’ motivation, the management of Coconut grove hotel must entrenched a culture of fair treatment, respect and recognition coupled with "different strokes for different folks" approach by having regular one–on-one conversations with employees to find out what matters to them. Employees must be given greater responsibility for planning, managing and controlling their work, and also be rewarded with money for excellent job performance. Employees must be assisted to grow within their jobs and accessible opportunities for their career development.
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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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Dr. Ayesha Qamar, Dr. Samia Manzoor, and Ms. Aqsa Iram Shahzadi. "Problems of Working Journalists in Pakistan." sjesr 3, no. 2 (June 25, 2020): 267–77. http://dx.doi.org/10.36902/sjesr-vol3-iss2-2020(267-277).
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Journalists around the world are facing difficult situations while pursuing their careers. The situation of Pakistani journalists is not different. Lack of safety and other incentives offered by their organizations are the major problems faced by them. The present study aimed to analyze the problems faced by Pakistani journalists regarding their professional chores. The researchers used Maslow’s hierarchal model and Herzberg’s Motivation Hygiene theory to give a comprehensive picture of working conditions and their effects on journalists’ performance. The quantitative approach was utilized by the researchers in the form of a survey method to highlight the problems faced by journalists. The results showed that the majority of journalists are not satisfied with their current job scenarios. They are confronting too many difficulties including Job security, threats, professional training, tight deadlines, and excessive work hours. Moreover, the respondents unveiled that these problems are adversely affecting their work performance by causing certain physical and mental health issues.
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ElShami, Sara, Derek Stewart, Ahmed Awaisu, and Banan Mukhalalati. "Development and evaluation of the pharmacy alumni employment experience questionnaire." Pharmacy Education 22, no. 1 (November 4, 2022): 913–35. http://dx.doi.org/10.46542/pe.2022.221.913935.
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Objectives: This study aimed to develop and evaluate the ‘Pharmacy Alumni Employment Experience Questionnaire’ (PAEEQ). Methods: Literature review and Herzberg’s ‘motivation-hygiene’ theory were used to derive PAEEQ domains: satisfaction with the profession, achievements in the workplace, and preparedness to practice. Content and face validities were assessed by 11 experts and five pharmacy alumni. To evaluate the construct validity and reliability, PAEEQ was tested on 136 Qatar University College of Pharmacy alumni and the principal component analysis (PCA) and internal consistency reliability were performed. Results: Content and face validities suggested a questionnaire with 12-item, 14-item, and 13-item domains measured on 5-point Likert scales, and open-ended questions. PCA resulted in four-factor, two-factor, and two-factor structures for the three domains, respectively. Strong factor loadings and high Cronbach’s alpha scores were revealed. The final version of PAEEQ consists of 27 items. Conclusion: This initial assessment suggests PAEEQ appropriateness for use. However, the findings are sample-dependent and further external validation is warranted.
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Malik, Ikmal Bin Abd. "The Relationship between Motivational Factors and Job Satisfaction in Royal Malaysian Navy (RMN) Headquarters." Webology 18, Special Issue 04 (September 30, 2021): 31–45. http://dx.doi.org/10.14704/web/v18si04/web18112.
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The purpose of this study is to explore and evaluate the relationship between motivation factors (MF) and job satisfaction (JS) in the Royal Malaysian Navy (RMN) personnel. There are among the 250 personnel who are serving at Royal Malaysian Navy Head Quarters (RMN HQ), and questionnaires have been distributed to them for data gathering. The study adopted the Herzberg’s Motivation-Hygiene Theory (1959) as a framework in determining the relationship between MFs and JS among the personnel. To simplify, when an individual has a high level of MFs, which in this study refers to the opportunity for personal growth, promotion opportunity, responsibility, recognition and achievement, the level of satisfaction in doing his/her job is also increased. While for JS refers to workers' who are happy with their job, despite any kind of job, with or without supervision the workers will do their best in doing their work. JS can be measured in cognitive, affective, and behavioural components. Having JS will make an individual more positive and motivated to work independently. SPSS version 22 is used for the analysis of data. The outcomes indicated that there are significant relationships between MFs towards JS among RMN personnel.
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Khojasteh, Mak. "Motivating the Private vs. Public Sector Managers." Public Personnel Management 22, no. 3 (September 1993): 391–401. http://dx.doi.org/10.1177/009102609302200304.
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This study investigates the differences in the motivation of private versus public sector managers. Five categories of intrinsic and seven categories of extrinsic rewards based on the Herzberg motivation-hygiene theory were included and managers perceptions of the importance and te relative dissatisfaction were obtained. The results of the study indicate that pay has a significantly greater motivating potential (MP) for private than public sector managers. Accourding to the study, managers in the private sector are also substantially more security oriented than their counterparts employed by the public sector. The intrinsic reward factor of recognition had higher motivating potential for public than private sector managers. The remainder of the reward factors and their motivating potentials are discussed.
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Okwuwa, Charles Onuora, Kennedy O. Ololo, Elizabeth O. Owonibi Owonibi, Emelda I. Emmanuel, and H. Juliana Dauda. "A question of addressing the real issues of the Nigerian Police operatives’ ineffectiveness for improved petormance." Advances in Social Sciences Research Journal 7, no. 8 (August 11, 2020): 68–84. http://dx.doi.org/10.14738/assrj.78.8699.
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The Nigerian Police ineffectiveness in internal security services is a national challenge. The police have been labelled unfriendly and discredited by many due to their personal experiences and media reports. Research findings indicate that with the police, Nigerians are among the worst Police victims of human rights violations in Africa, due to corruption, unlawful and prolonged detention without trials and various unprofessional conduct. This investigation explores the issues of the Nigerian Police road traffic operatives along a heavy traffic highway in North Central Nigeria that qualify their unprofessional attitudes and behaviors, with possible insights to advance knowledge for policies towards improving service delivery. We collected data from police officers of two police formations in the research area, by quantitative survey. Also from the same two locations and another location, we collected qualitative data by applying in-depth analyses of opinion leaders. We applied Herzberg’s two factor theory and observed that lack of both motivators and hygiene factors seem to be impacting the operatives negatively hence they are not motivated to operate effectively. Data suggest that the Police immediate constraints are mainly hygiene factors (monetary rewards, welfare, tools, among others) which build up frustration and predispose them to oppression and extortion of road users, reflecting the overarching corrupt environment. The results support some earlier findings that both motivators and hygiene factors, not mainly motivators, drive employee motivation and performance. Policy implications include enhanced statutory spending and overhaul of the agency structure for improved employee performance.
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Cho, Sang-Hyun, and Oi-Byung Park. "A Study on Job Satisfaction among Police Officers - Focused on Herzberg's Motivation-hygiene Theory." Korean Association of Public Safety and Criminal Justice 27, no. 4 (December 30, 2018): 357–79. http://dx.doi.org/10.21181/kjpc.2018.27.4.357.
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Byrne, Michael. "The Implications of Herzberg's "Motivation-Hygiene" Theory for Management in the Irish Health Sector." Health Care Manager 25, no. 1 (January 2006): 4–11. http://dx.doi.org/10.1097/00126450-200601000-00002.
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Yean, Tan Fee, Johanim Johari, Khulida Kirana Yahya, and Tay Lee Chin. "Determinants of Job Dissatisfaction and Its Impact on the Counterproductive Work Behavior of University Staff." SAGE Open 12, no. 3 (July 2022): 215824402211232. http://dx.doi.org/10.1177/21582440221123289.
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The employee behavior literature is very much dominated by studies on “good” or “positive” behaviors, but relatively little has been researched on the negative attitudes and behaviors of people within the workplace, in particular, job dissatisfaction and counterproductive work behavior (CWB). Therefore, the present study is intended to (1) investigate the influence of job stressors (i.e., role overload, role conflict, role ambiguity, and organizational constraints) on job dissatisfaction among university staff and (2) examine the influence of job dissatisfaction on university staff’s CWB. Data was gathered through 266 questionnaires and tested using partial least squares structural equation modeling. The results revealed that organizational constraints, role overload, and role ambiguity are significant stressors that increase job dissatisfaction, which in turn, increase CWB. Thus, the findings highlight the vital role of specific job stressors (i.e., role overload, role ambiguity, and organizational constraints) in causing job dissatisfaction and CWB among university staff. The findings contribute to the stressor-emotion model and Herzberg’s motivation-hygiene theory. Theoretical and practical implications are discussed.
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Shatrov, Kosta, Camilla Pessina, Kaspar Huber, Bernhard Thomet, Andreas Gutzeit, and Carl Rudolf Blankart. "Improving health care from the bottom up: Factors for the successful implementation of kaizen in acute care hospitals." PLOS ONE 16, no. 9 (September 10, 2021): e0257412. http://dx.doi.org/10.1371/journal.pone.0257412.
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Background Kaizen—a management technique increasingly employed in health care—enables employees, regardless of their hierarchy level, to contribute to the improvement of their organization. The approach puts special emphasis on frontline employees because it represents one of their main opportunities to participate directly in decision making. In this study, we aimed to (1) understand the experiences of nurses in two hospitals that had recently implemented kaizen, and (2) identify factors affecting the implementation of the technique. Methods By means of purposeful sampling, we selected 30 nurses from different units in two private acute care hospitals in Switzerland in May 2018. We used the Organizational Transformation Model to conduct semi-structured interviews and perform qualitative content analysis. Lastly, originating from Herzberg’s motivation theory, we suggest two types of factor influencing the implementation of kaizen—hygiene factors that may prevent nurses from getting demotivated, and motivational factors that may boost their motivation. Results Nurses generally experienced kaizen as a positive practice that enabled them to discuss work-related activities in a more comprehensive manner. In some cases, however, a lack of visible improvement in the workplace lowered nurses’ motivation to make suggestions. Nurses’ attitudes towards kaizen differed across both hospitals depending on the available managerial support, resources such as infrastructure and staffing levels. Conclusions From our findings, we derived several coping strategies to help health practitioners implement kaizen for the benefit of their organization and employees: Strong managerial support, appropriate use of kaizen tools, and a greater sense of team cohesion, among other factors, can influence how effectively hospital teams implement kaizen. To reap the benefits of kaizen, hospital managers should promote the exchange of opinions across hierarchy levels, allocate the necessary resources in terms of personnel and infrastructure, and show nurses how the technique can help them improve their workplace.
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Sareen, Puja, and Parikshit Joshi. "Organizational Learning and Motivation: Assessing the impact on Employee Performance." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 5, no. 2 (December 12, 2016): 355. http://dx.doi.org/10.21013/jmss.v5.n2.p13.
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<em>Organizational learning has the potential to improve organizational performance. For any organization to sustain long term benefits it requires to establish a mechanism to tap the knowledge and use this knowledge in taking future decisions. This study tries to capture the role of Organizational Learning and Employee Motivation and its impact on the Employees’ Performance. The study is exploratory and descriptive in nature. The questionnaire used for primary data collection has its items collected and derived from various standardized questionnaires available. The analysis of the primary data shows that there is a positive correlation between Organizational Learning and Organizational Performance. On understanding Herzberg theory of motivation the study came to conclusion that employees consider hygiene factors of motivation more significant than the motivator factors. The motivation level of employees in an organization has positive impact on the overall performance of any organization. The study helps the organizations to understand the relationship between learning and performance considering motivation as a mediating variable. </em>
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Luor, Tainyi, Hsi-Peng Lu, Judy Chuan-Chuan Lin, and Hueiju Yu. "What Kind of Employee Wants to Use Corporate E-Learning." International Journal of Distance Education Technologies 12, no. 1 (January 2014): 1–12. http://dx.doi.org/10.4018/ijdet.2014010101.
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Despite the plethora of previous studies on the various uses of e-learning, there is a dearth of research on employees' action to use corporate e-learning (ACE1). The present study attempts to address this lack in literature by investigating whether individual factors such as self-esteem and need for cognition, and job factors such as job hygiene factors (JHF) and job motivation factors (JMF) applied from Herzberg's Motivation-Hygiene Theory affect learners' ACE. This study tests the difference between high action and low action learners. Findings indicate that high action learners have higher individual factors and JMF than lower action learners. The difference in JHF between high action learners and low action learners is not significant. From a practical perspective, the authors' findings provide corporate e-learning providers with a heightened perspective into the possible actions of its employees regarding their use of corporate e-learning programs and platforms, which could offer organizations with important insights into human capital investment.
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Pegler, Chris. "Herzberg, hygiene and the motivation to reuse: Towards a three-factor theory to explain motivation to share and use OER." Journal of Interactive Media in Education 2012, no. 1 (March 9, 2012): 4. http://dx.doi.org/10.5334/2012-04.
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Wilson, Fred R. "Professional Ministry Satisfaction in Evangelical Education Agencies." Journal of Psychology and Theology 15, no. 2 (June 1987): 148–60. http://dx.doi.org/10.1177/009164718701500206.
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Many ministries within and outside the church fall under the heading of Christian Education. Little research has been conducted to measure the degree of satisfaction derived from Christian ministry. Three major groups of professionals in Christian Education–-a parachurch youth organization, church youth directors, and Directors of Christian Education–-were examined to determine the extent of their ministry satisfaction based on the traditional satisfaction-dissatisfaction continuum and Herzberg's Motivation-Hygiene content, dual continuum theory. It was theorized and partially supported that each of these ministries is uniquely influenced by a distinct combination of job satisfier, dissatisfier, and demographic factors.
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Mihalca, Loredana. "The Relationship Between Job Satisfaction and the Congruence of Desired and Perceived Job Attributes: An Exploratory Study of IT Professionals." Studia Universitatis Babes-Bolyai Oeconomica 66, no. 2 (August 1, 2021): 56–73. http://dx.doi.org/10.2478/subboec-2021-0009.
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Abstract The main purpose of this study was to investigate whether employee job satisfaction is associated with the congruence between desired and perceived job attributes. The desired and perceived levels of 30 job attributes were measured on employees from a large Information Technology (IT) company based in Romania. Results indicate that employees who experience congruence between desired and perceived job attributes have higher levels of overall job satisfaction, confirming the assumptions of the value congruence theory. In addition, the results of this study show that employee job satisfaction is associated with both intrinsic and extrinsic factors i.e., job attributes. This indicates that extrinsic factors can also be a source of job satisfaction, the same as intrinsic factors, which is contrary to what Herzberg's motivation-hygiene theory assumes.
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Silva, David Stanhy de Carvalho. "Análise da satisfação dos docentes da UESPI à luz da Teoria de Herzberg." Revista Foco 11, no. 1 (February 4, 2018): 146. http://dx.doi.org/10.28950/1981-223x_revistafocoadm/2018.v11i1.491.
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O nível de satisfação dos colaboradores pode ser verificado através de fatores motivacionais e higiênicos abordados pela Teoria dos dois Fatores de Herzberg que leva em consideração questões intrínsecas e extrínsecas. Entende-se que motivação e satisfação se relacionam no contexto organizacional, mas não são temáticas que se confundem. O objetivo geral desta pesquisa é investigar a satisfação no trabalho de docentes da Universidade Estadual do Piauí – Campus Rio Marataoan, situada no município de Barras através da análise dos fatores motivacionais e higiênicos apresentados na teoria de Herzberg, e complementarmente o levantamento do perfil dos docentes pesquisados. A amostra do estudo foi de 16 docentes e a metodologia utilizada foi bibliográfica, descritiva e quantitativa, com análise dos dados obtidos através de estatística descritiva. Utilizou-se questionário autoexplicativo como instrumento de coleta de dados do perfil e opinião dos respondentes sobre a satisfação no trabalho. Os resultados demonstraram que os fatores de motivação que mais trazem satisfação aos servidores são responsabilidade, autonomia e conteúdo do trabalho e trabalho em si, assim como, os fatores higiênicos que mais trazem insatisfação são condições de trabalho e remuneração, diferente das observações feitas pelos estudos de Herzberg. Entretanto, em relação ao sentimento de satisfação com sua ocupação docente, 69% dos professores se declararam satisfeitos com sua atividade profissional. Employee satisfaction levels could be verified through motivational and hygiene factors approached by the Two-factor Theory of Herzberg which takes into consideration intrinsic and extrinsic matters. It is understood that motivation and satisfaction are related in the organizational context; however, both themes should not be confused. The main objective of this research is to investigate satisfaction levels of faculty members from State University of Piauí - Rio Marataoan Campus, located in the city of Barras through the analysis of the motivational and hygienic factors presented in the Herzberg theory, and in addition the survey of the profile of the faculty members studied. The sample of the study was of 16 faculty members and the methodology used was bibliographic, descriptive and quantitative, with analysis of the data obtained through descriptive statistics. A self-explanatory questionnaire was utilized to collect data in this quantitative-descriptive paper. Results show that the motivation factors that bring satisfaction to the servers are responsibility, autonomy and content of the work and work itself, as well as the hygienic factors that bring the most dissatisfaction are working conditions and remuneration, different from the observations made by the studies of Herzberg. However, in relation to the feeling of satisfaction with their occupation, 69% of faculty members declared themselves satisfied with their professional activity.
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Obianuju, Abgasi Emmanuela, Arachie Augustine, and Onyekwelu NJideka Phina. "CAREER PLATEAUING AND EMPLOYEE TURNOVER INTENTIONS: A CIVIL SERVICE PERSPECTIVE." International Journal of Management & Entrepreneurship Research 3, no. 4 (May 20, 2021): 175–88. http://dx.doi.org/10.51594/ijmer.v3i4.219.
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Stagnation of employees in organizations especially in the civil service in developing countries is an existential issue, that is a potential determinant of intent to quit and actual turnover. Hence, the need to specifically determine the relationship between structural career plateauing (SCP) and turnover intentions of civil servants in South-East Nigeria. Herzberg’s Motivation-Hygiene Theory was used in anchoring the work. The study adopted a survey research design with a population of 2318 civil servants working in the selected States Secretariats. A sample of 328 was arrived at through the application of Krejcie and Morgan sample size determination formula. The instrument for data collection was a structured questionnaire, whose reliability was ascertained using Cronbach Alpha statistics, with a coefficient of .872. The analysis of data was done using a combination of descriptive statistics and inferential statistics. The result indicated that SCP was significant in predicting turnover intentions (R-Squared = 0.916679; p-value = 0.0000< 0.05). The study concluded that turnover intention is a phenomenon that is influenced by SCP, as plateauing of employees increase, so also does the intention of the employees to quit. Sequel to this, among others, it was recommended that heads of civil service need to ensure that there is equity, fairness and consistency in the promotion of workers, to avoid a feeling of inequity and injustice, which might make the workers less committed and more inclined to leave. Keywords: Career Plateauing, Employee Turnover Intentions, Structural Career Plateauing, Content Career Plateauing and Civil Service.
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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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Chong, Tang. "Research and Optimization on the Incentive Mechanism for High School Teachers under the Background of the New College Entrance Examination—Taking Huizhou L High School as an Example." World Journal of Educational Research 9, no. 4 (August 18, 2022): p42. http://dx.doi.org/10.22158/wjer.v9n4p42.
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After the reform of the new college entrance examination, new changes such as the class-taking system have posed new challenges to teachers’ work. Based on the two-factor theory of American management scientist Herzberg, taking L High School in Huizhou City as an example, this paper uses the questionnaire method and interview method to investigate the front-line high school teachers, and investigates the front-line teachers’ opinions on the existing incentive mechanism and evaluate. Combined with questionnaire data and interview content, the deficiencies of the existing incentive mechanism are analyzed. Through the survey, L secondary schools scored poorly in motivation, and there were unsatisfactory items in hygiene factors. The main reasons are that the performance appraisal mechanism is not scientific enough, the school decision-making not unfair and open enough, and the training and learning do not meet the needs. After sorting out the existing deficiencies and reasons, this paper puts forward improvement measures for hygiene factors and motivation factors, including improving the performance appraisal system, reforming professional title evaluation and other measures to ensure the effect of teachers’ job satisfaction and mobilizing teachers’ work enthusiasm and to provide references for other schools to promote the sound development of my country’s education.
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Abd El-Hamid, Magda, Hatem Ibrahim, Hanady Abu El-Maaty, and Abd El-Rahman Mohamed. "The Application Of The Herzberg's Motivation Theory On Employees' Performance In The Five Stars Hotels In Cairo and Giza (Hygiene Factors)." Egyptian Journal of Tourism and Hospitality 24, no. 2 (December 1, 2017): 1–24. http://dx.doi.org/10.21608/ejth.2017.274274.
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