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Academic literature on the topic 'Herzberg’s motivation and hygiene theory'

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Published: 10 December 2022
Last updated: 28 January 2023

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

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Legg, J. Robert Jr. "Job Satisfaction at University Licensed FM Public Radio Stations: An Application of Herzberg’s Motivation-Hygiene Theory." Ohio University / OhioLINK, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1108139927.

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Caldwell, Carol Lewis. "Teachers' perceptions of motivating behaviors of elementary principals an empirical test of Herzberg's motivation-hygiene theory /." Access abstract and link to full text, 1992. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9219887.

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Legg, J. Robert. "Job satisfaction at selected university licensed CPB qualified public radio stations : an application of Herzberg's motivation-hygiene theory /." Ohio : Ohio University, 2004. http://www.ohiolink.edu/etd/view.cgi?ohiou1108139927.

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Schulz, Steven D. "Predicting job satisfaction among Iowa community college adjunct faculty members use and application of Herzberg's motivation-hygiene theory /." [Ames, Iowa : Iowa State University], 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3389145.

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Meyers, Reagan, and Libby Weaver. "Philanthropic Motivation : A Study of CSR in the Workplace." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151387.

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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.
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Truell, Allen Dean. "Job satisfaction of the occupational-technical faculty in the Virginia community college system: an analysis based on Herzberg's motivation-hygiene theory." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/38393.

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Truell, Allen Dean. "Job satisfation of the occupational-technical faculty in the Virginia community college system : an analysis based on Herzberg's motivation-hygiene theory /." This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06062008-170252/.

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Trelstad, Anne. "Keeping Church Goers Motivated: Church Worship Communication Study." Master's thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5536.

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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
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Larkin-Perkins, Bridgette. "Employee Job Satisfaction and Employees' Voluntary Turnover Intentions (VTIs)." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4150.

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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.
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Davis, Odetha Antonnett. "Strategies for Low Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5069.

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Employee turnover affects the profitability, performance, and customer service of an organization. The purpose of this multiple case study was to explore strategies that leaders in the hotel industry used to maintain a low rate of employee turnover. Motivation-hygiene theory was the conceptual framework for the study. The study population included 9 hotel leaders from 2 international hotels operating in Jamaica. Methodological triangulation involved the comparison of data from observation of hotel facilities and leaders' interactions with employees, review of company documents, and semistructured interviews. Data were analyzed into emerging themes using a Gadamerian hermeneutics framework of interpretation. Four major themes emerged from the data analysis: effective leadership strategies, favorable human resource management practices, good working conditions, and a family-oriented organizational culture. Analysis of the data showed that hotel industry leaders used a combination of these strategies to maintain low rates of employee turnover. The findings and recommendations may contribute to positive social change by providing hotel leaders with effective retention strategies, resulting in increased profitability and potential income continuity, thereby decreasing unemployment and moderating poverty.
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Book chapters on the topic "Herzberg’s motivation and hygiene theory"

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Jin-fu, Wang, and Hu Yin Long. "Empirical Study on Customers’ Satisfaction of Commercial Bank with Motivation-Hygiene Theory." In Lecture Notes in Electrical Engineering, 707–14. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-28744-2_92.

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Harding, Sue, and Trevor Long. "Herzberg's Motivator–Hygiene Theory." In MBA Management Models, 113–15. Routledge, 2017. http://dx.doi.org/10.4324/9781351218948-24.

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Conference papers on the topic "Herzberg’s motivation and hygiene theory"

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"Development of job satisfaction index for construction employees in developing countries based on Frederick Herzberg’s motivation theory." In WABER 2019 Conference. WABER Conference, 2019. http://dx.doi.org/10.33796/waberconference2019.29.

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"Job Satisfaction of Overseas Filipino Worker Professionals in Singapore at A Glance: A Study Using Herzberg’s Two-Factor Theory of Motivation." In WCSE 2022 Spring Event: 2022 9th International Conference on Industrial Engineering and Applications. WCSE, 2022. http://dx.doi.org/10.18178/wcse.2022.04.160.

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